Companies with a diverse workforce perform better. What does diversity mean, actually? For personnel selection, it means equal opportunities for all candidates, fair and equal treatment, and selection based on objective criteria. All applicants should have the same chance to succeed.
For quite some time now, diversity has been regarded as a competitive advantage for organisations. A study conducted by McKinsey (2009) showed a relationship between gender diversity and the organisation’s financial performance. Organisations whose top employees are at least 30% women have a 53% better EBIT margin.
However, studies still prove that traditional selection methods often prevent diversity in recruiting, especially CV-screening and unstructured selection interviews. Such methods have been proven to be prone to bias in making selection decisions. This is how talented applicants are unfairly rejected. Can you really risk to wrongly reject those talents?
Humboldt University of Berlin did groundbreaking research and discovered that pre-recorded video interviewing, a new selection method, supports fairness and, therefore, diversity in selection decisions. Discover what pre-recorded video interviewing actually is.
The key questions were:
- Does pre-recorded video interviewing ensure a gender neutral and objective evaluation of each candidate?
- Does pre-recorded video interviewing allow for an objective evaluation, regardless of a candidate’s ethnic background?
Key findings: Selection process is absolutely fair
1. When using pre-recorded video interviews, more precisely viasto’s interview suite, for recruiting, judgements are not based on the physical appearance or gender of the candidate but on the content of their answers.
2. A migrant background does not sway the decision. With regard to the candidate’s background, pre-recorded video interviews with the interview suite ensure fair and equal opportunities. They prove to be more fair than traditional selection methods like CV screening.
Why is that?
Because all evaluations are based on objective, performance-related observations. The video answers provide insights into a candidate’s job-related competencies in a structured format. These pieces of information form an important defence against possible – often unconscious – prejudices.
Your candidates will appreciate this!