2023 年 9 巻 1 号 p. 53-61
Face-to-face interviews suffer from the problem that recruitment evaluations depend on the individual skills of the interviewer. Video interviewing is one potential solution to this problem, as it enables quality control over evaluations. However, there has been little research into using information gathered from video interviews to generate recruitment evaluation scores. In this paper, we research whether video interviews enable impressions to be formed of interviewees’ personalities, as outward impressions are more important than actual personality for recruitment interviews and in the service industry. We use the “Big Five” measures of personality traits and integrate scores using Item Response Theory and mean of standardized value. We also categorize personality impression items into three groups: items that raters give different scores, items that raters give similar scores, and items that cannot be evaluated in a video interview. Regression analysis shows that the items of the former two types explain 68.2% of the variance in hiring decisions. The impression of Extraversion was often observed in video and affected Smile and Voice Tone evaluations regarding recruitment. The impressions of openness and dutifulness have positive effects on hiring decision. This research indicates that it is possible to obtain personality scores that support recruitment activities from video interviews via, for example, machine learning.
