How Digital Interviews Help You Avoid Discriminatory Hiring

Many of our clients have various specific recruiting needs including having affirmative action policies. We have many government and education clients having to follow strict EEOC and OFCCP guidelines and have catered our digital interviews platform to help them easily interview within their guidelines.  Digital interviews create a structured process that works within those guidelines and in fact, construct a better screening and interviewing process than the traditional phone screen.

How Digital Interviews Help You Avoid Discriminatory Hiring

To avoid claims of favoritism or any other inappropriate –isms, interviews must be unbiased. And, of course, the best way to demonstrate a lack of bias is to ensure every candidate is presented with the same interviewing process and asked the exact same interviewing questions. Digital interviews can provide that kind of structure seamlessly and painlessly, thus minimizing the risk of an interview going astray.

When recruiters screen a candidate, very often answers can lead to different and new questions. While follow up questions are great because the create a naturally flowing interview, the digression can sometimes unintentionally show bias or some other inappropriate behavior because it happens in the moment. And while there may have been no intent to have done so, an unhappy candidate who was not given the opportunity in his or her interview to discuss a subject matter because it didn’t come up can create all kinds of difficulties.

Many employers adhere to strict regulatory hiring policies including concepts of affirmative action, equal employment opportunities, and federally (or state) mandated non-discrimination practices. Using digital interviews where the questions can be discussed, defined, and agreed-upon in advance among the HR team can then lead to a more structured and overall more evenly-balanced recruiting practice.

While creating the questions can be the most difficult part of the process, once they are determined, they are then asked of each candidate the same way and each candidate is given the same opportunity to answer those questions without regard to any personal or individual bias. Instead of candidates being judged by what questions seem appropriate in the interview, they are then judged solely by their answers against others who are being asked the same questions.

Digital interviews provide all of our clients a non-biased structure and support system for the hiring process and makes sure that the clients who follow strict Affirmative Action guidelines can do so easily without having to create a more timely hiring process. If the new year has brought your team specific Affirmative Action guidelines that you would like streamlined, click here to schedule a time to talk with a RIVS account executive who works with our education and government clients.