Is anyone else quite worried about what the US DEI situation means for firms which rely heavily on the pre-recorded video interview assessments/short video interviews? It basically has you recording 6-8 minutes of yourself, answering very general questions with no follow-ups. Obviously, structure and content is key, but clearly 6-8 minutes isn't enough to fully assess a candidate, get to know them as a person, understand their thinking etc. It can show some things conclusively though, and that's the candidate's race, their accent, their gender, their sexual orientation or trans identity if they clearly display this through their communication or appearance... Basically, while ACs also clearly also reveal these attributes, candidates also have hours and hours to show other attributes and show their personalities, and how their background has shaped their thinking in a unique and valuable way. I'm worried that video interviews will provide very limited opportunity for firms to evaluate a candidate's potential to succeed as a trainee, and everything needed to box them into stereotypes. Open for discussion
This is something that has been on my mind for some time going through this application cycle. I have a strong interest in US firms, but they rely heavily on VI. I am worried about the impact of the DEI situation in the US and if it will mean US firms change their policies around DEI in their UK offices’ graduate recruitment processes.
While it is possible that a PFO post-VI is down to things like poor structure, waffling, lack of key content, etc. it can also be down to bias and prejudice. While this problem has existed even before the DEI situation in the US, I think it’ll get worse now. No firm can ever guarantee that there is 0% bias in their processes. That’s why even now some US firms’ future trainees all come from quite similar backgrounds.
So far in my own experience with Willkie, I have not been made to feel this way (yet). Credit has to be given to Gemma for ensuring their process is as fair and transparent as possible (two of their recruitment stages are entirely CV blind) which I think more firms should adopt. If I were to do a 2nd cycle and apply to other US firms, I’m not sure if the same could be said. I think in the UK there is more of an issue with elitism and classism, in the context of city law firms’ recruitment. For those who come from ethnic minority backgrounds and lower socio-economic backgrounds, I think it’s a double edged sword.
While it is possible that a PFO post-VI is down to things like poor structure, waffling, lack of key content, etc. it can also be down to bias and prejudice. While this problem has existed even before the DEI situation in the US, I think it’ll get worse now. No firm can ever guarantee that there is 0% bias in their processes. That’s why even now some US firms’ future trainees all come from quite similar backgrounds.
So far in my own experience with Willkie, I have not been made to feel this way (yet). Credit has to be given to Gemma for ensuring their process is as fair and transparent as possible (two of their recruitment stages are entirely CV blind) which I think more firms should adopt. If I were to do a 2nd cycle and apply to other US firms, I’m not sure if the same could be said. I think in the UK there is more of an issue with elitism and classism, in the context of city law firms’ recruitment. For those who come from ethnic minority backgrounds and lower socio-economic backgrounds, I think it’s a double edged sword.