10 Video Interviewing Myths Debunked [Whitepaper] - Spark Hire

10 Video Interviewing Myths Debunked Whitepaper - Spark HireSixty percent of companies currently have open positions that go unfilled for a long period of time because they cannot find the right people with the necessary skills to successfully perform the role. Traditional recruiting and hiring methods sometimes hinder more than help, therefore, companies should consider readily available technologies like video interviewing which has evolved tremendously in just a few short years.Video interviewing is growing quickly in popularity with many companies experiencing the benefits first-hand says Josh Tolan, Spark Hire CEO. However, with any emerging technology comes misconceptions of what it can and cannot do. We created this whitepaper to bust some of these myths and educate hiring professionals on the potential of video interviewing.The whitepaper details several misconceptions that have been formed due to the wariness of companies in adopting the solutions at their business. One bein g that video interviews are only used to weed out badeanstalt candidates. Video interviews do have the potential to reveal a persons flaws which allows you to filter through candidates quickly, but this technology can also spotlight a persons strengths.Moreover, video interviews may have initially been used primarily to reach top talent without geographical limits, but this tech solution enables you to also save time and effort when connecting with talent in your companys own backyard. Just because a candidate lives only a few minutes away from your office doesnt mean they have to come in for an in-person interview, especially when you dont know much about him or her. You can utilize the one-way interview for pre-screening purposes to avoid potentially uncomfortable hour-long interviews with candidates who you can tell are not the right fit in just the first few minutes of speaking with them.Additionally, the whitepaper identifies the ways video interviewing platforms and services g reatly differ from Skype. A major difference is the ability to record live interviews and share them with colleagues for better collaboration on hiring decisions. Skype also doesnt offer anything like the one-way video interview which allows hiring professionals to screen candidates 10 times faster than they would with phone interviews.By utilizing video interviews, companies can also personally connect with a candidate so they can better assess his or her personality and skills. Video interviewing can reveal a persons ability to think quickly, their passion and outlook, and if they have a team-player attitude, which can help you determine their company culture fit and how well they can perform the job requirements.Download the new whitepaper from Spark Hire, 10 Video Interviewing Myths Debunked, for a better understanding of video interviewing technology and its many benefits

This is why youll keep doing something you hate

This is why youll keep doing something you hateThis is why youll keep doing something you hateWhen we are trapped in a sunk-cost fallacy, we get too stubborn to walk away from an objectively schwimmbad decision. We will not cut our losses and run, because we have invested too much money, time, and energy towards it. Behavioral scientists have long called us out on this trap.Now, theres new research that finds we can get roped into other peoples sunk-cost decisions too. Did someone choose a bad vacation spot? Were not likely to cancel. Now thats our harte nuss too.This is why youll wear your aunts scratchy, gaudy sweaterWhen you see someone make a bad, unprofitable decision that they cannot get out of, you wont abandon them to their fate. Youll shovel down cake even when you are full if you know your coworker drove across cities to get it. Youll agree to keep watching that terrible hotel movie if your partner already bought it. Youll keep going to tennis lessons your family member pai d for, even if it pains you.These were the kinds of experiments, Christopher Y. Olivola, an assistant marketing professor at Carnegie Mellon Universitys Tepper School of Business, tested. He found that we will keep forging ahead on someone elses bad decision, feeling their aversion to loss and regret as our own. Participants were more likely to choose the less enjoyable alternative when someone else had invested substantial time or money to obtain it (sunk cost for other high/present) than when that same person had invested little or nothing (sunk cost for other low/absent), he wrote.It does not even matter if the decision maker followed through on their bad investment. I repeatedly observed a sunk-cost effect when the person incurring the cost was someone other than the decision maker. Moreover, this occurred even when that person would not observe whether the decision maker honored his or her sunk cost, Olivola said in his paper.This is an irrational impulse because presumably, th e decision maker would not want us to be miserable.Their past sunk investments do not justify making ourselves less happy,Olivola said. And yet, we continue to have hero complexes. We want to save people from themselves, especially when we know what their decision cost them.Imagine, for example, receiving a rather gaudy and uncomfortable sweater from a well-intentioned aunt and consider how your willingness to keep it and wear it at family events would be affected by learning that she had saved a months salary to purchase it, Olivola said. I suspect that many readers would find it psychologically more difficult to discard the sweater in light of their aunts significant investment.