Spark Hire, the leading online video interviewing platform, delivers “Videos Don’t Discriminate” webinar. This webinar answers the common questions employers may have regarding the possibility of discrimination when using video interviews in the hiring process. It goes into detail about how the Equal Employment Opportunity Commission (EEOC) has found nothing illegal or discriminatory about online video interviewing.

1. Videos Don’t Discriminate
 Webinar Presentation
 Speaker: Josh Tolan
 Topic: Videos Don’t Discriminate-
The Compliance Question
 Date: July 10th, 2012
 Time: 2 pm EST / 11 am PST
Presented by

2. Introduction
The Elephant in the Room
 As a hiring manager, employer or
recruiter the discrimination question
is part of your everyday hiring efforts.
You want to make sure that you hire
the top talent while staying diverse
and compliant with regulations.
Online video is a great way to
source new talent. But is it
compliant?

3. Introduction
The Answers is Yes
 According to the Equal Employment
Opportunity Commission (EEOC)
using video in your hiring process is
completely compliant!
 This webinar will discuss the
discrimination question when it
comes to hiring, and show video is
the wave of the future.

4. Introduction
Learning Objectives
Understand what is and isn’t
discrimination in the hiring process.
Learn how video can be used as a
compliant tool in the recruitment of top
talent.
Look at how the EEOC views video.
Suggest ways in which companies
can stay compliant on the human side,
instead of blaming technology.

5. Introduction
Let’s Start With The Problem
 What is discrimination?
Discrimination in the hiring process
occurs when candidates are rejected
based off qualities other than
qualifications and experience.

6. What is Discrimination?
What is the EEOC?
The EEOC stands for Equal
Employment Opportunity
Commission.
 The EEOC was founded in 1965
thanks to the advances made by the
Civil Rights Movement.
The EEOC is meant to protect
employees and candidates from
discrimination in the workplace and
the hiring process.

7. What is Discrimination?
What Characteristics Does the EEOC Cover?
 The EEOC protects candidates from discrimination based on the
following characteristics:
Race
Color
Religion
Sex/Gender (including pregnancy and sexual orientation)
National origin
Age (40 or older)
Disability
Retaliation (employees cannot be retaliated against for reporting
discrimination)

8. What is Discrimination?
How Common is Discrimination?
We’ve come a long way, but we still have a long way
to go when it comes to discrimination.
Facts:
In 1997, there were 80,680
discrimination charges.
In 2011, there were 99,947 charges.
 The most charges in 2011 were for
retaliation, race, and sex/gender.

9. What is Discrimination?
Discrimination or not?
 Hiring Discrimination:  Not Hiring Discrimination:
 Asking a candidate if she  Job related questions: for
plans on starting a family instance, if the job has
soon. physical requirements.
 Asking a candidate about  Seeing a candidate prior to
their religious garb or physically meeting them in
affiliation. person: for instance video
resumes or video interviews.

10. Using Video In the Hiring Process
Why Use Video Recruitment?
 Video cuts down on money and
travel:
 Interviewing online reduces 67% of
travel costs associated with hiring
 Interview 10 candidates via video
interviewing in the time it takes to
interview 1 candidate via phone

11. Using Video In the Hiring Process
Why Use Video Recruitment?
 Video allows you to better evaluate
candidates:
 Video lets you see candidates’
communication skills earlier in the
process.
 Helps to determine whether a
candidate’s personality will fit into the
company.

12. Video and Discrimination
Is Video Compliant?
 YES!
 According to the EEOC, video
technology is completely
compliant with hiring guidelines.
 What’s compliant?
 Video Resumes
 One Way Video Interviews
 Live Video Interviewing

13. Video and Discrimination
The EEOC’s decision
 When asked in 2004 they said:
Employers and recruiters [should]
continue to structure their
recruitment and selection
processes to be nondiscriminatory
and to consistently focus on the job
qualifications of all job seekers,
regardless of technology or of
the information available by
virtue of that technology.

14. Video and Discrimination
The EEOC’s decision
 When asked again in 2010 they
said:
The EEO laws do not expressly
prohibit the use of specific
technologies or methods for
selecting employees, and
therefore do not prohibit the use of
video resumes.

15. Video and Discrimination
Videos Don’t Discriminate
 So we see the EEOC doesn’t consider
video technology any more discriminatory
than traditional hiring practices.
 Online video technology does not
increase the likelihood of discrimination.
 After all, video doesn’t discriminate:
people do!

16. Avoid Discrimination
How To Avoid Discrimination in Hiring
 Videos don’t discriminate, but people
do. So how can companies stay
compliant on the human side?
 Tip: Stop blaming technology!
 Technology can’t judge and videos
can’t discriminate.
 Don’t blame your technology - look at
your company practices.

17. Avoid Discrimination
How To Avoid Discrimination in Hiring
 Tip: Keep questions standard.
 When asking questions during a one way
or live video interview, ask a similar set of
questions.
 Asking the same questions ensures no
discriminatory questions are asked.

18. Avoid Discrimination
How To Avoid Discrimination in Hiring
 Tip: Write down your evaluating criteria.
 While video is the wave of the future,
writing down your evaluating criteria will
keep things clear.
 Using the same set of written criteria to
judge all candidates will stop some from
getting preferential or discriminatory
treatment.

19. Avoid Discrimination
How To Avoid Discrimination in Hiring
 Tip: Get training!
 It’s important to be able to recognize
discrimination in the workplace and the
hiring process.
 Employers should spring for in-house
training so employees and hiring
managers know to spot discriminatory
practices and stop them.

20. Avoid Discrimination
The Importance of Addressing Discrimination
 All candidates should have the same
chance at an open position. Candidates
should be judged on their qualifications,
experience, and merits.
 Implementing best practices will increase
employee morale and add to a positive
company reputation!
 It can also reduce any legal costs by as
much as 50 percent.

21. Recap
We learned more about what
discrimination is and its negative impact
on the hiring process.
We touched on the benefits of using
video in the hiring process for hiring
managers and employers.
We found out what is and isn’t
discrimination.
We discovered the EEOC does not consider video technology to be
discriminatory.
We shared tips to improve your company’s best practices when it
comes to discrimination.

22. Questions?
Let’s Answer Some Questions.

23. Questions?
Question: Is there anyway to assure my applicants that video is
safe to use? – Lisa
• You can point applicants to this webinar.
• Now that you know what the EEOC says about video, you can let
applicants know it’s 100 percent compliant.
• Mention specific EEOC guidelines and regulations like the ADA and Title
VII.
• This will put applicants at ease know the EEOC says video technology is
completely compliant.

24. Questions?
Question: Do you know of any good practices for training
employees on how to avoid tricky situations when it comes to
using video?– John
• Make sure employees use set questions and written criteria to evaluate all
candidates.
• Have hiring managers write down notes when interviewing or viewing
video interviews.
• This will show a written record of the thought process behind candidate
evaluation.
• Use the same safeguards you would for in-person interview situations.

25. Questions?
Question: What kind of criteria should you use to evaluate
video?- Steve
• Will depend on the company and position you’re hiring for.
• You might need to put evaluation emphasis on personality for some jobs or
technical skills for others.
• Fit and Skills important evaluation criteria for all jobs:
• You need your new employee to fit into the company in order to retain
talent.
• Candidates must also have the technical skills required to succeed.

26. Thank You
Thank You For Tuning In!
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