Pre-Flight A/V Checks: Stop Interview No-Shows at T-5

Implement pre-flight A/V checks because interview-day failures create unlogged exceptions that break SLAs and weaken identity gating. The high-stakes failure mode is consistent: device permissions, corporate VPN policies, browser updates, or last-minute device switching. The operational damage is not the troubleshooting time. The damage is the reschedule and the workaround. When the workaround becomes "dial in" or "we will count this as a pass," you create three downstream problems you can measure: - SLA drift: time-to-interview and time-to-offer variance increases because reschedules are not evenly distributed. - Evidence gaps: audio/video artifacts are missing or incomplete, so scoring is not evidence-based. - Fraud surface area: proxy interviewers benefit from confusion and channel switching. External indicators suggest this is a material risk in remote hiring: Pindrop reports 1 in 6 remote applicants showed signs of fraud, and Checkr reports 31% of hiring managers have interviewed someone who later turned out to be using a false identity.

Solve pre-flight as a workflow control, not as a support FAQ, because the failure spans multiple systems and owners. ATS and point vendors typically optimize their own step. Pre-flight requires coordination across scheduling, interview access, identity checks, and evidence capture. That coordination is exactly what legacy stacks do not provide. Common failure patterns: - Sequential checks: A/V issues are discovered only when the interview starts, forcing a reschedule waterfall. - No event logs: failures are discussed in chat but never written back to the ATS with timestamps and reason codes. - No unified evidence packs: you cannot reconstruct what happened across tools without manual forensics. - No SLAs: exceptions sit in someone's inbox, and the candidate is the one who experiences the delay. - No rubric discipline: when the session is compromised, teams still score from memory, which increases variance and weakens defensibility.

Assign ownership explicitly so failures route into a review-bound queue instead of ad hoc troubleshooting. Use this division of responsibility as the baseline: - Recruiting Ops owns the workflow, templates, and SLAs. - Security owns identity gate policy, step-up verification rules, and audit policy. - Hiring Manager owns rubric discipline, scoring completeness, and decision thresholds. - People Analytics owns instrumentation, segmented risk dashboards, and time-to-event reporting. Sources of truth should be unambiguous: the ATS is the system of record, and all pre-flight outcomes must be written back as immutable events.

Run pre-flight as an instrumented workflow with a gate, triggers, and evidence, because "tested earlier" only matters if it is logged and enforced. Model it like access management: you do not grant privileged access to an interview room until the candidate passes basic readiness checks and identity gating requirements. Minimum viable operating model:

IntegrityLens fits as the ATS-anchored control plane that ties pre-flight readiness to identity gating and audit-ready evidence packs. It enables: - Biometric identity verification with liveness detection, document authentication, and face matching before the interview becomes a privileged step. - Fraud prevention signals that flag proxy patterns and deepfake risk for step-up verification instead of last-minute improvisation. - Immutable evidence packs with timestamped logs, reviewer notes, and tamper-resistant feedback linked to the candidate record. - AI screening interviews and technical assessments that can be sequenced only after pre-flight and identity gates pass. - Zero-retention biometric architecture options for environments that require minimized biometric storage footprints.

Avoid these patterns because they create unlogged alternate channels that proxy interviewers exploit: - Allowing phone dial-in or audio-only as a default fallback without step-up verification and a logged exception. - Letting candidates switch devices at the last minute without re-running identity checks and updating the evidence pack. - Scoring interviews that had compromised A/V as if they were complete evidence, instead of forcing a reschedule or degraded-evidence rubric.