Discrimination and Video Interviewing/Screening.
I get asked in almost every other meeting I attend how Video Interview/Screening can affect discrimination in the hiring process. Rightly so, it’s a continuous issue and I am sure all businesses want to avoid it happening.
Under the Equality Act 2010 there are 9 protected characteristics on which people can be discriminated: age, disability, gender reassignment, marital status, pregnancy, race, religion, sex and sexual orientation.
We have probably all heard similar stories where a candidate has sent their CV for a job not to get an interview then change their name on their CV and get requested for an interview or other similar stories where discrimination has taken place.
So how does seeing a Video of a candidate before you interview them affect your decision making process?
Employers must not discriminate:
1) In the arrangements it makes for deciding to whom to offer employment
2) By the terms on which it offers candidate employment
3) Or by not offering employment to a candidate
How does Fidio alleviate the risk of an employer unintentionally discriminating against a candidate?
• It reduces the risk of an interviewer asking a subjective question about a candidate which is not relevant, as the interview questions via Fidio will be fixed and consistent for all applicants
• Flexibility and convenience – e.g. with a Face to face (F2F), a disabled person might complain that reasonable adjustments have not been made to enable them to safely attend; or a mother who is only offered a F2F during hours which she has childcare responsibilities
• Fidio therefore allows employers to assess candidates as if they were being interviewed F2F, but without the associated risks
• Equality and Human Rights Commission code of practice recommends standardised process during recruitment. I.e. if one candidate is interviewed via Fidio at a particular stage, then so should all the others – ensures the employer can make an objective assessment on the candidate’s ability to do the job
• Video interviews can help hiring managers spot things they might’ve missed in a face-to-face meeting. Because the video can be reviewed more than once by the hiring manager or recruiter, they may be able to pay more attention to details missed in an interview
What are the risks?
• Potentially sensitive information relating to a protected characteristic may be provided at an earlier stage in the recruitment process – i.e the age, disability or religion of an applicant may become more apparent at an earlier stage through Fidio.
• However this doesn’t mean that Fidio increases the risk of discrimination occurring, since the factors mentioned above would become apparent during a F2F anyway
• As always, it is essential for employers to remember that at all stages of the recruitment process, information relating to a protected characteristic must not be used to discriminate against a candidate.
• Whatever process an employer uses, it must be fair, consistent and result in the appointment of the best person for the job.
The most important thing to remember when it comes to video interviews is that technology is only a tool. It can be used for good or for ill, depending on how a human being wields it.
The challenge is ensuring consistency in the process — that’s what protects the organisation. If you have a video screening with one candidate at one stage, you have to have that same video screening with every candidate at that stage.
Technology can’t practice discrimination. Fidio doesn’t hold discriminatory opinions or beliefs. Only humans can discriminate, and therefore video interviews can become an important tool in your hiring toolbox without breaking any discrimination laws.
Video Interviews Don’t Discriminate, People Do!