4 ms·
imho we are past the point where that's the main way people will use this tool, but we're not past the point where it's not happening anymore. And we are clearl
by kabuks 16y ago
imho we are past the point where that's the main way people will use this tool, but we're not past the point where it's not happening anymore. And we are clearly not past the point where people assume it will happen.
Job boards are broken, and this is a good step in the right direction, and I wish them the best.
I would caution though against not looking at the discrimination piece head on, and addressing it clearly.
The reality is, video interviews do make it much easier, and less costly to discriminate, and easier to hide it. People who have been targets of discrimination might be less hesitant to use them. This might skew the candidate base...etc.
I don't have any good ideas about how to address this, and I'm excited about these guys making a dent in how we hire, but I do not think you can take more than a few steps in this direction without directly addressing its possible (and probable) misuse.
- edanm 16y agoI also worried about this problem. But as Bruce Schneier often says, technology makes it easier for the bad guys to be bad; that doesn't mean the technology itself is bad.
- deleted 16y ago[deleted]
- lutorm 16y agoWell, if someone wants to discriminate, they can do so regardless. I think it's much more insidious how people unconsciously can disregard people based on first impression. It's sort of the case of "anchoring" -- if you form an initial impression, maybe just based on someone's clothes or mannerisms, it's likely to bias your final impression. (See lesswrong.com for many discussions about this.) Without the video, the first impression is more likely to be based on actual facts as opposed to personal judgment.