Webinar Presentation

Speaker: Josh Tolan

Topic: Videos Don’t Discriminate- The Compliance Question

Date: July 10th, 2012

Time: 2 pm EST / 11 am PST

Presented by

Videos Don’t Discriminate

As a hiring manager, employer or recruiter the discrimination question is part of your everyday hiring efforts. You want to make sure that you hire the top talent while staying diverse and compliant with regulations. Online video is a great way to source new talent. But is it compliant?

Introduction

The Elephant in the Room

According to the Equal Employment Opportunity Commission (EEOC) using video in your hiring process is completely compliant! This webinar will discuss the discrimination question when it comes to hiring, and show video is the wave of the future.

Introduction

The Answers is Yes

Understand what is and isn’t discrimination in the hiring process. Learn how video can be used as a compliant tool in the recruitment of top talent. Look at how the EEOC views video. Suggest ways in which companies can stay compliant on the human side, instead of blaming technology.

Introduction

Learning Objectives

What is discrimination? Discrimination in the hiring process occurs when candidates are rejected based off qualities other than qualifications and experience.

Introduction

Let’s Start With The Problem

The EEOC stands for Equal Employment Opportunity Commission. The EEOC was founded in 1965 thanks to the advances made by the Civil Rights Movement. The EEOC is meant to protect employees and candidates from discrimination in the workplace and the hiring process.

What is Discrimination?

What is the EEOC?

The EEOC protects candidates from discrimination based on the following characteristics:

Race Color Religion Sex/Gender (including pregnancy and sexual orientation) National origin Age (40 or older) Disability Retaliation (employees cannot be retaliated against for reporting discrimination)

What is Discrimination?

What Characteristics Does the EEOC Cover?

We’ve come a long way, but we still have a long way to go when it comes to discrimination.

What is Discrimination?

How Common is Discrimination?

Facts: In 1997, there were 80,680 discrimination charges. In 2011, there were 99,947 charges. The most charges in 2011 were for retaliation, race, and sex/gender.

Hiring Discrimination:

Asking a candidate if she plans on starting a family soon.

Asking a candidate about their religious garb or affiliation.

What is Discrimination?

Discrimination or not?

Not Hiring Discrimination: Job related questions: for

instance, if the job has physical requirements.

Seeing a candidate prior to physically meeting them in person: for instance video resumes or video interviews.

Video cuts down on money and travel: Interviewing online reduces 67% of

travel costs associated with hiring

Interview 10 candidates via video interviewing in the time it takes to interview 1 candidate via phone

Using Video In the Hiring Process

Why Use Video Recruitment?

Video allows you to better evaluate candidates: Video lets you see candidates’

communication skills earlier in the process.

Helps to determine whether a candidate’s personality will fit into the company.

Using Video In the Hiring Process

Why Use Video Recruitment?

YES!

According to the EEOC, video technology is completely compliant with hiring guidelines.

What’s compliant?

Video Resumes One Way Video Interviews Live Video Interviewing

Video and Discrimination

Is Video Compliant?

When asked in 2004 they said:

Employers and recruiters [should] continue to structure their recruitment and selection processes to be nondiscriminatory and to consistently focus on the job qualifications of all job seekers, regardless of technology or of the information available by virtue of that technology.

Video and Discrimination

The EEOC’s decision

When asked again in 2010 they said:

The EEO laws do not expressly prohibit the use of specific technologies or methods for selecting employees, and therefore do not prohibit the use of video resumes.

Video and Discrimination

The EEOC’s decision

So we see the EEOC doesn’t consider

video technology any more discriminatory than traditional hiring practices.

Online video technology does not increase the likelihood of discrimination.

After all, video doesn’t discriminate: people do!

Video and Discrimination

Videos Don’t Discriminate

Videos don’t discriminate, but people

do. So how can companies stay compliant on the human side?

Tip: Stop blaming technology!

Technology can’t judge and videos can’t discriminate.

Don’t blame your technology - look at your company practices.

Avoid Discrimination

How To Avoid Discrimination in Hiring

Tip: Keep questions standard. When asking questions during a one way

or live video interview, ask a similar set of questions.

Asking the same questions ensures no discriminatory questions are asked.

Avoid Discrimination

How To Avoid Discrimination in Hiring

Tip: Write down your evaluating criteria. While video is the wave of the future,

writing down your evaluating criteria will keep things clear.

Using the same set of written criteria to

judge all candidates will stop some from getting preferential or discriminatory treatment.

Avoid Discrimination

How To Avoid Discrimination in Hiring

Tip: Get training! It’s important to be able to recognize

discrimination in the workplace and the hiring process.

Employers should spring for in-house

training so employees and hiring managers know to spot discriminatory practices and stop them.

Avoid Discrimination

How To Avoid Discrimination in Hiring

All candidates should have the same

chance at an open position. Candidates should be judged on their qualifications, experience, and merits.

Implementing best practices will increase

employee morale and add to a positive company reputation!

It can also reduce any legal costs by as

much as 50 percent.

Avoid Discrimination

The Importance of Addressing Discrimination

We learned more about what discrimination is and its negative impact on the hiring process. We touched on the benefits of using video in the hiring process for hiring managers and employers. We found out what is and isn’t discrimination.

Recap

We discovered the EEOC does not consider video technology to be discriminatory. We shared tips to improve your company’s best practices when it comes to discrimination.

Let’s Answer Some Questions.

Questions?

Questions?

Question: Is there anyway to assure my applicants that video is safe to use? – Lisa • You can point applicants to this webinar.

• Now that you know what the EEOC says about video, you can let

applicants know it’s 100 percent compliant.

• Mention specific EEOC guidelines and regulations like the ADA and Title VII.

• This will put applicants at ease know the EEOC says video technology is completely compliant.

Questions?

Question: Do you know of any good practices for training employees on how to avoid tricky situations when it comes to using video?– John • Make sure employees use set questions and written criteria to evaluate all

candidates.

• Have hiring managers write down notes when interviewing or viewing video interviews.

• This will show a written record of the thought process behind candidate evaluation.

• Use the same safeguards you would for in-person interview situations.

Questions?

Question: What kind of criteria should you use to evaluate video?- Steve • Will depend on the company and position you’re hiring for.

• You might need to put evaluation emphasis on personality for some jobs or

technical skills for others.

• Fit and Skills important evaluation criteria for all jobs:

• You need your new employee to fit into the company in order to retain talent.

• Candidates must also have the technical skills required to succeed.

Thank You For Tuning In!

Thank You

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