Within an organization, personnel recruitment is a critical activity in the human resources strategy. Job interviews are considered one of the most widely used recruitment methods; however, the evolution that this type of method has undergone over time, especially with the use of new technology, has drawn the attention of researchers in the field of human interface technology. One of the disadvantages of e-recruitment, as the new technological tools of the recruitment process are known, is the negative reactions that the use of technological tools generates in the interviewees.

Augmented reality (AR) has stood out for its use in the industrial and health fields thanks to the display of virtual information in the real world. If we think that the use of this tool could be massified to other work contexts, such as personnel selection, and on the other hand, we take into account the adverse responses that this technology could have on the interviewees, the study of these responses is then relevant. In order to know these responses, exploratory and experimental research has been conducted, grouping the participants in two contexts: one under conditions of interaction with AR technology and the other without such support.

The results of this research show the ability of participants to perceptually isolate a possibly new stimulus (the AR headset) and focus their attention on the interview questions. On the other hand, the importance of the quality of the sustained rapport between interviewer and interviewee is also evidenced as an element that eliminates the theoretical barrier that the use of an augmented reality device could mean.