What happens to the candidate if we automate everything?
As LinkedIn pointed out, despite extensive automation of the hiring process, companies still need people to engage candidates and employees. Without the human side of HR, recruitment and retention would suffer considerably. Especially in hard-to-fill industries such as IT and healthcare, where unfilled jobs outnumber qualified candidates by millions, passive candidates must be the bulk of sourcing efforts.
According to a recent study by LinkedIn and the Lou Adler Group, active candidates represent 5 to 20 percent of the total talent market, while casual job seekers, known as Tiptoers, make up another 15 to 20 percent. The remaining 65 to 75 percent are passive candidates. These folks need personal engagement, persuasion and negotiation. They need the human touch, and tools that allow them to introduce themselves and showcase their skills around their current work schedule, and often at a distance. They need video interviewing.
One of the tools LinkedIn mentions in the study is the resurgence of video interviewing. In the world of automation video ads a personalized touch that the 1’s and 0’s behind many automation algorithms cannot.
Pre-recorded video interviews are being used to add efficiency and engagement to the candidate screening process.Offered early in the application process, these on-demand assessments are specially tailored to move from the traditional unstructured “structured” interviews, to ones that are truly structured – consistent, well-planned, well-documented, and equal from one candidate to the next. As contrasted with live video conversations between candidate and recruiter, the pre-recorded videos allow candidates to respond on-demand and remotely to a pre-determined set of interview questions at a time and place best suited to their schedule. Each candidate is presented with the same prepared set of questions, so that interview formats don’t deviate from one candidate to the next. Yet, each candidate can personalize the experience, to “tell their story” at their own pace, with plenty of opportunity to erase, regroup, and redo.
The responses are recorded, organized, and easily retrievable; recruiters can compare, contrast, and share with decision-making colleagues as often as needed. The documentation is as well a hedge against discrimination complaints.
Amy Rueda, director of strategic talent management for UCLA Development, dismisses the notion that video interviews generate bias in hiring.
“I think people who argue that this tool can be used to discriminate are the biggest hypocrites to walk the earth,” she told Workforce. “It is an argument that doesn’t hold water. If you are an organization that is inclined to discriminate, you are going to do it whether it is in a video interview or in person. If you are not an organization that is inclined to discriminate, you are going to be looking for attributes that are key to the placement.”
Although video interviews are on the rise they are by no means the holy grail. Some candidates and hiring teams still feel uneasy about trying something new. Be sure to think about your candidate population and whether or not this method of assessment is right for your position.
Finding qualified active and passive candidates requires time-effective sourcing tools powered by Big Data, Machine Learning and AI. Luring and assessing them must rely heavily on video interviewing and other virtual tools that bring humans together quickly, easily, and cost-effectively.