Job applicants who are interviewed via video conferences are generally evaluated worse than those who participate in face-to-face interviews. Video interviews can not only disadvantage candidates, but also employers. On camera, recruiters perceive the applicants as less attractive, trustworthy and capable than they may really be, and the same is true for the candidates' rating of recruiters. These are the findings of a study by Greg Sears and Haiyan Zhang, PhD students from Degroote School of Business at McMaster University in Hamilton, Canada.
Led by professor Willi Wiesner, a researcher in the field of human resources management, his students organized simulated job interviews. The results clearly showed that the participants in video interviews had a significantly lower chance of being hired. At the same time, recruiters were also seen by the candidates as less trustworthy.
"Video conferencing can adversely affect both the applicant reactions and interviewer judgments. Video conferencing places technological barriers between applicants and interviewers. Employers and applicants should work to reduce the barriers that arise through video conferencing and improve the interpersonal aspects of the interview process", said Willi Wiesner.
The study formulated the following ten principles for conducting video interviews:
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Organize the same type of interviews for all applicants. If you are organizing video interviews, you must use it with all applicants.
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Make sure that both you and the applicants have the best possible technical equipment and a reliable Internet connection.
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The camera should be placed close enough to the face that both the recruiter and the applicant should be able to clearly see each others face and their facial expressions.
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Place the camera as close to eye level as possible. When you speak, look into the camera.
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Video interviews demand greater expressiveness than face-to-face meetings. Practice more expressive facial gestures, a wider smile and use more vocal variety.
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Both parties should pretest and be comfortable working with the necessary hardware and software in advance.
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Recruiters should start interviews with small talk so that candidates can have time to become comfortable with the technology and feel relaxed.
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Try to add more personal elements to the selection process. You can, for example, involve your current employees.
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The recruiter should have a record-keeper to take notes of the interview. The recruiter can then look at the applicant and not have to look down all the time to write.
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Use video interviews only for initial screening. The final selection of employees should always come after a personal meeting.
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