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Interviews per Telefon, Videokonferenz oder Videoaufzeichnung – inwiefern macht dies einen Unterschied?

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Eignungsdiagnostische Interviews

Zusammenfassung

Die Digitalisierung und zuletzt die Corona-Pandemie haben dazu beigetragen, dass Unternehmen technologie-mediierte Interviews immer häufiger als Ergänzung zu bzw. anstelle von persönlichen Vorstellungsgesprächen einsetzen. Dieses Kapitel gibt einen Überblick über eine Reihe von Befunden, die unterschiedliche Teilaspekte der Frage nach der Vergleichbarkeit von verschiedenen Arten der Interviewdurchführung beleuchten. Insbesondere gehen wir auf die folgenden Punkte ein: Welche Formen technologie-mediierter Interviews gibt es, und wie verbreitet sind diese? Gibt es Akzeptanzunterschiede zwischen den verschiedenen Interview-Medien, welche Faktoren beeinflussen die Akzeptanz, und gibt es Möglichkeiten, diese Akzeptanz zu verbessern? Beeinflusst das Interview-Medium das Abschneiden von Bewerber:innen, und welche Faktoren auf Seiten der Bewerber:innen bzw. welche auf Seiten der Interviewer:innen sind dabei relevant? Und gibt es Unterschiede in der Kriteriumsvalidität verschiedener Interview-Medien? Auf Basis der vorgestellten Befunde und der Interview-Standards werden abschließend Empfehlungen für die Durchführung von technologie-mediierten Vorstellungsgesprächen abgeleitet.

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  1. Fakultät für Wirtschaftswissenschaften, Hochschule Neu-Ulm, Neu-Ulm, Deutschland

    Johannes M. Basch

  2. Institut für Psychologie und Pädagogik, Abteilung Arbeits- und Organisationspsychologie, Universität Ulm, Ulm, Deutschland

    Klaus G. Melchers

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    Susanne Schulte

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    Maren Hiltmann

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Basch, J.M., Melchers, K.G. (2023). Interviews per Telefon, Videokonferenz oder Videoaufzeichnung – inwiefern macht dies einen Unterschied?. In: Schulte, S., Hiltmann, M. (eds) Eignungsdiagnostische Interviews. Springer Gabler, Wiesbaden. https://doi.org/10.1007/978-3-658-38720-4_12

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