İlhan Ümit Deniz, Güler Burcu Kümbül, Turgut Dilara, Duran Cem
Department of Business Administration, Beykoz University, İstanbul, Türkiye.
Department of Psychology, İzmir Katip Çelebi University, İzmir, Türkiye.
PLoS One. 2025 Jun 10;20(6):e0325932. doi: 10.1371/journal.pone.0325932. eCollection 2025.
In the context of global technological advancements, asynchronous video interviews (AVIs) have emerged as an innovative tool in recruitment, offering potential to transform traditional hiring practices. This study aims to enhance understanding of the opportunities and challenges associated with AVIs in recruitment processes by examining the perspectives of human resources (HR) professionals in Türkiye. A qualitative research methodology with a phenomenological approach was employed. 15 HR professionals experienced in asynchronous video interviewing from diverse organizations participated in online, open-ended, semi-structured, in-depth interviews. The collected data were analyzed through thematic analysis using MAXQDA 2024. Findings indicated that AVIs offer significant opportunities, such as improving process efficiency, enhancing candidate experience, promoting fairness and inclusivity, and supporting organizational goals. However, the study identified critical challenges, including diminishing candidate experience, undermining fairness and increasing deceptive impression management, reducing job satisfaction among HR professionals, and imposing operational and financial constraints. As one of the first studies to explore HR professionals' perceptions of AVIs in Türkiye, this study provides valuable insights into their adoption in developing economies and highlights the broader implications of AVIs in the global recruitment practices. The findings emphasize the need for tailored strategies to maximize benefits, address challenges, and balance the needs of both candidates and HR professionals.
在全球技术进步的背景下，异步视频面试（AVIs）已成为招聘中的一种创新工具，为改变传统招聘方式带来了潜力。本研究旨在通过考察土耳其人力资源（HR）专业人士的观点，增进对招聘过程中与异步视频面试相关的机遇和挑战的理解。采用了具有现象学方法的定性研究方法。15名来自不同组织、有异步视频面试经验的人力资源专业人士参与了在线的、开放式的、半结构化的深度访谈。使用MAXQDA 2024通过主题分析对收集到的数据进行了分析。研究结果表明，异步视频面试提供了重大机遇，如提高流程效率、提升候选人体验、促进公平和包容性以及支持组织目标。然而，该研究也确定了关键挑战，包括削弱候选人体验、损害公平性以及增加欺骗性印象管理、降低人力资源专业人士的工作满意度，以及带来运营和财务限制。作为首批探索土耳其人力资源专业人士对异步视频面试看法的研究之一，本研究为其在发展中经济体的采用提供了宝贵见解，并突出了异步视频面试在全球招聘实践中的更广泛影响。研究结果强调需要制定量身定制的策略，以最大化益处、应对挑战，并平衡候选人和人力资源专业人士的需求。
