@article{2024:hofmann:digital_na,
title = {Digital Natives and Signalling in Employment Interviews: An Inquiry into the Acceptance and Perceived Fairness of Different Interview Modes},
year = {2024},
note = {The paper investigates the signalling behaviour of digital native
applicants in employment interviews and analyses how their reactions
differ in face-to-face versus video-mediated contexts. The social
presence within the interview setting and the possibility of employing
impression management tactics are of particular interest to
understanding the subjective acceptance and perceived fairness of the
two types of selection procedures. The analyses of novel primary data
from a German survey with 513 valid responses reveal that digital
natives, similar to older applicants, appreciate signalling to lower
information asymmetries. Regardless of interview mode, social presence
and impression management are strong positive drivers of acceptance
and perceived fairness. While members of the generational cohort still
accept face-to-face interviews more than those mediated by
videoconferencing technology, they perceive the former as less fair.
This result, which may be explained by the specific characteristics of
digital natives, contradicts the findings of studies that have
investigated preceding generations. Hence, the paper complements the
literature on applicant reactions by focusing on two younger
generational cohorts, namely Generation Y and Z. Furthermore, the
adoption of the signalling framework in this context suggests that the
beneficial effects of signalling may stand vis-à-vis feelings of
unfairness, which can be interpreted as additional psychological costs
that are driven by moral considerations.},
journal = {mrev management revue},
pages = {328--354},
author = {Hofmann, Kay H.},
volume = {35},
number = {3}
}