Video interviewing a beneficial means of screening candidates
Advances in social, mobile and cloud technology have changed the recruiting landscape. In fact, the growth of these innovations has spurred high demand for video interviewing from hiring managers and recruiters alike.
Web-based video interviews aren't new, but more companies are using the practice to screen candidates for employment. Some employers will conduct screening interviews via video to determine a person's qualifications and get a brief review of their background. A live video interviewing platform from Jobma, for example, allows businesses to vet applicants from all over the world.
Dialoguing with prospective hires on screen is a means of evaluating a large number of interviewees efficiently. Video interviewing also allows for consistency in questioning, with queries tailored for specific jobs. Hiring managers can replay and rate these meetings online, allowing for comparison of multiple candidates.
Other benefits of video interviewing for employers include:
* No scheduling conflicts
* Reduced initial travel costs for first-round screens
* A broad range of opinions on an applicant from several people reviewing the screening
In addition, video interviewing gives employers a form of protection against legal action. As many employment-based lawsuits hinge on claims about what was said during an interview, a video record of that dialogue assures there are no disputes about the interaction. For instance, fraud claims regarding particular assurances made during the interview process can be challenged with proper video evidence.
The Equal Employment Opportunity Commission (EEOC), which enforces Title VII and other federal non-discrimination laws, doesn't endorse or discourage video interviews. Instead, the agency directs employers to review technical assistance guidelines regarding employee selection procedures.
However, companies should be aware of how videoconferencing may give them access to sensitive information - such as age, disability or nationality - that would normally be volunteered by a candidate through a paper application or telephone interview. Regardless, claims of discrimination can be avoided if hiring managers are properly trained on employee selection, whether it's through video conferencing or a more traditional method.
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