didnt they already do that? Just denying until the ultra perfect fit worker appears?

By simple keyword filtering, yeah. Anyone who spent 10 min doing a websearch on modern application processes would know to take keywords from the job post description and use them in a resume.

In the past ~5 years my company started using pre-recorded video screening too. So a candidate was asked 1-3 questions, they submitted recordings of themselves answering, then hiring managers could watch them later.

As much as I dislike it from the perspective of a potential candidate, I like it from the perspective of a hiring manager. It was asynchronous, so we didn’t have to dance around finding a meeting time that worked for everyone. It self-filtered a lot of candidates who didn’t really want the job or who were uncomfortable with zoom/videoconferencing technology (a requirement for this job). It was very apparent who prepped and who didn’t. It was an easy “no thanks” filter when they submitted recordings of themselves, with no time constraints mind you, wearing totally work inappropriate clothes with filthy backgrounds and an unprofessional attitude. That’s the one that got me the most: the tool gave unlimited time to prep, unlimited time to record, and unlimited number of reattempts. Yet I still got a person wearing workout clothes, unkempt hair, shelves of undresses dolls in the background, and a stunning lack of understanding over an easily websearchable question. It saved hours of time between HR and the interview panel to just say “thanks, no thanks” off the submitted video.

I see AI-based filtering of candidates turning out the same. The people who get it and know how to write a resume and interview will be fine. The people who already struggle will struggle more.

Your company requiring video submissions for a fucking application is the easiest "this company is batshit insane and there's no possibility working for them could ever be worth it" red flag I've ever seen.

Yeah, I went through comments like this the last time I posted similar to reddit.

Like I said, I hate it from the candidate perspective. From the hiring manager perspective, I got over 200 resumes and that was after automated filtering and after a human HR person filtered them further. I am very open to your ideas for a more efficient way to filter through 200 perfectly acceptable resumes without conducting 2 months of back-to-back interviews. Automated application tools allow for a person to apply to 100 jobs quickly; hiring managers have to get comparable tools, and this video filtering is at least one option in the toolbox.

And to the people who are commenting it’s ripe for sexism/racism/ other isms. Yes, just like in-person or via videoconferencing interviews are opportunities for bias. At some point, one does have to interact with the candidate and their gender, race, etc will be apparent.

You should hate it as a manager. You're filtering out every single quality candidate because only a deranged nut job would even consider such an unhinged request.

You don't need to process every candidate. Just randomly take 5%, or 1%, or .001%, and do a real hiring process. Anything at all is better than requiring a video application.

It’s been working for me pretty well.

I certainly wouldn’t select this tool for hiring for all jobs, it does filter on some skills that are directly related to the job I hire for. Customer facing. High levels of comfort with office software and videoconferencing. Showing some degree of preparation when giving the question or request in advance. Being able to put someone in front of a customer or government official and trust that they hold it together is important.

I don’t see value in it for a role that doesn’t require those sorts of communication skills. Some analyst or programmer who mostly works on their own projects and only interacts with their internal team? This isn’t the tool to use in hiring.

I don’t really get why people are up in arms at this stuff. I hate the idea of doing these type of interviews, sure. But my grad program had 3k applications, 1k video interviews, 300 in person interviews, and only 100 actual roles. How the fuck else do they expect people to handle the sheer size of applications in management/HR roles?

I have to assume most of the comments are from people who have never worked in positions that deal with this sort of thing on volumes of this scale.

One of my jobs in college was an admin assistant with the department that reviewed international candidates for post grad positions. Scheduling live interviews across the globe was an absolute nightmare. Video submissions would have been fantastic. Candidates could have recorded on their own time, not some ungodly early AM hour to accommodate the US hiring panel. And especially for the ones for whom English wasn’t their first language, it would have given them time to prepare and re-record as many times as necessary to get a submission they were satisfied with.

Holding the position that video interviews are fine but pre-recorded video is not is baffling to me. I get some would feel it’s a performance they would be uncomfortable with, but I mainly see it as an interaction that I as candidate can exert more control over versua a live video interview.

Holding the position that video interviews are fine but pre-recorded video is not is baffling to me

Yeah lol that's because you don't seem to have any empathy for the people you are hiring. Why is it important if you don't care about it? Easy answer is it isn't.

Candidates could have recorded on their own time, not some ungodly early AM hour to accommodate the US hiring panel. And especially for the ones for whom English wasn’t their first language, it would have given them time to prepare and re-record as many times as necessary to get a submission they were satisfied with.

What part of this makes me unempathetic? I am truly baffled by your position. When used correctly, this tool gives an applicant the control to put their best foot forward.

Not just that

it may be unfriendly to some neuro-atypical people. You know that, I know that.

You should do some introspection.

Way to dodge my question. Go ahead and answer that and then I’ll respond to your attempt at a blanket statement about neurodiverse people.

If you are baffled it's not my responsibility to educate you.