How can the objectivity of video interviews be assured?
In personnel selection and personnel marketing, more and more companies are relying on time-shifted video interviews. These make possible to examine authority in the resume analysis based on observation. In the context of a time-shifted video interview, candidates are viewed and their applications subsequently evaluated. Companies particularly appreciate the efficiency and the precision of the personnel selection procedure. However, what about the objectivity of video interviews?
The two most common forms of video-based interviews are live interviews and time-shifted video interviews. In the latter, candidates and recruiting act completely independently of each other. The candidate records his answers to previously defined questions from the recruiters. The video is then forwarded to the responsible persons in the company.
Structured video interviews provide objectivity and comparability
The structure, consistency and requirement relevance of the questions for the position to be filled are particularly important for ensuring the efficiency of the video interview. Structured video interviews guarantee valid predictions about the abilities of candidates and a strong comparability of different applicants. Here in particular, time-delayed video interviews ensure a high degree of objectivity in personnel selection, as answers and other criteria of the applicants are evaluated independently of each other.
Also controversies with the General Equal Treatment Act (AGG) do not have to be afraid of human resources managers in interviews with a linear structure: The candidate’s image is not the focus of attention due to the requirement reference of the questions and the standardized evaluation method.
Human Resources Marketing – Candidate Experience
In times of a lack of applicants, the focus is on the so-called Candidate Experiene . Here studies show that with time-shifted video interviews a positive influence on the company and its recruiting process can be achieved. For the building of trust between company and applicant a personal meeting is at least in the beginning not of greater importance. According to a recent survey, the decisive factors for candidates are result-orientation, transparency the application process and communication at eye level.
Technical criteria are also of great importance for companies. Whether the virtual interview of the interview leaves a positive impression on the applicants depends above all on the user-friendliness of the software used and the obvious benefit for the applicant. Ideally, this and the rest of the selection process should be communicated in advance in a transparent manner.
Good arguments here are, for example, time and local flexibility, the possibility of presenting oneself to the company as an interesting candidate beyond the application file and, of course, the high comparability of the structured interviews and thus the accuracy of the personnel selection.
Other important factors can be a professional corporate image and the insertion of a corresponding corporate identity in the interviews (e.g. by company logo, welcome video or an in-depth job description). With time-shifted video-based interviews the application becomes again an exciting topic particularly for the generation Y in addition, for personnel with the resume analysis. Which ultimately goes hand in hand with an objective evaluation of the video interview.
Although there are some reservations about the objectivity of video interviews, in practice it is shown that with a structured process and procedure of the interview there are no reservations at all. Rather, video-based interviews can optimally complement the recruiting process and offer all participants the opportunity to save time and money.