越來越多企業在甄選過程中使用搭載人工智慧(Artificial Intelligence, AI)的非同步錄影面試(Asynchronous Video Interview, AVI)。過去研究探討了AI面試如何影響技術、偏見和經濟後果。然而，當應徵者使用AVI加AI的平台進行錄影面試時，介面缺乏有形性一直是個問題，且過去未有研究探討應徵者在面對不同介面的AI面試時所產生的不同反應。
在求職面試中，應徵者會透過印象管理(Impression Management, IM)來展現最好的一面，包括誠實性和欺騙性印象管理。誠實的印象管理可能會增強甄選效度，而欺騙性印象管理則會損害甄選效度。過去的研究表明，即使是經驗豐富的面試官也無法正確識別候選人的印象管理行為。因此，求職面試中的印象管理問題已成為學術界和實務界的研究熱點，且由於錄影面試搭載AI的甄選方式在疫情催化下變得更加普及，本研究旨在探討AI面試的有形性對於應徵者印象管理的影響。
本研究運用兩種不同的AI面試介面，進行了 2 組（是否具備有形性）的實驗設計。研究中的有形性透過虛擬AI面試官來體現，一共有 70名正在尋找全職/兼職工作及培訓計畫的應徵者（N=67）參與本研究。研究結果表明，參與者在具備有形性的AI面試介面下會展現更多的自我行銷，而自我辯護、誇大不實、避重就輕等則沒有統計上的顯著差異，不過參與者的錄影面試經驗與勤勉審慎性對於其誠實性或欺騙性印象管理皆具有重要影響。

Nowadays, more and more companies are using Asynchronous Video interviews (AVI) equipped with Artificial Intelligence (AI) in the personnel selection process. However, lack of tangibility is always a concern when job applicants are required to interact with a void interface using AVI plus AI platform, and there is no academic study investigating how the job applicants respond to different behavior toward different interfaces of AI interviews with or without tangibility.
This study developed different AVI-AI interview interfaces and conducted a quasi-experimental design of 2 groups (interface with or without tangibility) groups. There are 67 participants (N = 67) who are looking for full-time/part-time jobs were solicited to participate in this experiment.
The results show that participants will show more self-promotion under the tangible AI interview interface, and there is no difference in honest defensive, image creation, and image protection. However, the participants' video interview experience and conscientiousness are important for both honesty and deceptive impression management.

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