We assume that you would not like your decision to be biased, right? In this case you should think about other solutions. We do not state, however, that you should replace<\/em> CV-screening with something else, but consider supplementary methods which give a more complete picture of your candidates than a CV could ever provide.<\/p>\n Video screening could be a way to avoid bias. As a matter of fact, research found that candidate ratings based on video sequences remained unbiased regarding the candidate\u2019s attractiveness (viasto 2012).<\/p>\n Using pre-recorded video interviews<\/a><\/strong> you will be able to make objective decisions. Through short video sequences, where all candidates answer the same job-related questions, you obtain an objective overview of your candidates\u2019 skills and abilities. Reviewers – whether it be recruiters and\/or hiring managers – are capable of easily distinguishing between different competencies. Competencies like \u201cteam spirit\u201d, \u201canalytical thinking\u201d, \u201cfluency in a foreign language\u201d, \u201ccustomer-orientation\u201d or \u201cperformance-orientation\u201d can be directly and unambiguously observed in the video interview.<\/p>\n Based on your and your hiring managers\u2019 evaluation of each candidate, you can see which candidates are the most promising ones and invite them to a personal interview.<\/p>\n What is unique about pre-recorded interviewing is that the recording of the interview by the applicant and its assessment by the recruiter occur independently. Both the company and the candidates are time and location independent of one another, meaning maximum flexibility for all involved.<\/em><\/p>\n We think those study findings are a good reason to seriously consider video interviewing for your candidate pre-selection. So, what you could do is to invite all those candidates who passed resume screening to a pre-recorded video interview – and decide afterwards which candidates invite to an in-person interview!<\/p>\n If you\u2019re still not convinced, have a look at how Bertelsmann<\/a><\/strong> or Telekom<\/a><\/strong> are using video technology for their recruitment and let us know what you think!<\/p>\n","protected":false},"excerpt":{"rendered":" In order to meet today\u2019s work requirements, employees need the right set of competencies, skills, and knowledge. Hence, it has become a crucial factor for companies to identify and select the right candidates from the very first stage of the selection process. The pool of suitable specialists is not as big as it used to […]<\/p>\n","protected":false},"author":10,"featured_media":7391,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"yoast_head":"\n![\"Reliability](\"http:\/\/www.viasto.com\/en\/files\/2014\/12\/Reliability-in-PErsonnel-Selection.png\")
<\/a><\/p>\nVideo interviewing is focused on competencies<\/h5>\n
Conclusion: Combine resume screening and video interview<\/h5>\n