Virtual job interviews infected with COVID-19 w


image: Julie McCarthy is Professor of Organizational Behavior and Human Resources Management at the University of Toronto Scarborough, with a joint appointment to the Rotman School of Management at the University of Toronto. His research focuses on strategies employees can use to build resilience, reduce stress, and achieve success in their work and family lives. She also studies how organizations can ensure that their policies and practices are viewed favorably by applicants and employees. Professor McCarthy’s research is published in leading academic journals and has been featured in several leading media. Currently, she is Associate Chair of External Relations and Strategic Initiatives in the Management Department at UTSC and sits on the Editorial Boards of the Journal of Applied Psychology, Personnel Psychology, and the Journal of Business and Psychology. In the corporate sector, she has collaborated on research initiatives, training programs, performance management systems and screening tools on behalf of public and private companies.
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Credit: University of Toronto

Toronto – The pandemic-induced boredom, isolation, health fears and financial hardship have been severe enough, not to mention an early shortage of consumer goods.

But for job seekers living in areas hardest hit by COVID-19 deaths, the pandemic also heightened their anxiety during virtual job interviews held in the first wave, with subsequent reductions in performance, a University of Toronto study found.

“Even before the pandemic, interview anxiety was a concern for many applicants,” says lead researcher Julie McCarthy, professor of organizational behavior and human resources management at the University of Toronto Scarborough and the Rotman School of Management. “With COVID, it’s a big blow because competition for jobs has increased and exacerbated anxiety issues during interviews.”

Professor McCarthy had previously studied anxiety in interviews with a US-based recruiting technology firm when the pandemic struck in early 2020. She and her seven co-researchers were allowed to include questions COVID-19-specific research in post-interview surveys. over 8,000 candidates applying to nearly 400 organizations in 73 countries using the company’s virtual interview platform.

This is the first study to comprehensively examine the impact of anxiety in real virtual job interviews. Surveys were collected from applicants between late April and early August 2020. Survey responses were compared to applicants’ performance, assessed by the interview platform’s scoring algorithms.

Job applicants who were more concerned about the pandemic during their interviews also reported higher levels of anxiety during interviews and did not perform better than other applicants. The effect was stronger in candidates who reported higher levels of emotional fatigue related to the pandemic. These people, in turn, tended to come from areas that had experienced a higher number of deaths from COVID-19 and who interviewed later in the study period, meaning they had crossed over. the pandemic longer than those who interviewed earlier in the study period. .

To exacerbate the problems, applicants with higher anxiety levels were also less likely to think the interview was fair and less likely to recommend the organization to others, highlighting an opportunity for companies to ” improve communication and engagement with applicants at the start of an application process. In an age when the best candidates can work remotely from anywhere in the world, says Professor McCarthy, great caution is needed as more companies switch to virtual interviews – over 80% are doing so. already – sometimes without the candidate even interacting with a human being.

“To be strategic and maximize benefits for the organization, organizations really want to think about how the platform looks from the candidate’s perspective,” she suggests. “If it unnecessarily increases their anxiety, it can artificially reduce their performance when this candidate could be an amazing person on the job.”

And just like with face-to-face interviews in the past, applicants should practice the virtual interview experience before taking action.

Get used to the video camera, ”says Professor McCarthy. “Carry out a mock interview with someone in your network whom you trust. It’s also important to build your confidence level before the interview by thinking about the skills you have to offer and what motivates you to work for this company.

The study appears in the Journal of Applied Psychology.

Bringing together research and thought leadership from faculty on one research platform, the new Rotman Insights Hub features articles, podcasts, opinions, books and videos representing the latest management thinking and providing insight into main issues facing business and society. Visit www.rotman.utoronto.ca/insightshub.

The Rotman School of Management is part of the University of Toronto, a global center for research and teaching excellence in the heart of Canada’s commercial capital. Rotman is a catalyst for transformative learning, ideas and public engagement, bringing together diverse opinions and initiatives around a specific goal: to create value for business and society. For more information, visit www.rotman.utoronto.ca

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For more information:

Ken mcguffin

Manager, Media Relations

Rotman School of Management

University of Toronto

Email: [email protected]


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