Dec 13 2007
Are video interviews discriminatory?
In a word, no.
There’s been some online discussion that agrees with this. What video interviews do is increase a candidate’s chances of moving on to the face-to-face interview.
Because Interview On Demand’s video interviews are so inexpensive, fast, and easy to fit into everyone’s schedule, hiring managers can choose to see many more people than with traditional methods. Everyone has to answer the exact same questions, within the exact same amount of time. It ensures fairness.
It gives a larger number of candidates time to shine, allowing them to expand on their resumes and demonstrate how well they handle stressful situations (like talking to a camera) and how good their presentation skills are–exactly what would happen in a face-to-face interview.
INTERVIEW on DEMAND - removing the barriers between TOP CANDIDATES and the COMPANIES that seek them.
Hiring managers - make faster, better hires while reducing costs.
Recruiters - make more placements with more companies, faster.
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[...] Video interviews standardize the process. Employers know what they’re getting because they asked the questions. Each candidate receives the same questions and the same time to answer them, (which also means employers will know how much time it will take to review them). Combining that setup with the fact that the candidates were chosen for interview through a traditional written resume, eliminates any potential charges of discrimination. [...]