My diploma thesis consist in creating short videos. I have been interviewing important Czech graphic designers of an older generatin and I've been interested in socio-historical background which a profession of graphic design had before Velvet revolution and before new media coming. The project got a name Graphic Design Talks. The videos are put on Facebook with other information about each designer. I would like to continue interviewing new deigners add new videos even after I finish my study.

When recruiting new staff, the job interview is the most central and most common selection method, which has traditionally taken place face-to-face with the employer. Video interviews are something that has become more common in recruitment processes as a result of technological development and digitalization but also based on the organization's financial and time rationalization. Previous research in the field indicates that video interviews modify parts of the interaction, and points out that there is a need for further research. The purpose of the study is to investigate how job interviews in video format are experienced by recruiters in terms of social interaction, and what implications there are in assessing the candidate. The results of the study are based on six qualitative interviews with recruiters, where collected data have been analyzed from a social psychological perspective. The results indicate that there is a perceived difference in certain parts of the interaction. Particularly the non-verbal communication and small talk are limited, but the flow and timing are also more difficult in video interviews. The study also shows that the biggest advantage is considered to be that the format is time-saving and provides increased flexibility and the biggest disadvantage is difficulties in connecting with the candidate, which impairs the overall experience. Finally, it emerged that the recruiters consider themselves to have good opportunities to assess candidates in video interviews, but that the data collected indicates an experience of both positive and negative aspects. / Vid rekrytering av ny personal är anställningsintervjun den mest centrala och vanligaste urvalsmetoden, vilken traditionellt ägt rum ansikte-mot-ansikte hos arbetsgivaren. Videointervjuer är något som har kommit att bli mer vanligt i rekryteringsprocesser till följd av den teknologiska utvecklingen och digitaliseringen, men också utifrån organisationens ekonomiska och tidsmässiga rationalisering. Tidigare forskning på området pekar på att videointervjuer modifierar delar av interaktionen, och poängterar att behovet av vidare forskning är stort. Syftet med studien är att undersöka hur anställningsintervjuer i videoformat upplevs av rekryterare i termer av det sociala samspelet, samt vilka implikationer som finns vid bedömning av kandidaten. Studiens resultat baseras på sex kvalitativa intervjuer med rekryterare, där insamlade data analyserats utifrån ett socialpsykologiskt perspektiv. Resultatet tyder på att det finns en upplevd skillnad i vissa delar av interaktionen. Framförallt begränsas icke-verbal kommunikation och småprat, men även flytet och timingen försvåras i videointervjuer. Studien visar även att de största fördelarna anses vara att formatet är tidsbesparande och ger utrymme till ökad flexibilitet och den största nackdelen är svårigheter att känna in kandidaten, vilket försämrar helhetsupplevelsen. Till sist framkom att rekryterare anser sig själva ha goda möjligheter att bedöma kandidater vid videointervjuer, men att insamlade data indikerar på en upplevelse av både positiva och negativa aspekter.

Over the past decade, the use of asynchronous video interviews (AVIs) has increased exponentially, largely spurred by ongoing technological progress and shifts to remote work. Although prior research shows interview design can influence applicant reactions, the effect of video interview design factors on interviewee reactions remains unclear. The present study determines the influence of AVI stimulus format (text-based vs. audio-visual questions) on applicant perceptions of social presence, fairness and organisational attractiveness. To this end, a between-subjects posttest-only experimental design was used in two separate samples (South African sample, N = 58; USA sample, N = 169, Combined samples, N = 227). Participants were randomly assigned to either the control or experimental group. Participants completed a mock interview on a commercially available AVI platform and then answered a questionnaire measuring perceptions of social presence, fairness, and organisational attractiveness. Bootstrapped independent sample t-tests and serial mediation were used to test the hypotheses. Within Sample 1, applicant perceptions of social presence, fairness and organisational attractiveness were higher for the audio-visual and text-based AVIs, thereby supporting the proposition that audio-visual stimuli lead to higher perceptions of social presence, fairness and organisational attractiveness. Conversely, Sample 2's findings were non-significant (p > .05). While there were mixed results, the findings of this study provide preliminary evidence which suggests that within the South African context, audio-visual stimuli can be used in AVIs. Organisations in the American context should pay close attention to the effects of AVI stimulus format on applicant reactions as the findings from the American sample were not conclusive. Future research should investigate applicant reactions to different forms of AVI stimulus during a multi-stage selection process

Syftet med denna studie är att undersöka rekryterares upplevelser av att genomföra anställningsintervjuer via videointervju jämfört med fysiska intervjuer. Den tidigare forskningen visar att rekryterare föredrar fysiska intervjuer då de upplever att de får en tydligare helhetsbild av kandidaterna. Forskningen visar också att rekryterare upplever att det är lättare att förmedla den icke-verbal kommunikationen samt känslor vid fysiska intervjuer. För att besvara studiens syfte har en kvalitativ metod i form av nio semistrukturerade intervjuer genomförts, med rekryterare samt konsultchefer inom bemanningsbranschen. I denna studie har vi inkluderat respondenter som både har erfarenhet av att genomföra anställningsintervjuer via videointervju samt fysiska intervjuer. Resultatet visar att majoriteten av respondenterna föredrar att genomföra fysiska intervjuer. Detta eftersom de upplever det lättare att kommunicera med kandidaterna samt uppfatta känslor, gester och ansiktsuttryck. Vidare framgår det att majoritet av respondenterna upplever videointervjuerna mer flexibla och tidseffektiva, eftersom både kandidaten samt respondenten själv inte är beroende av en fysisk plats. Det empiriska resultatet från intervjuerna jämförs med det teoretiska ramverket i analysen, därefter presenteras en avslutande diskussion samt slutsats. Sammantaget bidrar studien till en ökad förståelse för rekryterares upplevelser av att genomföra anställningsintervjuer fysiskt jämfört med digital videointervju. Studien identifierar även fördelar samt nackdelar som respondenterna upplever i de olika formaten av anställningsintervjuer. Detta anser vi bidrar till en ökad förståelse gällande val av intervjuformat för den specifika anställningsintervjun, utifrån rekryterarens perspektiv. / The purpose of this study is to examine recruiters' experiences of conducting job interviews via video interviews compared to physical interviews. Previous research shows that recruiters prefer the physical interviews as they feel that they get a clearer overall picture of the candidate. Research also shows that recruiters find it easier to convey non-verbal communication as well as emotions during physical interviews. To answer the purpose, a qualitative method in the form of nine semi-structured interviews was conducted with recruiters and consulting managers in the staffing industry. In this study, we have included respondents who have both experience of conducting job interviews via video interviews and physical interviews. The results show that the majority of respondents prefer to conduct physical interviews. As they find it easier to communicate with the candidates and perceive emotions, gestures and facial expressions. Furthermore, it appears that the majority of the respondents experience the video interviews more flexible and time-efficient, since both the candidate and the respondent himself are not dependent on a physical location. The empirical result from the interviews is then compared with the theoretical framework in the analysis, after which a concluding discussion and conclusion are presented. Overall, the study contributes to an increased understanding of recruiters' experiences of conducting job interviews physically compared to digital video interviews. The study also identifies advantages and disadvantages that respondents experience in the different formats of job interviews. We believe this contributes to an increased understanding regarding the choice of interview format for the specific job interview from the recruiter's perspective.