Business model

3 things to consider before pivoting your business model!

It’s hard enough for job seekers, but now some companies are asking candidates for one-way video interviews. This is problematic on several levels. Unless the job is specifically to “make TikTok or Reels videos of yourself,” HR departments shouldn’t ask candidates this. Even though it is the precise job description, a portfolio would suffice to show that a candidate can do the required job well. This format is also ripe for discrimination, as the recruiter can make assumptions and decisions due to their implicit bias a disembodied video than for a flesh-and-blood interviewee.

For starters, job hunting and interviews are both stressful activities for most people. Especially post-pandemic, when applicants are more likely than ever to have already been unemployed or underemployed for too long, the pressure people feel to find jobs is intense. Interviews make most people nervous at first. Being in front of the camera makes a lot of people even more nervous. One-sided video interviews are not unlike public speaking, something about 75% of people have a phobia of public speaking to some degree, according to various publications. Add to that the discomfort many people have at seeing themselves filmed, and the one-sided interviews seem not only rude, but also cruel.

One of the benefits of one-to-one interviews, whether by phone call, Zoom, or in person, is that the interviewer and candidate have the opportunity to interact in a more authentic and conversational way. This can help put the candidate at ease, or at least give them the opportunity to ask the HR recruiter questions about the position and the company. It also gives the interviewer a better idea of ​​the candidate and how they would fit into a corporate culture or team. There is an exchange of energy for better or for worse. Face-to-face or in-person interviews show candidates that you value their time as well as yours. One-way video interviews are one-sided, indicating that only the recruiter’s time is valuable or worth valuing.

Many job applicants have probably already applied for several positions. Updating and submitting a resume and portfolio, filling out an online application form and possibly writing a cover letter should be enough to convey a candidate’s qualifications for go for an interview. Many of these documents are lost in the ether, as many recruiters and HR teams do not respond to all applicants. One-sided video interviews seem impersonal at best. As with CVs and applications, there is also the possibility that no one looks at it, no one responds. How to crush the soul. To add insult to injury, the process for these seems wildly inconsistent from company to company, with some telling applicants to do it for as long as possible. Other companies offer automatic, pop-up questions at regular intervals, either shortening the candidate’s previous answer or giving them a timeout waiting for the next question. Atrocious – surely not a chance to shine.

The thought of someone going through a process that could be so exhausting for them personally only to hear crickets in response is just plain depressing. A real living human might not even see them, because if an HR recruiter doesn’t have time to schedule at least one phone review, they probably won’t take the time to look at all the back and forth. video interviews they receive. It shows so little regard for the candidate that it reflects poorly on the company and tells candidates how the company is likely to treat its employees.

If Reddit r/recruitinghell and members of the Austin Digital Jobs Facebook group are to be believed, a lot of candidates won’t mind these awkward and dehumanizing one-sided video interviews anyway. In a popular Reddit post, hundreds of commenters agreed with u/tron_mexico25’s post saying he turned down a request to do one of them. The Reddit post concludes: “If you would like applicants to pursue your open roles, I would humbly suggest that someone reach out with a more personal touch instead of asking applicants to speak on camera with no opportunity for meaningful interaction. .”

HR recruiters and candidates at Austin Digital Jobs responded to the posting of a CareerPlug article, written by their HR director, Natalie Morgan, that they should be avoided and are “harming the candidate experience.”

Members of ADJ strongly agreed with Morgan that these one-sided videos were disrespectful, “crude”, “terrible”, “indefensibly stupid” and a waste of time. ADJ member Annette Priest sums up the whole vibe perfectly, when they say, “Yuck. You are almost never treated as well when you work for a company as when you are interviewing. Treat this as a red flag and run away! I completely agree. Candidates, you should not submit to these. Recruiters, be better.