Video Interviews and Personalized Hiring in the World of Automation

LinkedIn, for its 2018 Global Recruiting Trends report, surveyed 8,815 talent acquisition professionals and hiring managers about their recruitment activities, their recommendations and the prominent, effective trends they were seeing.  Four best-practice trends driving the future of recruiting dominated responses: diversity, data, artificial intelligence, and new interviewing tools such as video.

The study’s criteria boiled down to best new processes for driving productivity and thus boosting the bottom line. Prominent success factors were improved candidate experience, and faster, more accurate gauging of best candidates. Loud and clear was concern that automation of the recruitment process might negatively impact the personalization they considered crucial. For a whopping 78 percent of respondents, diversity was very or extremely important to their recruitment success.

The diversity Issue

While 88 percent of study respondents considered the traditional structured interview effective, the irony is that for a huge chunk of employers those “structured” interviews are …. well, … unstructured. Which, at their worst, results in a biased hiring decision, or at best, one that is poorly made due to unequal comparisons.

Face-to-face interviews are often conducted by harried front-line supervisors and department heads who often pride themselves on “seat-of-the-pants” informal conversations with candidates, and decisions based on intuition. The thought processes that then leak into, and even dominate, these decisions are fraught with bias: “I liked him from the get-go, since he and I both graduated from Cornell (confirmation bias).” Or, worse yet, “Good creds, I admit, but I couldn’t get past that long mane of red hair. Reminded me so much of my ex-wife (similarity bias).”

Is AI the answer?

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