We are often asked the questions “is video interviewing compliant?” or “Is it illegal to watch video of candidates?” and “What will our legal team think about video interviewing?” The answers to those respective questions are: yes, no, and they should be okay with it. To give you some more information, the EEOC wrote a letter in 2004 that explains as long as you make sure that your hiring process is non discriminatory, and focus on the job qualifications of all job seekers, it will remain that way regardless of the technology or information available by the technology.
Video interviewing can be used in between the resume review and the in-person interview, in conjunction with or in lieu of phone screens. Screening candidates via video will typically allow you to gain more information about candidates earlier on in the process. We recently had had a webinar featuring Jason Buss of TalentHQ, a recruiting and diversity leader explains that “regardless of what channel you use to interview candidates, discrimination can occur. It is thinking about how you can put forward the best practices so that no one, recruiting or hiring leader, is discriminating against a candidate. With video, it is easy to track and monitor all the screening activity and ensure that every candidate is treated and evaluated more fairly than some of the other traditional practices.”
Jason went on to explain the many benefits of using video interviewing, which can make your hiring process even more compliant.
- Ask the same questions – You are able to set up a job posting and ask all candidates the same questions in the same manner. This standardization ensures that all candidates are given the same opportunity to answer the same questions and are not subject to external factors during their interview screen.
- Standardize response time – You are able to set the candidate response time, ranging from 30 seconds – 2 minutes per question. Allowing candidates the same time to respond to questions, ensures that all candidates are treated fairly.
- Improve record keeping – Most video interviewing solutions will store all of your candidate video screens for over one year in compliance with OFCCP record keeping requirements. In addition, Take the Interview also will store all of your comments and rankings of candidates in a well organized and an easily accessible manner.
- Streamline evaluation process – Take the Interview’s assessment criteria allows you to customize and standardize the evaluation process. This allows you to compare candidates easily and fairly against a specific (and customizable) set of criteria.