According to a recent survey, over 60 percent of HR managers interviewed said their company conducts employment interviews through video often, up from 14 percent last year. Could video one day replace face-to-face interviews?
Probably not, at least not in the near future. While 13 percent of respondents think their organization will use video more frequently to meet with applicants in the next 3 years, 85 percent anticipate the number of video interviews to remain the same.
HR managers were asked, “How often, if at all, does your company conduct job interviews using video technology?
Here are the responses:
Very often—53%
Somewhat often—10%
Not very often—12%
Never—25%
HR managers also were asked, “Do you think your company will conduct more or fewer job interviews via video in the next 3 years?”
Here are the responses:
Significantly more—1%
Somewhat more—12%
No change—85%
Somewhat fewer—2%
Significantly fewer—0%
The survey was developed by OfficeTeam, was conducted by an independent research firm, and is based on telephone interviews with more than 500 HR managers at U.S. companies with 20 or more employees.
There are some sources that state it is illegal to photograph an applicant during an interview or at any time before hiring.
In general, it is also illegal to ask an applicant to include a photograph with a job application. Several laws prevent employers from doing this. These include the Civil Rights Act of 1964 (Title VII), Age Discrimination in Employment Act of 1967 and the Civil Service Reform Act of 1978. The Americans With Disabilities Act of 1990 (Title I and V) also makes requesting a photograph illegal in most cases.
Rationale
The Civil Rights Act, ADEA, CSRA and ADA regulations prevent various forms of discrimination in hiring and employment based on factors such as sex, age, disability, race or color. If an employer asks you for a photograph, the employer can make assumptions about those factors based on what they see. Current regulations attempt to prevent the employer from using those assumptions in hiring and employment decisions.
This would seem to preclude any video of applicants as well.