Does video interview = Discrimination?


Video interviewing has been around a long time, probably longer than most people think and the debate about whether it will ever take off still rages. There is some noise around its increasing popularity and certainly many people are talking about it replacing phone screening in order to narrow down the pool of candidates. Many say that there could be benefits of video interviewing, including the reduction in time to hire.

According to both experts and users, video interviews mean less time coordinating people’s schedules, reduced candidate travel cost and the ability for hiring managers to review pre-recorded applicant responses at their convenience.

However, some companies are afraid to try out video interviewing due to discrimination concerns. So does video interviews and discrimination go hand-in-hand. According to the Equal Employment Opportunity Commission (EEOC), video interviewing is 100% compliant with all regulations: “Employers and recruiters [should] continue to structure their recruitment and selection processes to be nondiscriminatory and to consistently focus on the job qualifications of all job seekers, regardless of technology or of the information available by virtue of that technology.”

Incorporating video interviewing in hiring can actually safeguard employers against discrimination claims by bringing more consistency to the process. Video interviewing is just a component of the overall hiring process and no fewer than 80% of companies employing more than 10,000 staff have either used or are using it.

Video interviewing gives all candidates the same chance at being hired for a job. Here’s why:

  • The use of video interviewing provides both an oral and visual record of the interview (which can later help prove that no discrimination has taken place).
  • It provides exactly the same structure, content and experience for all candidates.
  • It reduces subjectivity as multiple parties can review exactly the same interview. This eliminates the risk of errors in communicating responses and subjectivity in interpreting what was said.
  • It can capture interviewer notes allowing for comparison of comments recorded, versus what was said by the interviewee.
  • It can enhance transparency for candidates by enabling them to view the video interview as well.

Video interviewing does appear to be gaining in popularity, and could soon become the mainstay in the process of recruitment. This will allow employers to hire candidates sooner than later, and at a much lesser cost than they would have to incur when conducting regular interviews. If the hiring practice at a company involves discriminating, stereotyping, and basing decisions on the physical appearance of a person, that is a flaw of the individuals involved and not the usage of video interviewing itself. Video interviewing can be a powerful tool for finding great candidates, but technology doesn’t have opinions and it does not make decisions.This is why online video is only as good as the people using it.



[…] Many say that there could be benefits of video interviewing, including the reduction in time to hire. (Does video interview = Discrimination?: Video interviewing has been around a long time, probably longer than m…  […]

[…] applicants in the survey are less concerned than other factors about discrimination, which is a hot-button issue in the video interviewing world. However, this could be because the sample is relatively young: […]

Post a comment