Amanda Hammond
More and more companies are using this technology to screen applicants. What do
you think the advantages are to organizations using this technology? What are the
disadvantages?
1. I believe that there are advantages to using video technology to interview
candidates. Company’s can broaden their range of candidates into different parts of
the country or even the world and use video technology to interview them, as
opposed to arranging expensive travel arrangements to interview in person. Though
video technology does have its advantages, there are also many disadvantages to
using this method. When interviewing candidates in person, you are able to assess
their body language more into depth and analyze their tendencies more than you
would be able to in a video interview. Also, the paused time between questions in a
video interview allows candidates to gather their thoughts and prepare their
responses longer than conventional interviews, making this an unfair advantage to
candidates who use video interviewing.
From a legal perspective do you think using this technology could pose any
problems (privacy, discrimination, etc.)?
2. From a legal perspective, video interviews could pose some issues. If a company
uses video technology for interviewing, they should insure strict privacy terms.
Candidates should feel comfortable knowing that only authorized personnel are
viewing their video interview and that their videos are not used for any other
