Open Access

Kay Hendrik Hofmann

• The paper investigates the signalling behaviour of digital native applicants in employment interviews and analyses how their reactions differ in face-to-face versus video-mediated contexts. The social presence within the interview setting and the possibility of employing impression management tactics are of particular interest to understanding the subjective acceptance and perceived fairness of the two types of selection procedures. The analyses of novel primary data from a German survey with 513 valid responses reveal that digital natives, similar to older applicants, appreciate signalling to lower information asymmetries. Regardless of interview mode, social presence and impression management are strong positive drivers of acceptance and perceived fairness. While members of the generational cohort still accept face-to-face interviews more than those mediated by videoconferencing technology, they perceive the former as less fair. This result, which may be explained by the specific characteristics of digital natives, contradicts the findings of studies that have investigated preceding generations. Hence, the paper complements the literature on applicant reactions by focusing on two younger generational cohorts, namely Generation Y and Z. Furthermore, the adoption of the signalling framework in this context suggests that the beneficial effects of signalling may stand vis-à-vis feelings of unfairness, which can be interpreted as additional psychological costs that are driven by moral considerations.