Checking all the boxes: Encouraging the adoption of behavioral science at an international organization through a recruitment pilot using asynchronous video interviews

Abstract

Traditional recruitment practices are prone to unconscious biases that can disadvantage minority groups. To combat this, many organizations have publicly committed to more inclusive workplaces by changing their recruitment policies or investing in digital employment selection tools. Ensuring fairer recruitment practices has important downstream public health implications as unemployment and discriminatory work environments can contribute to poor health outcomes such as adverse effects on one’s mental and physical health. However, adopting new policies and technology is not a silver bullet because without proper design and evaluation within the host organization, there is a potential danger of perpetuating existing discriminatory norms. In response to these challenges, the objective of the Doctoral Project was to conduct a pilot with HR professionals to evaluate whether using different mediums of asynchronous video interviews (AVIs) affected the selection of entry-level positions. To carry out this objective, I leveraged principles from Mark Moore’s Strategic Triangle where I focused on gaining legitimacy and support, developing operational capacity, and creating public value in the host organization. In this dissertation, I outline key findings from the analysis and share lessons learned from being on the host organization’s first behavioral design team.