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Description:
If you weren’t questioning the probability of video increasing discrimination, then maybe you are someone who has never faced discrimination. Maybe you are even someone who is subject to the old saying “Ignorance is bliss”. Video can expose characteristics that are high risk for discrimination, making hiring managers and candidates feel more apprehensive about video hiring processes.

Though this is completely understandable, it is important to highlight the fact that video hiring processes are safe. Even the EEOC, the governing body protecting candidates from discrimination, say there is nothing bad about video interviews due to the fact that there are many protection laws, such as Title VII, Title I of the Americans With Disabilities Act (ADA), and the Civil Rights Act of 1964.

On the other side of things, it is also a good tool for hiring managers. Unlike ATS systems, videos don’t discriminate. Discriminatory practices would have to come from the people collaborating on a hire. Therefore, using video hiring processes can actually help hiring managers steer clear of potential discrimination. By creating and publicizing a standardized rubric that highlights which job-related skills and qualifications make candidates stand out, hiring managers can limit the potential for discrimination accusations.

In fact, there are even more ways that video hiring processes actually make the hiring process more neutral for candidates.

Creates an Equal Experience For Each Candidate
Creating an equal experience for all candidates can be done by conducting structured interviews. Structured interviews are interviews that aim to have candidates respond to the same questions, and each question is presented in the same order. These same answers are then evaluated based on a pre-determined and standardized rubric that measures skills and qualifications.

How does this have the potential to reduce biases during the interview process? Structured interviews can viewed a little bit like discipline. For example, if you are trying to lose weight, you don’t wake up one morning, create a goal, and then do it on the fly. You sit down, create goals, and create a plan. That way, when you get off work in the evening, you can’t ask yourself what you feel like doing. You already have a plan for what you are supposed to do.

Structured interviews are a little like trying to lose weight. During interviews, you may want to go off script or you may ask a question that could cause you to build some sort of connection with the interviewee. All of this could increase the risk of unconscious bias; however, if you embrace the uniformity of structured interviews, then you won’t have to worry about unconscious bias seeping in because each candidate gets the same treatment.

This can be hard to do in person because, as humans, of course we get bored. The next best option is to do this with asynchronous video hiring. As a hiring manager, you make a video, then you send it out to your candidates. There is no back and forth conversation, which reduces the temptation to abruptly go off-script. It is possible that you may not have your final hiring decision from asynchronous video hiring, however, it does help you narrow down your choices in an efficient manner and without bias.

Invites A Higher Degree of Collaboration
Bias often originates when there is only one person making the hiring decision. Making a hiring decision involves a high degree of confidence. Hiring managers have to be almost overly confident to ensure they make their decision in a timely and efficient manner. While being overconfident helps make a timely decision, it can also cause bias. This is known as an overconfidence bias, and this can cause hiring managers to be closed off to ideas and suggestions that they are not familiar with. If there is a highly qualified candidate that does not fit into the hiring manager’s pre-determined framework, then they may not even be considered for the position.

To combat this, collaboration should be utilized, and each candidate should be judged by a diverse group of people. Collaboration is becoming more common through group interviews, but collaboration can also be utilized during video hiring processes. With video hiring processes, especially ones conducted on Introview, hiring managers can share and collaborate on videos. Collaboration and feedback during video hiring can also help reduce the possibility of the groupthink, which tends to be prevalent during group interviews.

Reinforces a Reliable Memory
It is scientifically proven that we break down memories and reconstruct them based on smaller memories and feelings.

Often hiring managers rely on extensive notetaking during interviews to help them recall things that were said or small events that happened. Though this is one way to help reconstruct memories, it doesn’t always fix gaps in memories. We have all taken notes at some point only to go back and wonder what prompted us to write that note.

With asynchronous video hiring, employers don’t have to worry about false memories or filling in memory gaps. Video gives employers the ability to reference statements or moments during the interview, instead of making decisions based on reconstructed memories or incomplete notes.

Interview More Candidates
With the traditional hiring process, one job description can garner hundreds of resumes and cover letters. However, less than 3% of applicants actually get invited to an interview. That leaves the 97% to experience a hiring process with very minimal human elements.

Hiring processes with very little human elements creates a situation where hiring managers have to make decisions based on a piece of paper, which can eliminate qualified candidates or cause them to waste time with unproductive interviews.

Because asynchronous video hiring helps save time and resources, it allows hiring managers to create one video, invite multiple applicants to it, and interview a larger and more diverse pool of candidates.

Conclusion
Though reducing the use of ATS systems and switching to video hiring helps reduce petty technological biases such as age, college education, or resume keywords, it is also thought to expose unconscious hiring biases. Workplace discrimination has become a huge issue, and sometimes it rears its ugly head during the recruitment and hiring process. Thankfully there are many ways that employers and candidates are protected during video hiring processes. Even more so, video hiring helps make the entire hiring process more neutral by mediating different situations that could facilitate unconcious bias.
Video transcript

The reducing the use of 80s systems and switching to video, hiring helps reduce Petty, technological biases. Such as age, college education or resume keywords. It is also thought to expose unconscious hiring biases. Well, this has the potential to be true. There are many ways in which a synchronous video hiring, is more neutral than other methods of higher creates an equal experience. For each candidate, having a structured interview plan, reduces the variability of different.Experiences and puts all candidates on a Level Playing Field. Invites a higher degree of collaboration eyes, often originates. When there's only one person, making the hiring decision. When collaboration is utilized. Each candidate is judged by a diverse group of people reinforces a reliable memory. It is scientifically proven that we break down memories and reconstruct them based on feelings and smaller memories with a synchronous video. Hiring employers have the videos to reference instead of making decisions based on reconstructed memories. To view more candidates because asynchronous video interviews, help save time and resources, it allows hiring managers to interview a larger and more diverse pool of candidates through these various elements using video within your hiring process is a Surefire way to improve the overall hiring experienced and Define a high quality candidate.