"Computers are useless. They can only give you answers"
Asynchronous Video Interviews (AVIs) are also known as on-demand interviews or digital interviews. AVIs involves an interviewing process in which job candidates and interviewers do not meet or speak in-person. Instead, interviewers use an online platform to create an interview, by uploading written or video-recorded interview questions for candidates. Candidates are then invited to log into the platform to view and respond to the questions on their own time. The candidate records themselves answering each question with their computer webcam or their smartphone camera.
The online platform then makes their videos available to the hiring manager or interviewer to watch and assess. In some cases, video responses can also be automatically rated/scored by a computer (powered by machine learning and artificial intelligence). To clarify, AVI is different from videoconferencing (e.g. Skype, Facetime), as the interviewers and job candidates complete their tasks at different times without direct communication.
AVIs have become very popular hiring tools. There are many providers of AVI technology on the market (e.g., HireVue, VidCruiter, SparkHire, Cute-e, YouSeeU, ConveyIQ, MontageTalent). And many large corporations have incorporated AVIs in their hiring process. However research on that topic is only emerging,
AVIs can take many forms and offer organizations (and job applicants) many choices. For instance, AVI platforms allow modifying the time candidates have to prepare their response before recording it, the maximum length of their response, whether they can re-record multiple responses to the same question, etc. Interview questions can be written or recordings of a manager asking them. And, applicants responses can be assessed either by a computer or by an actual manager.
All those features likely influence candidates' anxiety during the AVI, their use of impression management tactics, their performance, or their reactions toward the selection process. They might also influence the quality and veracity of information obtained by the organization, and thus the value (e.g., reliability, validity) of the AVI.
This what the research I conduct with Dr. Josh Bourdage and his team at the University of Calgary is about. This research (supported by a SSHRC Insight Grant #435-2021-1115) is ongoing via our own AVI platform. We have recently published a scientific article describing the key elements of AVI design (see here). See also our blog post on The Conversation Canada (here).
We are currently working on several AVI-focused studies and articles examining, for instance, how AVI design elements (e.g., preparation time and re-recording opportunities) influence interviewees' behaviors, the impact of media richness on interviewees' reactions or performance, how the background in AVIs can bias raters' judgments, or how we can train or prepare job applicants to perform better in AVIs.
Feel contact us if you want to know more about this research, or would like to practice with AVIs.