The honest truth about Video Interviewing, and Diversity & Inclusion

I’ve always loved video interviewing from the start, with its speed and ability to identify cultural fit early on, but I have always secretly wondered whether it hinders diversity…

Video interviews have rapidly become a staple in today’s recruitment processes, offering convenience and efficiency for both employers and candidates. However, beneath the surface, there lies a more intricate relationship between video interviewing and diversity that can’t be overlooked. 

Here, we delve into video interviewing and diversity, shedding light on its challenges and opportunities.

The evolution of video interviewing

Here in the US, video interviews have evolved as a crucial component of the hiring process. As technology advances, organizations are adopting video interviewing to streamline recruitment efforts and engage with candidates beyond geographic limitations. While this shift presents undeniable advantages, it's essential to consider if there are broader implications for diversity and inclusion.

The promise of diversity & inclusion

American employers have embraced video interviewing for its potential to make the recruitment process more accessible. With geographical constraints being less of a barrier, companies can reach a larger and more diverse pool of candidates. 

Working parents (or those returning to work without childcare already in place), college graduates, shift workers... these are just some of the candidates that could find it more difficult to interview during standard office hours. Video interviewing removes this barrier and provides a candidate pool with a wider variety of perspectives, experiences, and backgrounds.

Hidden biases: Does video interviewing discriminate?

However, the digital nature of video interviews can inadvertently introduce new biases. In the US, where diversity is a cornerstone of society, ensuring a fair assessment of candidates is paramount. Research has shown that factors such as a candidate's appearance, accent, or cultural background can still subconsciously influence hiring decisions. 

Traditional face-to-face interviewing can take up a lot of time. By the time a candidate has completed the first stage interview, they’ve probably spent many hours travelling. For candidates with disabilities that can be even tougher. Aside from being a potential deterrent to applying, these candidates may also be at a disadvantage in a face-to-face interview as there is a higher chance they are exhausted after travel.

Employers must be aware of these potential biases and actively work to mitigate them.

Addressing technological disparities

While the US is technologically advanced, not all regions and counties have equal access to high-speed internet and advanced devices. The use of video interviewing could inadvertently exclude people from underprivileged backgrounds or rural areas, hindering their chances of taking part in the recruitment process. Striking a balance between technological convenience and accessibility is essential to uphold the principles of diversity.

Tailoring the experience for diversity & inclusion

Adapting video interviews to promote diversity must go beyond the technology itself. Employers should consider implementing structured interview formats that focus on skills and competencies rather than personal characteristics. 

Additionally, offering flexibility in interview scheduling can accommodate candidates from different time zones, enhancing inclusivity.

Ensuring equal evaluation criteria

Companies must establish standardized evaluation criteria that focuses on job-related qualifications. 

Video interviewing analytics are an important part of ensuring that all candidates have had a fair and equal representation at each stage. Video recordings can ensure that every candidate is asked the same questions, and their video interviews can be viewed by multiple stakeholders, widening the feedback pool. Unconscious bias is a difficult cycle to break, and as much as video cannot stop a person having prejudiced views, it can certainly spot trends in the interview process much quicker and more accurately than traditional methods.

By minimizing subjective judgments and emphasizing skills, experience, and potential, employers can ensure a fair assessment of all candidates, fostering a level playing field for diverse talent.

Embracing a hybrid approach

Combining video interviews with in-person or live virtual interactions can provide a better understanding of candidates while keeping the benefits of remote engagement.

Video interviewing has become an indispensable tool for employers. By acknowledging and addressing potential biases, fostering inclusivity, and refining evaluation criteria, organizations can harness the power of video interviews while upholding the principles of diversity. As the US workforce continues to evolve, a thoughtful and balanced approach using video interviewing is crucial to creating a vibrant and inclusive job market open to all.

Interested in hiring for cultural add, diversity and inclusion? 

Want to know how CAST USA can use video interviewing to help your organisation? We can supply the supply chain talent you need using our BroadCAST video interviewing suite.

For more information get in touch here.