As technology transforms the way we conduct interviews, video interviewing has emerged as a powerful tool for recruiters and hiring managers worldwide. SquaREcruit’s innovative in-built video interviewing functionality has streamlined the hiring process, offering convenience and efficiency. However, along with its benefits, video interviewing brings challenges related to bias and inclusivity. 

In this blog, we will address potential biases that could arise during video interviews and explore strategies to promote diversity and inclusion, such as standardized questions and structured evaluation criteria.

Potential Biases in Video Interviews

• Appearance Bias: Video interviews allow interviewers to see candidates, potentially leading to appearance-based biases. Unconscious judgments based on candidates’ physical appearance or attire might influence the hiring decision, affecting diversity and inclusion efforts.
• Cultural Bias: Interviewers may unintentionally favor candidates whose cultural backgrounds align with their own, leading to cultural biases that could hinder diversity and overlook qualified candidates.
• Communication Style Bias: Interviewers might unconsciously prefer candidates with communication styles similar to their own, potentially disadvantaging those who communicate differently but possess valuable skills.
• Distractions and Environment Bias: Variations in candidates’ home environments during video interviews might influence perceptions and judgments, introducing distractions and biases in the evaluation process.

Promoting Diversity and Inclusion in Video Interviews

• Standardized Questions: Implementing a set of standardized interview questions helps ensure that all candidates are evaluated based on the same criteria. This approach minimizes the impact of biases arising from differences in questions and responses, leading to a more equitable assessment.
• Structured Evaluation Criteria: Establishing clear and objective evaluation criteria before conducting video interviews helps interviewers focus on relevant qualifications and skills rather than subjective factors. A structured approach minimizes the influence of personal biases and ensures fairness.
• Blind Interviewing: Consider adopting a blind interviewing process, where interviewers are provided with only the candidate’s qualifications and experience, without information about their name, gender, or any other identifying factors. This reduces the potential for unconscious biases related to personal characteristics.
• Diverse Interview Panels: Forming interview panels with diverse members can lead to a more inclusive hiring process. Different perspectives contribute to a broader evaluation of candidates, mitigating the impact of individual biases.
• Video Interview Training: Provide training to interviewers on recognizing and addressing bias during video interviews. This training should emphasize the importance of fair and inclusive evaluations.
• Assessing Skills over Background: Prioritize candidates’ skills and experiences relevant to the role over other factors like education or previous job titles. Focusing on qualifications aligns the evaluation with job requirements, promoting diversity and meritocracy.

Conclusion

Video interviewing has become a valuable asset in the recruitment process, offering convenience and efficiency. However, it is essential to be aware of potential biases that can arise during video interviews, as they may negatively impact diversity and inclusion efforts. By implementing strategies such as standardized questions, structured evaluation criteria, blind interviewing, and diverse interview panels, organizations can create a more inclusive and fair hiring process. SquaREcruit’s innovative in-built video interviewing functionality, with its ability to record interviews and streamline collaboration, complements these efforts. Embracing inclusive video interviewing practices, organizations can attract diverse talent and build a workforce that thrives on diverse perspectives, experiences, and ideas. Together, we can foster an inclusive environment where every candidate has an equal opportunity to succeed.