Abstract

Asynchronous video interviews (AVIs) are a form of one-way, technology-mediated, selection interviewing that continue to grow in popularity. An AVI is a broad method that varies substantially in design and execution. Despite being adopted by many organizations, human resources professionals, and hiring managers, research on AVIs is lagging far behind practice. Empirical evidence is scarce and conceptual work to guide research efforts and best practice recommendations is lacking. We propose a framework for examining the role and impact of specific design features of AVIs, building on theories of justice-based applicant reactions, social presence, interview anxiety, and impression management. More precisely, our framework highlights how pre-interview design decisions by organizations and completion decisions by applicants can influence reactions and behaviors during the interview, as well as post-interview outcomes. As such, we offer an agenda of the central topics that need to be addressed, and a set of testable propositions to guide future research.