New forms of applications are emerging with the introduction of image-based communication
in the application process. The trend of application videos hast the potential to reduce costs and
risks for organizations among other considerable opportunities, but this application type has not
been popularly implemented by organizations in their recruiting processes yet. However, there
is practically no scientific research on the use of these videos and whether (and to what degree)
applicants accept this application trend. For this term paper, applicants’ aversion to application
videos and potentially related constructs are empirically examined via an online survey with a
sample of students from all over Germany. Results show relatively high aversion to application
videos among the participants but there are differences depending on the students’ fields of
study. Correlation analysis reveals a weak negative correlation between video technology ac-
ceptance and aversion to application videos. Furthermore, aversion to application videos is
positively correlated with participants’ risk aversion whereas no significant correlation with job
application experience was be found. This term paper emphasizes that applicants’ aversion to
application videos is substantial and should therefore be carefully considered in the adoption
of this trend. It represents continuation of research on e-selection solutions and builds a sound
starting point for future research on application videos.
Table of Contents
1 Introduction
2 Theoretical Background
2.1 Definition of Key Terms and Concepts
2.1.1 The Recruiting Process
2.1.2 Digital Transformation of HR and Recruiting
2.1.3 Electronic Selection Systems
2.1.4 Videos in the Electronic Selection Process
2.2 Application Videos
2.2.1 Opportunities for Organizations and Applicants
2.2.2 Applicants’ Reservations and Threats for Organizations
2.3 Derivation of Hypotheses
3 Method and Data
3.1 Data Collection and Measures
3.2 Sample
4 Results
5 Discussion
6 Conclusion
Objectives & Core Topics
The primary objective of this paper is to empirically investigate applicants' aversion towards application videos in the recruiting process and to determine whether this aversion correlates with factors such as video technology acceptance, risk aversion, and previous application experience.
- Analysis of digital recruiting trends and the role of application videos.
- Evaluation of opportunities and potential threats (e.g., discrimination, lack of media richness) associated with video-based applications.
- Development and testing of a research model regarding applicant attitudes.
- Empirical study based on an online survey of students from across Germany.
- Discussion of implications for organizational recruitment strategies and candidate experience.
Excerpt from the Book
2.2.1 Opportunities for Organizations and Applicants
In comparison to the traditional selection process that delivers the applicant’s personal impression only shortly before the final decision making, the applicant’s suitability for the job can partially be assessed earlier in the e-selection process (e.g. communication and interpersonal skills, characteristic traits). By having this novel form of applicants’ presentation at hand, the subset of candidates can be narrowed down faster which reduces risk and costs for the following steps in the organization’s recruiting process (Purvis, 2016, p. 151; Ullah & Honarfar, 2017, p. 19). This can also be an advantage for applicants: if they are turned down earlier in the application process based on the suitability of personality (which would be a reason for rejection after the interview at the latest), their investment in costs, effort, time, and hopes is reduced and they do not need to bear the risk of rejection in the application process longer than necessary.
Meanwhile, image-based communication is omnipresent in many fields of our everyday life. By communicating with candidates via application videos and offering this new channel to the HR departments, organizations position themselves as modern employers. The way of communication can reinforce the employer brand and affect candidates’ attraction towards the organization (Purvis, 2016, p. 146 f.).
In addition, application videos can provide opportunities to introvert personalities and people with unusual CVs (e.g. CVs with employment gaps). Applicants who are less outgoing and timid may feel uncomfortable in electronic or traditional interviews, as their performance is hindered by their nervousness. Although the interview will take place either way, with the application video they have another chance to make their initial impression. A well prepared application video recorded in a relaxed environment can show the candidate’s best side and capture her temper authentically (Knoppik, 2011). Furthermore, an application video reveals far more than the traditional application documents: voice, facial expressions, and gestures (XING AG, 2018). With this additional information available to recruiters at the first step of the application process, people who are culturally fitting in the organization but with unusual CVs have higher chances to move forward in the selection process than they would have in case of traditional application documents solely (Michel, 2016, p. 36; Ullah & Honarfar, 2017, p. 19).
Summary of Chapters
1 Introduction: This chapter highlights the challenges of the "war for talents" and the emergence of digital recruiting tools, specifically focusing on the research gap regarding applicants' acceptance of video-based applications.
2 Theoretical Background: This section defines core concepts like the recruiting process and digital transformation, explains the categorization of application videos, and derives specific hypotheses regarding applicant aversion.
3 Method and Data: This chapter outlines the quantitative research design, describing the survey instrument, data collection via convenience sampling, and the demographic profile of the participants.
4 Results: This section presents the statistical findings, including descriptive statistics and hypothesis testing through ANOVA and correlation analysis to examine relationships between the studied constructs.
5 Discussion: The discussion interprets the results, confirms or rejects the hypotheses, acknowledges the study's limitations, and suggests implications for both organizations and future research.
6 Conclusion: The final chapter summarizes the research findings, emphasizing the substantial aversion to application videos and providing actionable insights for the adoption of this recruiting trend.
Keywords
Application videos, recruiting, e-selection, digital transformation, applicant aversion, video technology acceptance, risk aversion, job application experience, candidate experience, HR management, selection process, unconscious bias, digital recruiting, personnel selection, employment.
Frequently Asked Questions
What is the core focus of this research?
The research examines the emerging trend of application videos in the recruiting process and focuses on understanding the degree to which applicants are averse to this method.
What are the central topics covered?
The work explores digital transformation in HR, the classification of application videos, the benefits and threats for both employers and candidates, and the psychological factors influencing application behavior.
What is the primary research goal?
The goal is to determine if an applicant's aversion to application videos is significantly correlated with their video technology acceptance, their level of risk aversion, and their past experience with job applications.
Which scientific methods were employed?
The author utilized an empirical approach, conducting an online survey among students to collect quantitative data, which was then analyzed using descriptive statistics, ANOVA, and correlation analysis.
What does the main body of the work address?
It covers the theoretical foundations of modern recruiting, a detailed analysis of application video formats, the derivation of hypotheses, the methodology behind the survey, and a presentation of the empirical results.
Which keywords best characterize this study?
Key terms include application videos, recruiting, e-selection, digital transformation, applicant aversion, video technology acceptance, and candidate experience.
How does risk aversion influence an applicant's view of video applications?
The study found a positive correlation between risk aversion and aversion to application videos, suggesting that candidates who are more risk-averse are more likely to dislike or reject the video application format due to potential pitfalls.
Did the study find that application experience reduces aversion to videos?
No, the study found no significant correlation between an applicant's experience in the application process and their aversion to application videos, indicating that being accustomed to traditional application methods does not necessarily make candidates more comfortable with video submissions.
What is the paradox of using application videos mentioned by the author?
While many organizations strive to reduce unconscious bias by removing photos and names from applications, the use of application videos often leads to the opposite effect, as it exposes individual characteristics such as appearance, race, and gender at the very first stage of the process.
- Citation du texte
- Julia Wilnhammer (Auteur), 2018, Application Videos in the Recruiting Process, Munich, GRIN Verlag, https://www.grin.com/document/491729
