异步视频采访的机遇和挑战:来自土耳其的人力资源专业人员的看法
Ümit Deniz İlhan1, Burcu Kümbül Güler2, Dilara Turgut2
1Department of Business Administration, Beykoz University, İstanbul, Türkiye.
PloS one
|June 10, 2025
概括
异步视频面试 (AVI) 提供了招聘效率和改善了候选人的经验,但也带来了挑战,如减少了人力资源专业人员在土耳其的公平性和工作满意度.
科学领域:
- 人力资源管理 人力资源管理
- 招聘技术 招聘技术 招聘技术
- 组织心理学 组织心理学
背景情况:
- 技术进步正在重塑传统的招聘方式.
- 异步视频面试 (AVI) 正成为一种创新的招聘工具.
- 了解人力资源专业人员对AVI的看法对于有效采用至关重要.
研究的目的:
- 探索AVI在招聘方面的机遇和挑战.
- 检查土耳其人力资源专业人员对AVI的看法.
- 为发展中国家的AVI采用提供见解.
主要方法:
- 具有现象学方法的定性研究方法.
- 在线,开放式,半结构化,与15名人力资源专业人员进行深度访谈.
- 采访数据的专题分析使用MAXQDA 2024.
主要成果:
- AVI提供了机会:提高效率,增强候选人的经验,公平,包容性和组织目标支持.
- 确定的挑战包括候选人的经验减少,公平性降低,欺骗性印象管理增加,人力资源工作满意度降低以及运营/财务限制.
- 调查结果强调了AVI影响候选人和人力资源专业人员的双重性质.
结论:
- AVI提供了显著的好处,但在招聘方面也带来了关键的挑战.
- 需要量身定制的策略来最大限度地发挥AVI的好处,并减轻缺点.
- 这项研究为发展中国家的AVI实施和全球招聘实践提供了宝贵的见解.
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