The role of videos is increasing in the sphere of personnel selection. With them, it is now possible to assess skills in an observation based pre-selection process. For example, with asynchronous video interviews, candidate’s answers are recorded, and can then be evaluated using multiple assessor verification. Video interviewing is becoming more and more popular because it increases efficiency and improves the employer brand. High aptitude testing standards can also be achieved. If the videos are set up to be structured, with clear competency based criteria, and evaluated by multiple assessors, then these high quality requirements are easily achieved and implemented. The following study by viasto outlines these aptitude diagnostic strengths.
The focus of this study is on scientific insights into the use of asynchronous video interviews in personnel selection. For this, an independent design was developed, in order to maintain neutrality and avoid bias. Distortions resulting from aspects such as usability and aesthetics of the interview suite, as well as personal experience, were prevented by using the neutral design. The aim was to garner a better understanding of the method of asynchronous video interviews in personnel selection.
Background: Precision is always good
This study deals with the question of reliability in regards to the use of asynchronous video interviewing in personnel selection. Reliability is one of the quality criteria of psychometric methods and describes the accuracy with which a test measures the given phenomena. An accurate and reliable test, is one that can measure the phenomena or feature without measurement errors and maintain the same results over several measurements. Psychologists assume that measurement errors occur at each measurement. These errors can have different sources. It may be, that a candidate misunderstands the instructions, is distracted by a disturbance, or that the questions are targeted at the wrong audience. Also, mistakes in the evaluation of the results can also occur. The miscalculation of the results or using the wrong standards for the classifications of a test are examples. The accuracy, or the lack of mistakes in the measurement are also essential for the interpretation and usefulness of the test. Particularly in personnel selection, the reliability is significant: If my test assess, for example, the cognitive ability of a candidate, and it is so strongly contaminated by measurement errors that the resulting values have no relation to the actual cognitive ability of the candidate, then unnecessary costs and efforts have been spent in obtaining no valuable information. Let’s apply it to the theoretical concept of the use of video sequences in personnel selection.
When video interviews are used to test the suitability of candidates, the result is the rating received by a candidate from the evaluators. The precision is due to, and corresponds with, the agreement that comes to exist between the assessments of the evaluators. If the assessments given by the evaluators correlate, it is assumed that the method of asynchronous video interviews allows for accurate and unbiased assessment of the acquired skills. An important requirement for an accurate measurement is the objectivity of the method used. Objectivity is ensured when all applicants go through the exact same procedure and all assessments are carried out using the same set of rules. This objectivity is ensured through a highly structured procedure, for example, when using asynchronous video interviews. All applicants receive the same questions and are evaluated using the same observation-based criteria. Video interviews are therefore applied in a structured and objective procedure and can be expected to have a high reliability.
The question arises if this remains true for the practical application. In an ongoing study at the Research Department of viasto GmbH, a study examining the accuracy of the video interviews is currently being conducted with over 100 subjects. In this case, the accuracy, reliability and diagnostic quality of video interviews overall are being tested, not specifically viasto’s HR-Software.
Structure of the study: Evaluating candidates using video interviews
The participants of the study are asked to imagine and take on the role of a human resource recruitment consultant with decision making powers. The participant sees the vacancy for the position of a junior consultant and is faced with the task of checking the applications received for suitability. In the study, participants see two potential candidates, for whom a different selection of information is available. Candidate A’s CV can be seen, whereas for Candidate B there is a video interview. Based on this information, participants have to judge the suitability of the candidates for the position offered. The critical question for determining the reliability is: do the participant’s judgements of the candidates correlate or differ from each other? Not only the video interview judgments are checked for their accuracy, the CV judgements are similarly assessed in detail for accuracy. In addition, other factors, which may have an impact on the accuracy of ratings, are controlled.
The viasto GmbH study is now online. Everyone interested in HR diagnostic issues is very welcome to participate in the study! The results will be available early 2013. UPDATE: The survey concluded on 01/01/2013
