According to a recent survey[1], six in 10 companies already conduct video interviews. There is no reason to expect this figure to decrease in the future. Benefits of using video technology for employment interviews are obvious: recruiters save travelling expenses and enhance productivity by interviewing more candidates in less time.
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Everyone would agree that talking to a person face-to-face is different from talking to someone via Skype or any other videoconference application. Everybody would also agree that it is not the same to judge someone based on a recorded video sequence compared to the judgements we make when somebody is sitting in front of us.
Coming back to the interview, keeping a formal conversation on track requires attention, awareness and self-control, which are limited resources. Social psychologists call this ego depletion[5]. This depletion can result in a decrease of concentration. Research shows that the degree of ego depletion in face-to-face interviews is higher than in pre-recorded video interviews because you have to deal with many situational factors. As a result, you will be less able to focus on relevant information. As we said, human cognitive resources are quite limited. Reducing cognitive load helps to focus on the essentials. Video can help reduce this cognitive load.
Cheating is a big issue when it comes to the employment interview. The motivation for candidates to make a slightly better impression is understandable. Two popular tactics are to portray things as better than they actually are and to ingratiate with the recruiters. Unfortunately, there is not much research on cheating in face-to-face situations compared to cheating in video interviews. Some evidence suggests that candidates are less motivated to cheat when technology is between them and the recruiter. The reason is that social presence and direct eye-connection create social pressure.
Adverse impact refers to employment practices that seem to be neutral but actually have a discriminatory effect on a protected group. So, when using video interviews in pre-selection, is there a risk of adverse impact? Are video interviews discriminatory?
Communication via video or any other intermediating technology can reduce the power to guide a conversation in the way we want to. Bad connection like low bandwidth or missing non-verbal cues can also lead to misunderstandings, because we are not able to immediately correct obvious misinterpretations. Some misinterpretation might be banal, others might have important consequences. Therefore, you should definitely ensure a face-to-face conversation takes place when it comes to crucial situations like negotiating the salary or telling an internal applicant that he will not get the promotion .
When the focus in pre-selection lies on checking basic requirements, the usage of video technology can bring additional benefits in forcing recruiters to focus on the competency criteria they defined, and enhance the decision quality for later stages.
To conclude, we return to our starting point; we have seen that our judgements are influenced by the kind of communication that we are choosing: video technology makes us judge people differently than face-to-face communication. So you must be smart when using video-technology and match it to the purpose.
Conducting interviews via video technology is more task-focused. If the objective of an interview is to get a first impression on basic qualification criteria, it will be the right choice to save some time and money. For pre-selection purposes, it will even help to focus more on required knowledge, skills, and other abilities.
If competency dimensions are well defined, pre-recorded video interviews can help focus on the essentials in reducing mental load. If the focus lies on more relationship-based objectives like critical decisions and negotiations, you should go for the face-to-face interview. The level of structure is crucial for avoiding hidden costs.
[3] Van Iddekinge, C. H., Raymark, P. H., Roth, P. L., & Payne, H. S. (2006). Comparing the psychometric characteristics of ratings of face-to-face and videotaped structured interviews. International Journal of Selection and Assessment, 14(4), 347 - 359.
[4] Van Iddekinge, C. H., Raymark, P. H., Roth, P. L., & Payne, H. S. (2006). Comparing the psychometric characteristics of ratings of face-to-face and videotaped structured interviews. International Journal of Selection and Assessment, 14(4), 347 - 359.
Design: This randomised controlled simulation trial was performed from July to August 2018. Laypersons were randomly assigned to video-assisted (V-CPR), telephone-assisted (T-CPR) or control (unassisted CPR) groups. Participants were instructed to perform first aid on a mannequin during a simulated cardiac arrest.
Intervention: The participants received a smartphone to call emergency services, with Emergency Eye video-call in V-CPR group, and normal telephone functionality in the other groups. T-CPR and V-CPR groups received standardised CPR assistance via phone.
In "Part I", the Jeanny character is portrayed by 15-year-old Theresa Guggenberger, a student from the dance school associated with the Theater an der Wien. She was selected from those taking part in a formal job casting prior to the video shoot. Despite the public outcry, she never felt uneasy about her appearance and reprised the role in "Part II".[35] The video for "Part I" contains a number of references to crime scenes both real and fictional. The "news break" portion refers obliquely to Jack Unterweger who was still in jail at the time. The "F" on Falco's trenchcoat in the video refers to the 1931 German film M by Fritz Lang in which a blind man marks the murderer with a chalk sign in the same way. The location in the underground canal is the same as in the 1949 film The Third Man. The main location in the video for "Part I" is the Opernpassage in Vienna. The main location in the video for "Part II" is the Gasometer in Vienna.
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