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Gender Discrimination in Video Interviewing

As video interviewing becomes a more common recruitment technology, questions arise relating to the suitability of using this method to assess candidates’ fit for roles. We were curious to find out whether candidates being video interviewed are subject to any discrimination based on their gender, and whether there are any significant differences between how male and female candidates perform on video interviews. We decided to ask some very specific questions:

  • Is there a difference between how male and female candidates score on the same question?
  • Are there certain types of questions where male candidates score better than female candidates and vice versa?
  • Are female candidates discriminated against by male/female raters?
  • Are male candidates discriminated against by male/female raters?

‍This research involved 17,825 candidates which come from 745 different interviews across 133 different client organisations. The sample had a higher proportion of male candidates (63%) as compared to female candidates (37%). The total number of 597 raters had participated in reviewing responses across this sample of candidates, with an almost even split between male (51%) and female (49%) raters. The total of 1,169 different questions asked, were categorised into 3 different areas: Motivational Questions – relating to the individual’s motivation to work in a given role, organisation or industry, Personal Questions – relating to candidate’s personal attributes and Technical Questions – which included all behavioural questions and problem-solving questions.

‍Here is what we found:

  1. There is a significantly lower number of females making it to the video interview stage as compared to males.
  2. Females perform significantly better than males on video interviews but only in the category of Technical Questions. There was no difference in the performance of males and females across Motivational and Personal Attribute questions.
  3. Female candidates were rated significantly lower by female raters, as opposed to male raters.
  4. Male candidates were rated significantly lower by male raters, as opposed to female raters.

What does this mean?



You may be missing out on some great female candidates early in your recruitment process. We are seeing lower numbers of female candidates coming through to video interviewing even though they perform better than males during the actual video interview – is it time to rethink your shortlisting process?


We are seeing female candidate being rated more harshly by other females, and same is true for males. It is important that the raters who review video interviews receive training in Unconscious Bias strategies to be able to understand and manage their own biases during video and face to face interviews, especially those that may negatively impact towards same-gender candidates. It is also important to ensure that there is an equal split in rater gender to ensure that candidates are not systematically disadvantaged.

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