Although it is almost always used in recruiting, CVs have a dramatic impact on fairness and are clearly vulnerable to inequality. A study has shown that applicants with a Turkish name have a 10% lower probability of being invited to an interview, than those with a German name with the same qualifications (Kaas & Manger, 2012).
However, when personal and performance-based information about the applicant is made available (eg. references), this discrimination disappears. Keep reading to find out how to enhance diversity in the recruiting process..
Greater fairness through new methods
How can fairness (and thus also diversity) be put into practice in recruiting, when conventional methods are so vulnerable to inequality? A study conducted by Humboldt University found that the new method of asynchronous video interviews (especially our interview suite) promotes fairness in selection. The study can be downloaded here..
“Can you actually stay objective when images are used?”
We often hear “Video interviews – well, they’re still images of our candidates. Images influence us more than ever. How can this be objective?” The fact is that the image is not in itself the problem. A video is problematic if it is not standardised. The study clearly shows that when evaluated on a standard scale, a distorted view does not occur. In a structured process, relevant information can be shown. This can counterbalance possible (even unconscious) bias.
Let’s take a closer look at the results:
Result # 1: Asynchronous video interviews promote diversity
HU Berlin found when testing the interview suite: reviews are not based on appearance or gender, but on the content of the answers, the objective performance.
Result # 2: Candidates with a migrant background are fairly evaluated
The study also shows: applicants with or without a migrant background are evaluated only on the basis of their objective performance. Discrimination against the migrant background does not occur. In other words, those with a migrant background have an equal opportunity.
What this means:
As they are clearly focusing on evaluating competencies, asynchronous video interviews lay the foundation for equal opportunities between different applicant groups.
Prof. Tuulia Ortner of the University of Salzburg says: “It has been shown that under standardised conditions, the quality of answers from applicants had the greatest influence on the evaluation of candidates – not gender or whether the person had a migrant background.”
The danger in reverse is of course that unequal treatment takes place when recruitment procedures are NOT standardised …!
The study “Ensuring Fairness & Diversity in Recruitment” can be downloaded here.
The study: 208 participants (average age: 32,87; 55% students, 20% employed in full- and part-time, and 25% retired / student / Other) evaluated different interview answers on video using competency scales. These interview answers were given by both female and male candidates with and without a migrant background. The study participants were not influenced by gender or migrant background of the candidates in their reviews. The video interviews made it possible to make objective and fair decisions.