Technology-mediated interviews (TMIs), such as videoconferencing and asynchronous interviews, can help both companies and job applicants save time and money in the selection process. The social distance mandates and people’s concerns about the widespread coronavirus during the pandemic have accelerated TMIs’ adoption. While the global economy is getting out of the pandemic, TMIs will likely stay, especially during the initial screening stage, as more companies want to embrace the four-day work week and the remote work trends. Besides TMIs, more HR managers use job candidates’ LinkedIn profiles to access their qualifications and overall organization fit. It becomes prudent for hiring managers and job seekers to understand how job candidates’ TMI performance and LinkedIn profiles might jointly affect HR managers’ hiring decisions in the real world. The research Accordingly, I worked on a project with R.L. Fernando Garcia at SM Hotels and Conventions Corporation in the Philippines and
Many people were forced to work from home when the pandemic hit. After two years of remote work, people have discovered the benefits that remote work offers. People want the flexibility of where, how, when, and how much they work, but companies have begun demanding workers to work in the office. More people become anxious about their careers if they continue working from home. Where does the anxiety come from? Some companies have already required employees to resume in-person work five days a week; others still offer hybrid work schedules or fully remote work to employees. The anxiety arises when employees worry that their choice of remote work would hurt their careers. “If you want a job, stay remote all the time. If you want a career, engage with the rest of us in the office. … No judgment on which you pick, but don’t be surprised or disappointed by certain outcomes.” said a CEO of an investment banking company. Remote work might not offer people as much “ex