During my +20 years in recruitment, I’ve seen talent acquisition managers predominantly adopt the traditional application first method when it comes to hiring.

Whilst this is a common approach that may have worked well in the past, it uses several poor predictive indicators early on in the hiring process to predict who will be successful in the role.

Indicators from their application such as gaps in their employment history, job titles more meaningful to their last employer through to their choice of university.

In my experience, these implicit methods of prediction are fundamentally flawed and are laden with potential bias.

Using these low-level predictive criteria can unintentionally screen out candidates who would be a perfect fit given a chance to offer more context to the information in their application. Or they would be a great culture-add if trained in any slight skill deficit.

So how do you evolve from this method & use modern talent tech to your advantage?

Video interviewing platforms like Alcami Interactive allow you to achieve best practice predictive methods. Streamlining your recruitment screening process by bringing on-demand asynchronous video interviews upfront, will improve your time to hire and secure top candidates.

Using special features within the platform such as the ability to disguise voice, hide video and name as well as create an independent collaboration which hides each evaluator’s comments and scores is another way to take your recruitment processes to the next level.

This feature allows you to create a more inclusive and equitable experience, and foster a more diverse workforce.

Let’s further explore how you can take advantage of your video interviewing platform.

There are three simple steps to reorganise the workflow and reframe video interviewing first:

1. Define a robust Position Description to which you can objectively evaluate against. It’s critical to build this strong selection framework to qualify applicants. define the must-have criteria for the role, by detailing out the position’s OKRs (made famous by John Doerr’s book Measure What Matters and linking them to your organisations’ key imperatives.

2. Develop a sound question set. Formulate and develop 5-7 pre-recorded video questions. Showcase your culture and diversity by filming hiring managers, executives or other employees from the business to give an authentic and unique candidate experience.

Consider your questions carefully. They must have high job relevance and may reflect (or even be) those you would ask in live interviews. Some categories you could consider are: behavioural and competency-based questions or questions to determine if the candidate will add to the culture.

In the Alcami Interactive platform, you can also include written answers to assess a candidate’s written communication skills efficiently within the same process.

Video Interviewing platforms also offer the ability to preface video questions with a short video. Not only can this time be used to give candidates some insight into your organisation, utilise this time to demonstrate common workplace scenarios and then formulate a question that asks candidates how they would respond or manage the situation.
Research shows candidates are becoming fatigued with text-based questions. By giving candidates video questions, it creates a more objective and level playing field for the candidate who knows they are on equal footing with all other applicants.

3. You’re ready, now put it into practice
Placing the video interview at the beginning of your screening process is particularly effective in expediting and improving quality in volume hires and roles that have specific requirements.
I recommend paying attention to the experience of the candidate as much as the hiring process. Consider allowing reasonable adjustment to cater for, the needs of neurodiverse candidates and those with visible and non-visible disabilities.

Why Should I Change Our System?

At its core, placing the video interview at the beginning of the hiring process will help combat bias in selection and recruitment.

The less predictive a method, the higher the bias potential, and yet these are the predominant criteria that guide screening decisions in conventional practice. Implementing higher predictive methods earlier will allow screening decisions to be based on objective criteria to determine who is fundamentally the right person for the role.

If you need some guidance shaping the process for your hiring needs, get in touch with us at Alcami Interactive to request a personalised demo.