Can I show my skills? Affective responses to artificial intelligence in the recruitment process

Companies increasingly use artificial intelligence (AI) and algorithmic decision-making (ADM) for their recruitment and selection process for cost and efficiency reasons. However, there are concerns about the applicant’s affective response to AI systems in recruitment, and knowledge about the affective responses to the selection process is still limited, especially when AI supports different selection process stages (i.e., preselection, telephone interview, and video interview). Drawing on the affective response model, we propose that affective responses (i.e., opportunity to perform, emotional creepiness) mediate the relationships between an increasing AI-based selection process and organizational attractiveness. In particular, by using a scenario-based between-subject design with German employees (N = 160), we investigate whether and how AI-support during a complete recruitment process diminishes the opportunity to perform and increases emotional creepiness during the process. Moreover, we examine the influence of opportunity to perform and emotional creepiness on organizational attractiveness. We found that AI-support at later stages of the selection process (i.e., telephone and video interview) decreased the opportunity to perform and increased emotional creepiness. In turn, the opportunity to perform and emotional creepiness mediated the association of AI-support in telephone/video interviews on organizational attractiveness. However, we did not find negative affective responses to AI-support earlier stage of the selection process (i.e., during preselection). As we offer evidence for possible adverse reactions to the usage of AI in selection processes, this study provides important practical and theoretical implications.

Language Style Operated by Indonesian Minister of Education to Urge Indonesians to Learn from Covid-19 Pandemic as Character Leadership Value

<p><em>Language style is operated to convey ideas and thoughts as well as to express intentions and to show who the speakers themselves. In the era of glory for You-tube, this research focuses on categorizing the language style used by the Indonesian Minister of Education in Najwa program uploaded in Najwa You-tube channel. The researcher used qualitative research to analyze and describe language style used in the transcript of video interview and document analysis. The data of this research is in the form of utterances. The data analysis technique was obtained through qualitative analysis by doing three steps; organizing and familiarizing, coding and reducing, and interpreting and representing. Researchers only found 3 styles, namely: casual style, intimate style and consultative. This research gives contribution in learning the character leadership shown by the Indonesian Minister of Education.</em></p>

Representation of Female Footballers in Interviews on PSSI TV: A Critical Discourse Analysis

Sports is inseparable from gender inequality and is attached to masculine image even though nowadays the two things are fading, particularly, in the realm of football. In Indonesia, female footballers are increasingly starting to exist not only on the field but also in the media, one of which is on the PSSI TV YouTube channel which shows videos of exclusive interviews with female footballers. This study examines how female footballers are represented in the video interview. Using the Sara Mills’ Critical Discourse Analysis (CDA) method, it is known that female footballers who are the interviewees are positioned as both the subject and object of narrating and being narrated. Meanwhile, the representation of female footballers which is reflected emphasizes on two things, namely the ones who uphold gender equality and professionalism. The interviewees also make use mediation with a dominantly showing portion in media and several cultural codes to represent themselves. Keywords: sports; football;, female footballer; critical discourse analysis

Systematizing Audit in Algorithmic Recruitment

Business psychologists study and assess relevant individual differences, such as intelligence and personality, in the context of work. Such studies have informed the development of artificial intelligence systems (AI) designed to measure individual differences. This has been capitalized on by companies who have developed AI-driven recruitment solutions that include aggregation of appropriate candidates (Hiretual), interviewing through a chatbot (Paradox), video interview assessment (MyInterview), and CV-analysis (Textio), as well as estimation of psychometric characteristics through image-(Traitify) and game-based assessments (HireVue) and video interviews (Cammio). However, driven by concern that such high-impact technology must be used responsibly due to the potential for unfair hiring to result from the algorithms used by these tools, there is an active effort towards proving mechanisms of governance for such automation. In this article, we apply a systematic algorithm audit framework in the context of the ethically critical industry of algorithmic recruitment systems, exploring how audit assessments on AI-driven systems can be used to assure that such systems are being responsibly deployed in a fair and well-governed manner. We outline sources of risk for the use of algorithmic hiring tools, suggest the most appropriate opportunities for audits to take place, recommend ways to measure bias in algorithms, and discuss the transparency of algorithms.

Repurposing asynchronous video interview software for virtual pharmacy OSCEs during the COVID-19 pandemic

Background: The COVID-19 pandemic required pharmacy educators to seek creative and innovative ways of delivering learning outcomes in the virtual environment. Objective Structured Clinical Examinations (OSCEs) have been particularly challenging to deliver online. Objective: To explore the use of asynchronous video interview software as a platform for virtual OSCEs in pharmacy education, and for conducting brief structured research interviews. Method: Fourth year Bachelor of Pharmacy students at an Australian university, were interviewed via asynchronous video interview software (Big Interview) about their perceptions of using the platform for virtual OSCEs. Results: 37 students (92.5%) used Big Interview to complete at least one summative OSCE case during a team-based simulation. Seven research interviews were recorded by six students. Positive comments focussed on facilitation of self-reflection and self-correction in patient questioning and counselling. Negative views concerned the lack of authenticity, including the robotic and artificial nature of interactions. Conclusion: Asynchronous video interview software for pharmacy OSCEs may assist formative learning and self-reflection, offering an adjunct to, but not replacement of, in-person communication