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Study: Video interviewing bad for employers, candidates

July 29 2013

Job applicants interviewed through video conferencing come across as less likeable, according to a study from the DeGroote School of Business at McMaster University in Hamilton, Ontario, Canada.

According to the study, conducted by Greg Sears and Haiyan Zhang when they were PhD students at DeGroote, using video conferencing for job interviews disadvantages both employers and candidates.

In simulated job interviews, candidates who were interviewed by video-conferencing were rated lower by interviewers and were less likely to be recommended for hiring. Meanwhile, candidates also rated their interviewers as less attractive, personable, trustworthy and competent.

“Increasingly, video technology is being used in employment interviewing because companies feel it provides convenience and cost savings,” explains Sears, now an associate professor at the Sprott School of Business. “Despite their growing use, our study shows that video conference interviews are not equivalent to face-to-face interviews.”

The researchers recommend that video conferencing be used only for preliminary screening interviews. Final selection of candidates should be conducted through face-to-face interviews.

The study is published in the journal Management Decision. The research was funded by the Social Sciences & Humanities Research Council.


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Wowzer07/30/2013 03:12 pm

Video screening is obviously inexpensive and saves tons of time. I think it can be used for far more than just the prescreening. Did they not do a study on google hangouts and how effective they are? I also agree Michele, it is about the users experience!


Michele Ellner07/29/2013 03:50 pm

The key element to this study is exactly what Montage has been saying all along - using a video conferencing tool for video interviewing is nowhere near the same as using a video interviewing solution purpose-built for hiring. The key difference: the user's EXPERIENCE.

Andrew Karpie07/29/2013 02:25 pm

There was no link to the study, so hard to assess the title's assertion that VIs are bad for employers, candidates. That finding would require an assessment of whether superior or inferior hiring occurred, not simply whether people are regarded as less likeable in video medium. Is it possible that video interviewing results in better hiring by making it more objective, by eliminating "charisma halo effects," other biases. etc. ?

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