The technology revolution that brought us YouTube and a host of other visual delights (or not) has brought to our clients the latest human-resources (HR) buzz, the video-screening pre-interview. Fans of the video-screening device have projected that it may capture 80 percent of the larger employer market by 2020. This commentary offers one perspective on this remarkable phenomenon and its potential in employment law contexts.
Early adopters of the video-screening software present some remarkable numbers: The global industry for “recruitment software” is growing at 9 percent per year, now over $1 billion. This and other business-process-outsourcing options are increasingly attractive to middle managers in HR departments whose overhead has been reduced and whose number, experience, and depth of staff for initial interviews have been cut with corporate downsizing. Companies such as HireVue, MontageTalent, and InterviewStream are marketing aggressively with annual licensing of their services and “cloud”-based software as a service model.