Recently a friend applied for a job, and was sent a link to do a video interview. Except that it wasn’t with a person, random questions appeared on screen and their response was recorded. They didn’t get past this stage even though they would have been exceptional at the job. I was gobsmacked that this was even a thing, and assumed it was potentially a consequence of covid.
One-way video interviews
When I went looking I found a lot of companies have tried one-way video interviews as they are called, some like them, a lot have also stopped using them. A lot of them use algorithms to look for micro-expressions and emotions to determine whether someone should get a job. Amazon used a system with such algorithms to hire employees between 2014-2017, this was scrapped in 2018 when it was shown it constantly ranked female candidates lower than male candidates. Professor Wachter has written a paper looking at bias in AI which makes very interesting reading and looks at how this technology causes discrimination.
I’ve recently started looking at my options for when my internship finishes in May. Ideally I want a surgical residency, or a surgical internship. At the least to be in a position where I can develop my surgical skills from an experienced mentor.
My experiences
My first attempt here I recently went through the interview process with a company who were exceptional at keeping me informed, answering questions, and made it a pleasant experience. Even though I didn’t get it this time I would be happy to apply again.
I applied for a job last week, and on submitting my CV and covering letter was asked to record answers to questions by video on a one-way video interview. I was a little shocked by this. The application was for a veterinary role, no acting or dramatics required. I emailed back giving the days I was available for telephone interview which was accepted instead.
This was with a company that actively promotes their commitment to diversity and inclusion. Yet by screening by video they are able to screen candidates based on looks, gender, ethnicity or even accent. If the process used algorithms or AI, then it could also decide someone is not suitable before they even reach a real human being. There is currently a test case going through the course looking at right for human review under GDPR legislation. Can a company really defend the fact that someone was excluded from being considered for a job by a computer? Would those with knowledge of the algorithm be able to game the system?
I don’t want a job because of how I look or speak, or because I’ve been taught what the computer is looking for. I want a job because I am the best person for it. Because I would be good at it. And because it is the right job for me.
I am not alone, a study by the Ada Lovelace Institute found 76% of people surveyed were uncomfortable with one way video interviews being used in recruitment.
Importance of Interview
A new job is a big thing, especially when it requires relocating and off course I have questions to make sure it is a good fit for me. Being able to get answers to these quickly is important. It allows me to decide whether it would be a good fit for me before committing a large amount of time and effort. Not just in the interview process but in looking at the local area, accommodation options, and logistics of a move. It was taught in school that an interview is not a one way street, as an applicant you are also interviewing the company. Yet this ability is taken away here.
Bottom line, would I want to work for a company that has no time to speak to me?
