Future-Ready K-12 Hiring: The Impact of AI & Video Interviewing in K-12 Talent Acquisition

Drew Whitehurst | February 23, 2024

Not long ago, the idea of video software in our day-to-day lives was foreign, and artificial intelligence seemed like a far-off notion. However, most of us now use video technology daily and AI has taken the world by storm, almost overnight.

interviewstream and Frontline Education teamed up in a recent webinar to discuss the future of K-12 hiring and the important role hiring tech plays in talent acquisition. Dan Faciana, Strategic Account Manager at interviewstream, and Katherine Freedman, Program Manager at Frontline Education discussed how AI-driven recruitment tools and video interviewing tech elevate efficiency, cut costs, and drive effective hiring for K-12 schools – all while maintaining the human element within hiring. Here’s a breakdown of their discussion:

Mastering AI-Powered Hiring

What is AI?

Artificial Intelligence (AI), in essence, is just a field of computer science that aims to mimic human intelligence in machines and can be broken down into three main types:

Intelligent Automation: Technology to perform tasks with minimal human intervention – machines execute repetitive tasks efficiently and accurately. Think data entry to decision making.
Machine Learning: A subset focus that enables machines to learn from data and improve over time without being explicitly programmed. The more it knows and the more quality input, the closer it gets to identifying the target you are looking for.
Natural Language Processing (NLP): A branch of AI that deals with interaction between computers and human language. Essentially interpreting language in a meaningful, reproducible, and interactive way.

How to use AI in the Hiring Process

AI can assist you in every step of the hiring process. Many districts are turning to AI to streamline their hiring process because of it’s aid in the following areas:

AI’s ability to source qualified applicants is a game-changer. It will scour job boards, social media platforms, etc.
AI sifts through resumes and identifies promising candidates based on your inputs, analyzing resumes against predefined criteria.
AI supports conducting more effective interviews. It provides real-time insights and feedback and reviews responses more objectively, matching candidates based on competence and skills versus your gut feeling.
AI question authoring generates questions tailored to specific roles, competencies, and organizational values.
AI candidate engagement generates candidate communications, announcements, open role postings, and more. It even recommends hashtags and keywords to target candidates.

AI Benefits Versus Potential Pitfalls

Often a mention of AI, especially in your hiring process, may provoke an emotional response. Some professionals truly fear that AI will take over human jobs or, at a minimum, are concerned about possible bias. However, Faciana notes that when used properly, AI can be used to complement hiring processes, enhancing and not removing the human touch. Like with everything, AI comes with both good and bad.

Benefits of AI in Hiring	Potential Pitfalls of AI in Hiring
Reduce time-to-hire Speed-to-hire provides a competitive edge in the hiring process. AI tools complement human expertise, aiding in overcoming weaknesses in hiring procedures. The adoption of various AI tools enhances overall efficiency in the hiring process. Use AI to evaluate specific traits for job success. Speed-to-hire provides a competitive edge in the hiring process. Create more opportunities for applicants to “choose” your organization With an increase in automation, you also have more efficient touchpoints with candidates. Giving them a better opportunity to get to know your organization and “choose” you for their next role. Help with consistency in the hiring process Evaluate all candidates based on set criteria. Automation forces consistency and flags any changes in the process.	Potential algorithmic bias Algorithms are based on human inputs, which may contain bias. Regular check-ins on the inputs for these algorithms can prevent this pitfall from becoming a roadblock. Lack of process of algorithmic transparency Blindly trusting “the algorithm” can be dangerous. Understanding the inputs and outputs is key to avoiding AI hiring errors. Lack of human oversight (or removal of human touch altogether) AI should enhance your process not make it impersonal. If that’s happening, re-evaluate. Possibility of legal compliance issues If not used as a well-informed tool, AI can become a legal minefield, especially if your hiring process is not solid before you introduce AI. Make sure you have strong process experts to help you establish and manage the process as you introduce new AI elements.

Benefits of AI in Hiring

Potential Pitfalls of AI in Hiring

Reduce time-to-hire

Speed-to-hire provides a competitive edge in the hiring process.
AI tools complement human expertise, aiding in overcoming weaknesses in hiring procedures.
The adoption of various AI tools enhances overall efficiency in the hiring process.

Use AI to evaluate specific traits for job success.

Speed-to-hire provides a competitive edge in the hiring process.

Create more opportunities for applicants to “choose” your organization

With an increase in automation, you also have more efficient touchpoints with candidates. Giving them a better opportunity to get to know your organization and “choose” you for their next role.

Help with consistency in the hiring process

Evaluate all candidates based on set criteria.
Automation forces consistency and flags any changes in the process.

Potential algorithmic bias

Algorithms are based on human inputs, which may contain bias.
Regular check-ins on the inputs for these algorithms can prevent this pitfall from becoming a roadblock.

Lack of process of algorithmic transparency

Blindly trusting “the algorithm” can be dangerous.
Understanding the inputs and outputs is key to avoiding AI hiring errors.

Lack of human oversight (or removal of human touch altogether)

AI should enhance your process not make it impersonal. If that’s happening, re-evaluate.

