When Employers or Recruiters shortlist applications, they can sometimes be unintentionally biased or unfair. Assumptions made when reading someone’s CV can often be the cause of this. The problem is we can all be unintentionally biased, especially when hiring as it’s a part of human nature.
The less information we have to make decisions, the more of these judgements we’re likely to make. Bias views happen subconsciously most of the time. We’re designed to respond to trends and can be affected by almost anything. This is how ‘stereotypes’ that you find in society are created. Many surveys done say that job seekers consider hiring processes biased for this exact reason. I’ve heard “They said I was over-qualified but they don’t know my situation” too many times.
Video recruitment used properly gives more information and is more transparent. It helps de-bias the opinions made when looking at the paper version of a candidate. It’s also a great way of reminding yourself of candidate’s responses. Video interviews can be replayed to multiple staff members giving you time to analyse along with as many professional opinions as you need. Integrating the team in the process will decrease the chance of any turbulent new hires.
Modern interviews can be unstructured, making candidates more likely to be subject to an unfair process. Candidates can use our automated video application, where they’re asked the same questions in the same order, in the same environment. This creates an equal and accurate experience for everyone. You’re still going to meet these people too. It just gives you more information to decide on who to meet.
We can use algorithms to assess human qualities bypassing assumptions we all fall victim to. The outcome is predicting the right person for each specific position in the business.
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We are all capable of being unconsciously biased in all areas of life. We make this mistake less often with more information we have though. Using technology can provide a more accurate and fair judgment as well as a better experience for candidates – are your hiring practices up to date?