The core of recruitment is decision making. Frank Partnoy argues in his FT article that the same is true of tennis. He says, "Djokovic wins because he can procrastinate - at the speed of light." Djokovic’s ability to wait until the last possible moment to line up his returns shows us the importance of "managing delay" in decision-making. He is able to use those few extra milliseconds to process information about the incoming serve in order to hit the perfect return. Video interviewing facilitates the same process in recruitment.
In light of recent research highlighted in The Economist, this is particularly important for recruiters. Scientists found that interviewers were heavily influenced by the performance of the previous candidate. This was shown to affect the evaluation of the next candidate, irrespective of individual merits. The solution would be to delay the snap judgment that is inevitably made during a time-pressured face-to-face interview.
Managing delay, according to Partnoy, involves putting off decision making until the last minute so that you have time to observe and interpret information before you take action.
Partnoy states: "A wise decision requires reflection, and reflection requires a pause." Video interviewing allows you to do exactly that. You can re-watch candidates, placing them in contrast to different interviewees to ensure they are fairly assessed and potential isn’t missed. You no longer fall into the trap described in The Economist of assuming a weak candidate is due after a strong one, and instead you can focus on spotting talent.
The secret behind video interviewing is that it bucks the trend of modern technology. Partnoy claims, "Technology surrounds us, speeding us up…we overreact to its crush every day." Video interviewing on the other hand uses technology to allow you to set a slower pace and ensure you make the right decision first time. When it comes to hiring someone, it's better to pause than have to repeat.
What decision-making process do you follow?