Why video screening will kill your D&I star

Right now video screening is the solution of choice for many, given the challenges of recruiting during the pandemic. Every day I’m asked about video solutions, and every week there seems to be a new video solution for hiring.

This isn’t people simply switching to Zoom, but rather embracing AI  video platforms where you are judged by algorithms. Often algorithms crawl these videos to identify top candidates. This is not great. In fact, it’s horrifying. Not all video interviews are bad, given the pandemic it’s often become a necessity as a default for face-to-face interviews in the final stages of a recruitment process. But when it comes to top-of-the-funnel screening with first interviews, video interviews lead to biased outcomes.

Put simply, image and video recognition is built to favour white faces. In the documentary Coded Bias an M.I.T. Media Lab researcher Joy Buolamwini found that the algorithm couldn’t detect her face–until she put on a white mask. There are hundreds of validated research findings which confirm this.

Video Screening

Video invites judgement. It adds stress to the candidate with added pressure around hair and makeup, picking the right fake backdrop (yes, there are hundreds of advice columns on this), and practising and rehearsing your answers until you nail the recording. It turns a simple interview into a small theatre production.

Not everyone is comfortable on video, most especially introverts, people with autism, and people who feel marginalised. These factors do not influence or speak to a person’s ability to do a job, but by using video as part of the interview process they are put at a deep disadvantage. What percentage of people are you excluding just by using video?

Chat is a better option. It solves the challenges of remote interviews while being inclusive.

Try it for yourself, we’ll send you real results. 


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