TY - JOUR
T1 - Face-to-face vs. remote digital settings in job assessment interviews: a multilevel hyperscanning protocol for the investigation of interpersonal attunement
AU - Balconi, Michela
AU - Fronda, G.
AU - Federico, Cassioli
AU - Crivelli, Davide
PY - 2022
Y1 - 2022
N2 - The digitalization process for organizations, which was inevitably accelerated by the COVID-19 pandemic, raises relevant challenges for Human Resource Management (HRM) because every technological implementation has a certain impact on human beings. Between many organizational HRM practices, recruitment and assessment interviews represent a significant moment where a social interaction provides the context for evaluating candidates’ skills. It is therefore relevant to investigate how different interaction frames and relational conditions affect such task, with a specific focus on the differences between face-to-face (FTF) and remote computer-mediated (RCM) interaction settings. In particular, the possibility of qualifying and quantifying the mechanisms shaping the efficiency of interaction in the recruiter-candidate dyad—i.e. interpersonal attunement—is potentially insightful. We here present a neuroscientific protocol aimed at elucidating the impact of FTF vs. RCM modalities on social dynamics within assessment interviews. Specifically, the hyperscanning approach, understood as the concurrent recording and integrated analysis of behavioural-physiological responses of interacting agents, will be used to evaluate recruiter-candidate dyads while they are involved in either FTF or RCM conditions. Specifically, the protocol has been designed to collect self-report, oculometric, autonomic (electrodermal activity, heart rate, heart rate variability), and neurophysiological (electroencephalography) metrics from both inter-agents to explore the perceived quality of the interaction, automatic visual-attentional patterns of inter-agents, as well as their cognitive workload and emotional engagement. The proposed protocol will provide a theoretical evidence-based framework to assess possible differences between FTF vs. RMC settings in complex social interactions, with a specific focus on job interviews.
AB - The digitalization process for organizations, which was inevitably accelerated by the COVID-19 pandemic, raises relevant challenges for Human Resource Management (HRM) because every technological implementation has a certain impact on human beings. Between many organizational HRM practices, recruitment and assessment interviews represent a significant moment where a social interaction provides the context for evaluating candidates’ skills. It is therefore relevant to investigate how different interaction frames and relational conditions affect such task, with a specific focus on the differences between face-to-face (FTF) and remote computer-mediated (RCM) interaction settings. In particular, the possibility of qualifying and quantifying the mechanisms shaping the efficiency of interaction in the recruiter-candidate dyad—i.e. interpersonal attunement—is potentially insightful. We here present a neuroscientific protocol aimed at elucidating the impact of FTF vs. RCM modalities on social dynamics within assessment interviews. Specifically, the hyperscanning approach, understood as the concurrent recording and integrated analysis of behavioural-physiological responses of interacting agents, will be used to evaluate recruiter-candidate dyads while they are involved in either FTF or RCM conditions. Specifically, the protocol has been designed to collect self-report, oculometric, autonomic (electrodermal activity, heart rate, heart rate variability), and neurophysiological (electroencephalography) metrics from both inter-agents to explore the perceived quality of the interaction, automatic visual-attentional patterns of inter-agents, as well as their cognitive workload and emotional engagement. The proposed protocol will provide a theoretical evidence-based framework to assess possible differences between FTF vs. RMC settings in complex social interactions, with a specific focus on job interviews.
KW - Employment
KW - Eye Movements
KW - Humans
KW - Interviews as Topic
KW - Personnel Selection
KW - Psychometrics
KW - Surveys and Questionnaires
KW - Telecommunications
KW - Video Recording
KW - Employment
KW - Eye Movements
KW - Humans
KW - Interviews as Topic
KW - Personnel Selection
KW - Psychometrics
KW - Surveys and Questionnaires
KW - Telecommunications
KW - Video Recording
UR - https://publicatt.unicatt.it/handle/10807/196160
UR - https://www.scopus.com/inward/citedby.uri?partnerID=HzOxMe3b&scp=85124244702&origin=inward
UR - https://www.scopus.com/inward/record.uri?partnerID=HzOxMe3b&scp=85124244702&origin=inward
U2 - 10.1371/journal.pone.0263668
DO - 10.1371/journal.pone.0263668
M3 - Article
SN - 1932-6203
VL - 17
SP - 1
EP - 11
JO - PLoS One
JF - PLoS One
IS - 2
ER -