Employers’ and applicants’ fairness perceptions in job interviews: Using a teleoperated robot as a fair proxy

TY - JOUR

T1 - Employers’ and applicants’ fairness perceptions in job interviews: Using a teleoperated robot as a fair proxy

AU - Nørskov, Sladjana

AU - Damholdt, Malene Flensborg

AU - Ulhøi, John Parm

AU - Jensen, Morten Berg

AU - Mathiasen, Mia Krogager

AU - Ess, Charles M.

AU - Seibt, Johanna

PY - 2022

Y1 - 2022

N2 - This research examines the perceived fairness of two types of job interviews: robot-mediated and face-to-face interviews. The robot-mediated interview tests the concept of a fair proxy in the shape of a teleoperated social robot. In Study 1, a mini-public (n=53) revealed four factors that influence fairness perceptions of the robot-mediated interview and showed how HR professionals’ perception of fair personnel selection is influenced by moral pragmatism despite clear moral awareness of discriminative biases in interviews. In Study 2, an experimental survey (n=242) conducted at an unemployment center showed that the respondents perceived the robot-mediated interview as fairer than the face-to-face interview. Overall, the studies suggest that HR professionals and jobseekers exhibit diverging fairness perceptions and that the business case for the robot-mediated interview undermines its social case (i.e., reducing discrimination). The paper concludes by addressing key implications and avenues for future research.

AB - This research examines the perceived fairness of two types of job interviews: robot-mediated and face-to-face interviews. The robot-mediated interview tests the concept of a fair proxy in the shape of a teleoperated social robot. In Study 1, a mini-public (n=53) revealed four factors that influence fairness perceptions of the robot-mediated interview and showed how HR professionals’ perception of fair personnel selection is influenced by moral pragmatism despite clear moral awareness of discriminative biases in interviews. In Study 2, an experimental survey (n=242) conducted at an unemployment center showed that the respondents perceived the robot-mediated interview as fairer than the face-to-face interview. Overall, the studies suggest that HR professionals and jobseekers exhibit diverging fairness perceptions and that the business case for the robot-mediated interview undermines its social case (i.e., reducing discrimination). The paper concludes by addressing key implications and avenues for future research.

KW - fair proxy

KW - fairness perceptions

KW - job interview

KW - moral pragmatism

KW - morality

KW - robot-mediated interview

UR - http://www.scopus.com/inward/record.url?scp=85127739875&partnerID=8YFLogxK

U2 - 10.1016/j.techfore.2022.121641

DO - 10.1016/j.techfore.2022.121641

M3 - Journal article

SN - 0040-1625

VL - 179

JO - Technological Forecasting and Social Change

JF - Technological Forecasting and Social Change

M1 - 121641

ER -