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Use of recorded video interviews for recruitment

Marc

Hello everyone,

I wondered how widespread the use of recorded (asynchronous) video interviews are for recruitment and what tools organisations are using?

We're considering introducing recorded interviews to support the shortlisting for final, face to face interviews. We've recently trialed one such tool which allowed us to prerecord a set of questions which candidates then gave answers to via their laptop, smartphone or tablet. Overall it worked well from a assessment perspective although the candidates were more mixed about the experience. We didn't use one of the newer services which utlise artifical intelligence to appraise candidates - I don't think we're ready to go down that route and I would need to see strong evidence supporting the AI's judgments validity and freedom from bias.

Do colleagues have any experiences that they would be willing to share? Happy to have receive recommendations - or caveats - as messages! Thank you.

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  • I love new technologies, but so far, have been rather resistant to this sort of approach. My initial concerns were around re-introducing the opportunity for bias which we try to reduce with anonymous application processes etc. You can do all the training in the world with recruiting managers but we are strongly wired for bias and I'd rather let a manager get invested in the content of someone's application early and meet a handful of good candidates with a view to appointing in person/Skype later.

    I might also consider whether this step in the selection is appropriate for all roles and consider what I might be losing from the process because of it. Not everyone is living life on Instagram, including the younger demographic, and not every role needs someone with the base level of confidence to create the video (I appreciate they don't need video creation tools to do this). I'm perfectly happy talking to people as individuals and in groups, but tend to get self-conscious if there is a camera lurking around. I could be perfectly suited to a role that requires confidence and personality but completely fail at the video selection.

    So yes, I might want to analyse what I'm trying to test in the candidates by using this technology, and is this the appropriate way of sifting for those skills.
  • in reply to Joanne O'Hagan
    Hi Joanne
    I absolutely agree with your points. I consider myself to be a well experienced and confident person but feel extremely self conscious in front of a camera. When we were asked to post a youtube video of an elevator pitch for the Level 5 CIPD L&D cohort, it was a nerve wracking experience for me. However I do faily well in face to face interviews. So I'm not sure if it will actually skew results and filter out potentially good candidates because of bad video interviews.
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  • in reply to Joanne O'Hagan
    Hi Joanne
    I absolutely agree with your points. I consider myself to be a well experienced and confident person but feel extremely self conscious in front of a camera. When we were asked to post a youtube video of an elevator pitch for the Level 5 CIPD L&D cohort, it was a nerve wracking experience for me. However I do faily well in face to face interviews. So I'm not sure if it will actually skew results and filter out potentially good candidates because of bad video interviews.
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