Possibility of legal compliance issues

If not used as a well-informed tool, AI can become a legal minefield, especially if your hiring process is not solid before you introduce AI.
Make sure you have strong process experts to help you establish and manage the process as you introduce new AI elements.

AI in Hiring Best Practices

The benefits far outweigh the potential pitfalls when it comes to the use of AI in hiring, especially if you are working with an expert in your implementation. However, districts should consider the tools as aids in the process, not a replacement for human interaction or decision-making. To use AI tools ethically and effectively, districts should:

Ensure transparency in the hiring process
Use unbiased data
Stay updated on general advancements in AI algorithms
Comply with privacy laws
Involve humans in decision-making
Provide clear communication to candidates
Continuously educate and train employees

Video Interviewing and Its Impact on K-12 Hiring

In recent years, K-12 school districts have adopted video interviewing technology to help speed up the hiring process and reach new candidates. The technology serves as a game changer by offering convenience and efficiency in connecting with candidates.

With video interviewing, school districts have been able to eliminate the traditional screening process, opting for a process that breaks geographical barriers, enabling seamless interviews regardless of the candidate’s location, device, or time constraints.

How Video Interviewing Impacts K-12 School Districts

Districts of all sizes need tools that add efficiency to the hiring process, speed it up, create consistency in the process, and aid in consistently and effectively evaluating candidates.

Specifically for K-12 hiring, the advantages of video interviewing move beyond convenience and into necessity. More and more teachers are retiring or leaving the profession each year. On top of that, fewer and fewer graduates are entering the profession, leaving a supply and demand gap that is exacerbating already stretched-thin districts.

Given these challenges, speed-to-hire is key for K-12 school districts because the district that offers a job first usually wins the best talent. Video interviewing technology (especially when integrated with an applicant tracking system) provides K-12 districts with the speed, efficiency, and geographic flexibility to reach the best candidates faster than the competition.

Types of Video Interviews

So what types of video interview tools should K-12 districts be looking for? Let’s start with the basics:

On demand or one way video interview interviews: allow candidates to record their responses to pre-set interview questions using video and/or audio recordings. Unlike traditional interviews where there is a live interaction between the candidate and the interviewer, on demand interviews allow candidates to answer questions at their convenience. Often taking the place of screening interviews.

Benefits of on demand interviews include:

Streamlined processes: 81% decrease in time spent on each interview*
Reach up to 33% More Candidates: by connecting with candidates anywhere in the world.*
Flexible Scheduling: Candidates can complete interviews anywhere and at any time.
Enhanced Consistency: All Candidates are evaluated using the same questions & criteria
Improved Evaluation & Collaboration: Evaluate candidates using a shared rubric and share interviews with stakeholders for additional feedback.

Live video interviews: allow hiring teams to interview in real-time through video conferencing technology. Unlike on demand or one way interviews, live video interviews involve direct interaction between the candidate and the interviewer(s).

Benefits of live video interviews include:

Simplified Scheduling: Sync interviewer calendars and automatically find time slots that work for all participants.
Eliminate Travel Cost: Connect with candidates live without the cost of bringing them in for an interview.
Reach up to 33% More Candidates: by connecting with candidates anywhere in the world.*
Accommodate Complex Interview Types: 1:1 interviews, group interviews, panel interviews, and sequential/round-robin interviews.

interviewstream + Frontline Recruiting & Hiring Integration

In addition to video interview tools, Applicant Tracking Systems (ATS) have become essential for managing recruiting processes. For K-12 districts, integrating ATS systems like Frontline Recruiting & Hiring with video interviewing tools present a world of opportunities.

The Frontline Recruiting & Hiring + interviewstream integration doesn’t just streamline the hiring process; it also elevates the overall candidate experience and empowers hiring teams to make better-informed decisions. By adding the capabilities of Frontline Recruiting & Hiring with interviewstream, districts can seamlessly take candidates from application, to interview, to new hire all from one platform – adding speed, efficiency, and modern candidate experience to help districts hire the best teachers and staff. Take a look at a quick demo of how the integration works:

It’s as easy as 1-2-3:

Frontline Education & interviewstream integration steps

Merging interviewstream video interview tools (both on demand and live), AI Recruitment Assist and Frontline Recruiting & Hiring will give districts the tools to:

Decrease time spent on each interview by 81%
Reach up to 33% more candidates
Enhance consistency
Eliminate travel costs
Accommodate more complex interview types

Ensure Your Hiring Process is Future-Ready

K-12 hiring has had to deal with significant changes in retention and the supply of new teachers in recent years and it is imperative that school districts continue to evolve and grow in their recruitment strategies in order to fill open positions with top candidates.

Integrate modern hiring tools like interviewstream’s AI Recruiting Assistant and Frontline Education to streamline your recruitment processes, and drive effective hiring. Keep your district up-to-date with cutting-edge hiring tools and ensure you’re hiring the best teachers and staff for years to come.

Take a look at the full recording of the webinar to learn more, or request a demo today for a free consultation with our team on how AI and video interviewing can transform your hiring process.

* Indicates stats specific to interviewstream.

About The Author

Drew Whitehurst is the Director of Marketing, RevOps, and Product Strategy at interviewstream. He's been with the company since 2014 working in client services and marketing. He is an analytical thinker, coffee enthusiast, and hobbyist at heart.