In two studies, we examined the effects of algorithm-based (vs. recruiter-based) evaluations of an asynchronous video interview and a personality inventory on applicant reactions. In line with our expectations, we found several negative applicant reactions to the use of algorithms. Specifically, in Study 1 (N = 172), informing participants that an algorithm, rather than a recruiter, had analysed their interview and personality inventory increased feelings of emotional creepiness, and reduced fairness perceptions, perceived predictive validity and feedback acceptance. In Study 2 (N = 276), we were able to replicate these effects for fairness perceptions and perceived predictive validity. Furthermore, in both studies, algorithm-based evaluations negatively affected feedback acceptance, organizational attraction and job acceptance intentions through fairness perceptions. However, in contrast with our expectations, selection decision favourability did not influence the impact of evaluation source (recruiter vs. algorithm) on applicant reactions. In Study 2, we also found some tentative evidence that applicant reactions to algorithm-based evaluations are not affected by the type of information source (i.e. verbal vs. nonverbal cues) on which the algorithm is based.

中文翻译：

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申请人对基于算法与招聘人员的异步视频面试和性格库存评估的反应

在两项研究中，我们研究了基于算法（与基于招聘人员）的异步视频面试评估和性格清单对申请人反应的影响。与我们的预期一致，我们发现申请人对算法的使用有一些负面反应。具体来说，在研究 1 ( N  = 172) 中，告知参与者是算法而不是招聘人员分析了他们的面试和性格库存，这会增加情绪上的恐惧感，并降低公平感、感知预测有效性和反馈接受度。在研究 2 ( N  = 276) 中，我们能够复制这些对公平性感知和感知预测有效性的影响。此外，在这两项研究中，基于算法的评估通过公平感对反馈接受度、组织吸引力和工作接受意图产生负面影响。然而，与我们的预期相反，选择决策的好感度并没有影响评估源（招聘者与算法）对申请人反应的影响。在研究 2 中，我们还发现了一些初步证据，表明申请人对基于算法的评估的反应不受算法所基于的信息源类型（即语言与非语言线索）的影响。