| Summary: | In this technology savvy world, the use of technology has become a common practice in
organization even for personnel selection purpose. Among tools of selection that has begun
utilising technologies for its medium is the employment interview which is most profound
among the researchers as technology-mediated employment interview. The present study
presents a systematic review of recent research on technology-mediated employment
interview (i.e., interactive voice response interview, IVR; telephone interview, TI;
videoconference interview, VI) in personnel selection with particular preference to applicant
reactions. Via computer-assisted searches of social science databases, gateways, publications
from relevant organizations, hand searched key journals and scanned reference lists, a total of
five studies (3 experimental studies; 2 non-experimental studies) were selected and critically
appraised. All studies demonstrated a mixed result. Three experimental studies found
consistent results of negative applicant reactions on VI, but for TI, one study demonstrated
positive applicant reactions while another study showed negative applicant reactions. With
non-experimental studies, compared to VI and IVR, TI received consistent positive applicant
reactions. All five studies had significant methodological flaws, particularly the absence of
power calculations across all studies. With the insufficient, contradictory and
methodologically flawed evidence, the present study noted several important key messages
and further depict a hypothetical research model to guide future research in this area.
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