Browsing by Author "Wilkins, Jessica Kelly"

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    Understanding Video Interview Experiences and ADHD
    (2025-01-06) Wilkins, Jessica Kelly; Bourdage, Joshua; Climie, Emma; Roulin, Nicolas; Willness, Chelsea
    Asynchronous video interviews (AVI) are a one-sided interview alternative to the traditional face-to-face format. The decisions made about how an AVI is designed can influence the candidate’s perception of their opportunity to perform to the best of their abilities in the interview. Of interest in this research is how neurodivergence influences a host of reaction measures to the AVI experience. Particularly, we focus on the experience of adults with attention-deficit/hyperactivity disorder (ADHD). We know that adults with ADHD experience challenges in the workplace, but no research has been done on their perceptions of the recruitment process, specifically AVIs. Study One (N = 108) surveys both adults with and without a diagnosis of ADHD on their perceptions of five design features of AVIs and how these facilitate one’s opportunity to perform. Results indicate that altering features in combination leads to an optimally designed AVI. Study Two (N = 137) examines the impact of AVI design (optimal compared to standard) on performance outcomes and perceptions of system usability, global fairness ratings, interview anxiety levels, and ease of use. Using a between-group design (optimal versus standard design), we found that optimal design proves superior to standard design on system usability and ease of use perceptions. Regardless of design, adults with ADHD report higher levels of interview anxiety and lower levels of both global fairness and ease of use. This was unexpected, as the goal of the optimal design was partially to reduce discrepancies between ADHD and non-ADHD participants. However, in both AVI designs, there were no significant performance differences between ADHD and non-ADHD participants, which was encouraging. Recommendations are made to contribute to AVI design best practices. Theoretical and practical implications are discussed, especially surrounding the importance of inclusive and fair design and recruitment processes.