Another great guest post from Adam Gretton, newly appointed Diversity and Inclusion Champion at Sonru:
Josh Bersin has just published an interesting analysis of their two-year research study (Bersin by Deloitte 2015 High-Impact Talent Management research), that explains why Diversity & Inclusion should be at the top of your list of New Year’s Resolutions.
Not just because it’s the right thing to do, but also because that’s what the most successful companies are doing and it’s making them more profitable. As well as their own report, Bersin cites compelling evidence from McKinsey, Catalyst and Deloitte.
So what does this have to do with video interviewing? Well, please allow me to quote from Josh’s article:
“Here is an anecdote to consider. I recently had dinner with a woman who was an executive at Apple Inc. in the 1980s. She shared with me that at that time Apple was filled with people of all ages and varying backgrounds: engineers, artists, designers, and even musicians. Many of them did not have college degrees but they were all passionate professionals committed to Apple’s success. (These were the days when Apple was out-innovating IBM, Microsoft, and almost every other computer manufacturer.) She lamented that today, driven by a new breed of hiring practices, companies focus almost entirely on college degree, GPA, and pedigree – and she believes this has created many of the diversity challenges we have in Silicon Valley.”
These examples help us realize that we must think about diversity and inclusion in a holistic way. Rather than just hiring more women engineers, how about expanding your whole recruiting philosophy to include other disciplines with a broad set of experiences – for example, creative professionals? Rather than only looking for bright Millennials, how about hiring some veterans or older professionals who are highly skilled? Remember, there is far more to Diversity than simply education and gender.
So what does this have to do with video interviewing you ask again, this time in bold for effect?
Employers are bombarded with applications, and whilst this has decreased since the dark days after the crash, the sheer volume of applications continues to be a real problem. So it’s not surprising employers are putting in minimum requirements such as 2:1 degree, as it allows them to reject vast swathes of applicants and only take forward those with the highest academic scores, and most relevant work experience. Makes sense right? Well yes, although these same employers will often talk of unfilled vacancies, low diversity and skills shortages. However, a ‘paper’ application only tells part of the story – it gives us only the quantitative picture.
What if you were to widen the pool, rely less on the usual filters and assess candidates on camera instead? The technology allows you to process large numbers of candidates with the minimum of fuss, so perhaps you don’t need to reject so many up front.
You can then assess for passion, mindset, cultural fit, etc. What would you prefer – someone who has the highest academic standards or someone with the right attitude?
Is it time to consider another way?
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