3 KPIs to Measure Online Assessments and One-Way Video Interviews

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Best Practice or Worst Bias: The Double-Edged Sword of Online Assessments and Video Interviews

Online assessments and video interviews have become integral tools in the recruitment process, offering valuable insights into candidates' skills, cognitive abilities, and personality traits. While these tools streamline hiring and provide data-backed decision criteria, they also come with certain drawbacks that need to be addressed for effective and ethical use.

Pros:

Cons:

Although online assessments and video interviews are considered "best practices" in talent acquisition today, they excel in efficiency but should be approached with caution regarding accuracy and fairness.

Our recommendation is not to base decisions solely on these tools unless they have been proven effective and non-biased in your specific hiring context (industry and position).

Once you have accumulated sufficient data on your candidates and hires, it's crucial to validate that these tools are fair and predictive for your company and positions.

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Research shows that: How Adding More Evaluators Affects Performance Reviews

A research led by Matt C. Howard from the University of South Alabama and Pennsylvania State University investigates whether involving more evaluators in performance reviews actually leads to better assessment accuracy.

The study found that although adding a second evaluator can improve assessment results, adding more than two offers diminishing returns. This means that after a certain point, adding more evaluators doesn't really make the assessments more accurate.

Interestingly, the study also discovered that when evaluations are already very accurate or very inaccurate, adding more evaluators does little to change the accuracy. This suggests that simply increasing the number of evaluators is not a guaranteed way to improve how performance is judged.

Application to Job Interviews:

For companies looking to enhance their hiring processes, the takeaway is clear: Instead of increasing the number of interviewers or interview rounds, it's more beneficial to focus on improving how accurate the interviews are. This approach ensures that the hiring process is not only efficient but also effective in selecting the right candidates.

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