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Technology-enabled interviews A fascinating project launched in Spring 2020

Research context

Launched in the Spring of 2020, this study initially sought to test whether technology-enabled interviews helped reduce selection bias. The goal was to compare selection decisions before and after the implementation of these technologies.
However, as we were unable to find companies that had actually implemented such interviews, we were forced to modify the initial research design.
We therefore documented the potential advantages and disadvantages of technology-enabled selection tools, such as chatbots, fit algorithms, synchronous and asynchronous videos, and digital interviewing.

Research question

What are the potential advantages and disadvantages of  digital technology and artificial intelligence in staffing?

Methodology and milestones

The data collection was twofold :
After writing a literature review, we conducted interviews with two HR professionals using one of these technologies to document their experience. 
We then administered an online survey to 175 candidates, in France and in Canada, in order to gather their impressions on the use of these technologies in a selection context.

 

Research team

  • Anne Bourhis (HEC, Montréal)
  • Amandine Desvergnes (HEC, Montréal)
  • Emmanuelle Léon (ESCP, Paris campus)
  • Marjorie Bonnet (ESCP, Paris campus) 

Research keytake aways

From the HR professionals point of view: those who use a fit algorithm report satisfaction with its ability to improve the selection process, hiring diversity and candidate experience.

From the candidates point of view: more than half of candidates have never experienced technology-enabled selection tools yet. Candidates who have this experience rated it as satisfactory, but the large majority (73 %) would rather be recruited entirely by a human being. Among the different tools presented (chatbot, fit algorithm, synchronous video interview, asynchronous video interview, digital interview), the one that arouses the least suspicion is the synchronous interview.

The effect of these technological tools on improving both candidate experience and diversity remains to be demonstrated.

Another study (developed by Marjorie Bonnet in 2021) has higlighted additional results, soon to be communicated. 

Attention points: The use of these tools for staffing purposes is still in its infancy, and the rapid adoption of online technologies as a result of the COVID pandemic may quickly change these preliminary results.


 

Key outcomes

External ecosystem

Shared research outputs / Awards and articles

"Le numérique et l’intelligence artificielle au service du recrutement et de la sélection du personnel", Amandine Desvergnes, Master thesis, HEC Montréal 

“Intelligence artificielle et recrutement: l’IA permet-elle de réduire les biais discriminatoires à l’embauche”, Marjorie Bonnet, Master thesis, ESCP Business School

 


 

Campuses