Hire-Intelligence, in coordination with Synchronized Resources Inc., will present “Access, Accommodations & Video Interviewing” on August 5th in Washington D.C. at the National Industry Liaison Conference.
The panel facilitated discussion will discuss the video interviewing process from beginning to end and focus on the issues of access and accommodation that must be factored into the equation. For those planning to incorporate this technology into their recruitment process, strategies to minimize discriminatory risk will be discussed. This is particularly important as the use of video interviewing technology continues to grow.
Panelists will include Teresa Turner, President of Synchronized Resources Inc., Ryder Cullison, Client Relationship Manager for Hire-Intelligence LLC, Kathleen Lee from Cornell University and Nita Beecher, Principal for Mercer.
“Through Teresa’s coordination we had the opportunity to present at the NILG last year in Indianapolis. This year our presentation has evolved into important new areas of discussion not yet conceived last July. Hire-Intelligence views our relationship with Synchronized Resources and this occasion to speak as a great opportunity to better understand how we must make our video interviewing solution more accessible to the disabled,” commented Ryder Cullison.
“This year, with the addition of Kathleen Lee from Cornell University’s ILR School and the Employment and Disability Institute to our panel, we are definitely going to build on the compliance angles of this discussion by questioning the level of accessibility and accommodations provided by interview technology today,” according to Teresa Turner. “I think one of the things that will shine through is when using third party vendors/resources we often give little consideration to questions of accessibility/accommodation, or who’s responsible; and when we do, we often have over-inflated ideas on what may be required in the way of an accommodation…when in fact, the solution and cost associated with most accommodations are minimal. We will demonstrate that even the slightest tweak in navigating automated applicant/employment processes could ultimately make the difference in a qualified candidate’s ability to find a job rather than being relegated to the sidelines as “not-compatible.”