Google’s name lately has become so synonymous with success (if success is measured by how much money you make) that when they speak, people shut up and listen. Recently Google’s VP of People Operations discussed a few of their past hiring failures. As a proponent of video interviewing, part of his conversation really intrigued me.
“Years ago, we did a study to determine whether anyone at Google is particularly good at hiring. We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship. It’s a complete random mess,…”
“Instead, what works well are structured behavioral interviews, where you have a consistent rubric for how you assess people, rather than having each interviewer just make stuff up.”
Here we see Google the all powerful basically admitting they had gotten it wrong. Not only during the interview did the VP say that their notorious brain teaser questions were useless but also that their interviewing strategy was ineffective.
Two benefits of video interviewing come to mind when I read the article and one benefit I had not considered. First, Google’s VP recognizes the power of using the structured interview to consistently assess each candidate. Virtual one-way video interviewing provides such a structure by asking each candidate applying for a particular role an identical set of questions. Not only does this reduce the random mess from interviewers making stuff up, structured questions reduce the risk for discrimination.
The second benefit which I had not considered is that your recorded interviews can be used as data to measure the success of your hiring practices. Evaluate the achievements of your current employees and compare their success to how you first evaluated their video interviews. Did your shining stars perform poorly in the interview (false negative)? Did some of your current duds nail the interview (false positive)? Are some of the questions you are asking not a predictive indicator of employee success? Can you tell if some managers, based on their rating of job candidates, are performing ineffectively when deciding on the best candidate to hire?
Recorded video interviewing, aside from the efficiency it provides, also supplies you with data you need to improve your future hiring cycles. Now I’m not rich and you don’t have to shut up but I suggest you listen.