Technologie-mediierte Interviews
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Publisher
Springer Berlin Heidelberg
Link
https://link.springer.com/content/pdf/10.1007/978-3-662-68211-1_7
Reference58 articles.
1. Anderson, N., Salgado, J. F., & Hülsheger, U. R. (2010). Applicant reactions in selection: Comprehensive meta-analysis into reaction generalization versus situational specificity. International Journal of Selection and Assessment, 18(3), 291–304. https://doi.org/10.1111/j.1468-2389.2010.00512.x
2. Armoneit, C., Schuler, H., & Hell, B. (2020). Nutzung, Validität, Praktikabilität und Akzeptanz psychologischer Personalauswahlverfahren in Deutschland 1985, 1993, 2007, 2020. Zeitschrift für Arbeits- und Organisationspsychologie, 64(2), 67–82. https://doi.org/10.1026/0932-4089/a000311
3. Barrick, M. R., Shaffer, J. A., & DeGrassi, S. W. (2009). What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94(6), 1394–1411. https://doi.org/10.1037/a0016532
4. Basch, J. M., & Melchers, K. G. (2019). Fair and flexible?! Explanations can improve applicant reactions toward asynchronous video interviews. Personnel Assessment and Decisions, 5(3), 1–11. https://doi.org/10.25035/pad.2019.03.002
5. Basch, J. M., & Melchers, K. G. (2021). The use of technology-mediated interviews and their perception from the organization’s point of view. International Journal of Selection and Assessment, 29(3–4), 495–502. https://doi.org/10.1111/ijsa.12339
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