Sonru is always open to working with universities and their students- mainly, we’ve given short interviews for exploratory studies, shared our white papers/secondary data, and presented at events and seminars. However, over the last few years, we have also partnered with postgraduate students from UCD and City University in London and worked very closely with them on their primary research.
Our most recent academic adventure was with City University in London, and we’re delighted to share a quick summary of the background to the study and the results.
Does Personality Influence Applicant Reactions towards Video Interviewing?
The study sought to investigate whether personality influences applicant reactions towards video interviewing. Suppose applicant reactions may be partly due to dispositional factors (i.e., individual characteristics such as personality traits, temperament, genetics that influence behavior and actions in a person). In that case, it follows that organizations would be limited in changing applicant reactions towards video interviewing.
The questionnaire comprised three sections of statements concerning:
- Applicant reactions towards video interviewing.
- The Dark Triad of personality (Narcissism, Machiavellianism, and Psychopathy).
- The Big Five personality traits (Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism).
After analyzing the results, the findings concluded:
- None of the Dark Triad traits and the Big Five traits were significantly correlated with applicant reactions towards video interviewing.
- However, trends were shown between each of the traits and applicant reactions towards video interviewing. This suggests that some relationships may exist between the variables, but the findings were not significant, potentially due to other variables influencing this relationship.
- The Dark Triad did not positively add predictive ability over and above the Big Five in predicting applicant reactions towards video interviewing.
Suppose applicant reactions towards video interviewing are not a function of an applicant’s internal disposition. In that case, organizations have more control in influencing applicant reactions as there is no need for them to understand any specific personality traits that may influence applicant reactions when deciding to use video interviewing.
Even Better News
While personality may not be a factor, Sonru has published two white papers that outline factors that make a difference to both completion rates and the candidate experience.
- 500,000 Candidate Insights
- We analyzed the data from 500,000 interviews along with 70,000 candidate survey responses. Find out what factors influence the candidate experience.
- Clients Know Best
- We analyzed the data of 12,000 randomly selected interview campaigns completed on the Sonru system, and this white paper presents a blueprint for video interviewing best practices based entirely on empirical evidence.
This article was created by Sonru Video Interviewing and includes contributions and research gathered from Sonru clients and candidates between 2011 to 2020.