Digitalization of Recruitment: Use of Video Interviews in Recruitment

Abstract

The transformation that recruitment may undergo as a result of big data analytics and artificial intelligence (AI) is especially exciting, which is why this thesis focuses on the changes that recruiting procedures are experiencing and may experience as new technology solutions emerge. The purpose of this research is to get a better understanding of new technology-based recruiting approaches, with an emphasis on how they are used by recruiters and how the chances and hazards that these new technical solutions present in recruiting processes are experienced. The function of video interviews in the recruiting process will be examined in further detail. With the introduction of new innovative technology, the recruiting process is undergoing changes. Video is a media that is used to deliver additional information to both job seekers and enterprises throughout the recruiting process. In this paper, the use of video tools in job adverts and recruitment marketing, video résumés, video interviews, rejection letters, and onboarding will be investigated, as well as the implications of future technology and regulation on the use of video in recruiting. Concerns about the validity and acceptability of video tools have arisen as a relatively new technique in recruiting. The goal of the study is to develop reasons for the advantages and concerns that should be considered before opting to incorporate these in a company’s recruitment process. The future potential of technology-based recruiting will also be investigated. Its use of tech in recruiting techniques is becoming increasingly commonplace among businesses. With new technology enabling rapid, effective, and cost- effective means of locating potential employees, recruiting as a whole has undergone a significant transformation. Big data and artificial intelligence (AI) are two of these emerging technologies. Organizations have been gathering large volumes of data for years, and they’re still able to gain real value from big data and artificial intelligence. The data for the study will be gathered through interviews with several recruiting specialists that operate in the field on a regular basis. Data will be analyzed, coded, and themes will be identified using qualitative methodologies. Because the goal of this thesis is to increase awareness of the phenomena of new technology-based recruiting techniques, the research findings will be broad and varied, emphasizing the issue’s freshness by demonstrating the diversity of perspectives expressed by the respondents. Practical organizing, prescreening applications, and candidate communication are the three phases where AI might be useful throughout the recruiting process. The pros and cons of AI in recruiting generate a lot of debate and differing viewpoints among the interviewers. When it comes to using new technology in recruitment, there are both opportunities and hazards to consider. Accelerating the recruiting process, automating mundane work, and improving objectivity have all been identified as prospects. Discrimination, data distortion, and breach of privacy, among other things, have all been identified as threats.

Key Words: AI, shifts in recruitment process, video interviews, video resumes, technology- based recruitment methods