An interview with Walter Hueber, CEO, Cammio
For several years now, the online platform Cammio has revolutionised the application process: videos should add personality to regular CVs and facilitate the work of HR departments. But is video recruitment still relevant when Unconscious Bias Experts and Equal Opportunity Officers are calling for anonymised applications? Walter Hueber, CEO of Cammio, explains how videos and equal opportunities fit together.
Walter Hueber: We are actually facililitating the opposite of anonymous applications. Rather then less information, we provide more information. And the reason is simple. Anonymous applications just don’t work, as has been proven in many experiments. Allowing candidates to present themselves in structured video interviews is actually proven to make selection of the best candidates more likely. Every candidate receives the same questions or interview structure, so reducing the scope for bias.
Fair Pay Innovation Lab: Cammio has already been awarded the Recruiting Innovation Award Europe in 2014. What is the innovative element in your video recruiting solution at Cammio, and how has your solution changed over the past four years?
WH: Over the years, we’ve been fortunate enough to win many awards for our innovation in video recruitment. The best recognition however is the large number of employers that have decided to cease unstructured paper-based selection, and have started to recognise diversity in talent based on rich data. At a time when personality trumps skills, Cammio is already able to create automated personality profiles based for example on verbal reasoning patterns. Our clients have a much more structured way to assess personality, motivational drivers and competencies through video interviews.
FPI: Can video rectruitment lead to more women in leading positions?
WH: Structured video interviews are known to increase the validity and reliability of candidate selection. I personally believe this will ultimately result in more women in leadership positions since it can help reduce bias and increase diversity. People need to be selected on their true merits. More women in leadership positions does however also require a change of mindset. Right now the focus is too much on legislation. And although legislation is important in the short term to accelerate progress, the most important thing however is that we take away the male stereotyping of the leadership role itself.
FPI: Since the London Orchestra has moved toward anonymous audition the ratio of women in the orchestra has been increased significantly. Anonymous recruitment has been promoted in general terms to circumvent unconscious biases in finding new team members. Cammio suggests the exact opposite. So how do video recruitment and equal opportunities go together?
WH: There is always an exception to the rule. Certain roles are obviously so one-dimensional that anonymous application is a possible selection instrument. You could however argue that not only is the ability to play the instrument in a blind audition important, but so equally is the ability to perform in a team, in this case the orchestra, and the ability to follow instructions from the conductor. These are personality related and have nothing to do with the single hard skill that is very objectively measured in the blind audition. We have a philosophy of “No Talent To Waste”. This means that we want to evaluate the entire person and not just the CV. But that evaluation must be fair, and that can be achieved by providing both structure and looking at personality.
FPI: Are there companies that have been able to re-direct their HR policies through the use of your technology, or data that proves the positive impact of the use of your tools?
WH: Our clients include large recruitment companies and employers. The Adecco Group for example has been able to reduce their time to hire by one-third. Employers such as Metro AG are using video interviews globally to create consistency in their candidate selection process, driving fairness and diversity. Another important metric is the quality of hires, which can be objectively measured by job tenure and performance ratings. We have seen a positive impact as many organisations have shared their analysis. Obviously the video interview is not a goal in itself, but is most often used in combination with other HR technologies and best practices. The key benefit is that technology is now able to assist the recruiter and HR manager in analysing and influencing, and creating meaningful impact on topics such as gender equality and diversity. Our world has become much more transparent and we should embrace this positive change.
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