="http://www.w3.org/2000/svg" viewBox="0 0 512 512">

9 Digital Technologies in the Assessment Process: Integrating Video Recruitment Interviews in the Undergraduate Management Curriculum at Leeds University Business School

PRESENTATION OVERVIEW FROM CONFERENCE PROGRAM

Julia Braham, University of Leeds

Since 2015 Faculty staff at Leeds University Business School have been encouraged to apply for additional student education funding (SEF) to deliver innovative forms of assessment using new and digital technologies. These funds coincided with a rapid growth in the number of undergraduate Management students at the Business School taking a core professional skills module with a learning outcome which states that students ‘will be able to articulate their skills in relation to their post graduate aspirations’. In previous years second year students were assessed via a face to face job interview comprised of a panel of academic staff, careers advisers and PhD students, however as student numbers increased this mode of assessment became unfeasible and time/cost intensive.

An application was made to SEF to purchase a commercial digital interview platform to explore whether Video Interviews would allow the Management Division to:
  • explore the cost effectiveness of using Video Interviews as a form of assessment
  • identify whether video interviews provided a satisfactory learning experience equivalent to face to face interviews
  • improve the competitiveness of our students by trialling a technology which is used increasingly by graduate employers for short listing purposes.
This workshop will take participants through the process of using video interviews in the assessment of a ten credit level two professional skills module. It will introduce participants to the advantages and disadvantages of this form of assessment seen from the module leader’s and students’ perspective and encourage participants to evaluate whether or not this technology could be integrated into their own delivery.

KEY WORDS

  • Internships and work placements
  • Interview skills
  • Digital recruitment practices
  • Digital assessment
  • New technologies
  • Personal and professional skills

 
 

BIO

Julia Braham, University of Leeds
Experienced tutor supporting the academic, social and career development skills of students in higher education. Appointed Head of Second Year Management at Leeds University Business School in 2015, responsible for the management and development of the student experience and personal tutor to second year management students. Teaches personal development modules to first and second year students, responsible for embedding employability initiatives within the Management undergraduate curriculum. Teaches contemporary business issues to international business students.

 

LINK TO PRESENTATION

Click here to view presentation.

 

SUMMARY

Overview

As the number of applications for graduate roles and work placements increase, employers are utilising innovative and efficient mechanisms in recruitment and selection. As educators we need to understand how to prepare students to compete successfully in these processes.  Using new technologies in assessment enable academics to manage large student numbers and gives students a competitive edge in recruitment and selection.   

Key Findings

  • New technologies can provide innovative ways of assessing learning outcomes
  • The space between education and employment creates useful opportunities for partnerships between course designers and employers.
  • Students are not as ‘digitally native’ as they are sometimes described.

Next Steps

Continue to use new technologies within assessment. Recognise that the speed of change means that gaming and artificial intelligence and other advanced forms of digital recruitment techniques are already being developed and that programme design and assessment needs to reflect the speed of this change.   

Implications to Career Education

Acknowledgement that the interface between education and employment is dynamic and that our work in preparing students for this transition needs to evolve and keep up.  

References

Anderson, P., (2017) Use of Video in graduate development. [03.04.17] AGR [online] [Accessed on 17.05.17]. Available from https://www.agr.org.uk/AGR-Blog/use-of-video-in-graduate-development#.WT_1HNy1uUk

Beagrie, S., (2015) Video Interviewing: The Future of Recruitment? [Online] [Accessed 12th September 2016] [Available from http://www.hrmagazine.co.uk/article-details/video-interviewing-the-future-of-recruitment]

Collins, R., (2017) A Game of Snakes and Ladders’?  Phoenix February 2017 [Online] [Accessed 12th June 2017] [Available from http://viewer.zmags.com/publication/997093f8#/997093f8/2]

Nelson, D., (2017) Video Interviews at Manchester Metropolitan University [online] Graduate Market Trends Winter 2017 HECSU Available from http://viewer.zmags.com/publication/8031907d#/8031907d/1

Preuss, A., (2017) 3 Graduate Trends [Online] AGR Blog [Accessed May 2017] [Available from

Willmot, P., Bramhall, M., Radley, K., (2012) Using digital video reporting to inspire and engage students [Online] Available from http://www.raeng.org.uk/publications/other/using-digital-video-reporting Case study also available at https://www.sonru.com/clients/case-studies/university-of-liverpool/

License

Digital Technologies in the Assessment Process: Integrating Video Recruitment Interviews in the Undergraduate Management Curriculum at Leeds University Business School Copyright © 2017 by Various Authors. All Rights Reserved.

Share This Book

Feedback/Errata

Comments are closed.