Asynchronous video interviews (AVIs) are becoming exponentially more common in the hiring landscape. Despite practical benefits to organizations, research demonstrates potential challenges for applicants, including lower performance in technology-mediated interviews, and a host of negative attitudinal reactions to AVIs. Given this, AVI companies often provide tips for applicants, and applicants often access online resources to improve their performance. To date, we know little about interventions that can mitigate negative applicant reactions and increase applicant performance in AVIs, or the mechanisms involved in such a process. In Study 1, 202 participants from Prolific were randomly assigned to one of the four conditions (in a 2 × 2 experimental design) and completed a 5-question mock AVI, to explore how an AVI training video and practice impacted a host of self-report behavioral (i.e., impression management; IM) and attitudinal (i.e., anxiety, attraction, fairness, usability) outcomes, as well as response length, structure of the response, and interview performance. Results indicated that practice had negligible effects. However, training was positively associated with fairness perceptions (particularly consistency) and interview performance. Moreover, mediation analyses indicated that trained interviewees provided more structured and longer responses, which led to higher performance. Study 2 offered a replication with a sample of 156 active job seekers (senior students and Prolific users). Training was associated with more structured responses, and through this, higher performance. Pre- vs. post-training comparisons for a sub-sample also showed performance improvements. Implications, limitations, and directions for future research are discussed.

异步视频面试 (AVI) 在招聘领域正变得越来越普遍。尽管对组织有实际好处，但研究表明申请人面临潜在的挑战，包括在技术介导的面试中表现较低，以及对 AVI 的一系列负面态度反应。鉴于此，AVI公司经常为申请人提供提示，而申请人也经常访问在线资源来提高他们的表现。迄今为止，我们对可以减轻申请人负面反应并提高申请人在 AVI 中的表现的干预措施或这一过程中涉及的机制知之甚少。在研究 1 中，来自 Prolific 的 202 名参与者被随机分配到四种条件之一（在 2 × 2 实验设计中），并完成了 5 个问题的模拟 AVI，探索 AVI 培训视频和实践如何影响一系列自我报告行为（即印象管理；IM）和态度（即焦虑、吸引力、公平性、可用性）结果，以及响应长度、响应结构，以及面试表现。结果表明，练习的效果可以忽略不计。然而，培训与公平感（尤其是一致性）和面试表现呈正相关。此外，中介分析表明，经过培训的受访者提供了更有条理、更长的回答，从而带来了更高的绩效。研究 2 提供了 156 名活跃求职者（高年级学生和 Prolific 用户）样本的复制。培训与更结构化的反应相关，并由此带来更高的绩效。预对比 子样本的训练后比较也显示出性能改进。讨论了未来研究的含义、局限性和方向。