Changing talent markets, the shift of power to candidates, and digitization in today’s business environment have reduced the success of traditional talent acquisition processes. Organizations are searching for new ways to adapt and interview more effectively and many are asking, “Is there a better way to interview?”
Technology Supports a Better Way to Interview
Innovative technologies are enabling new ways to interview. SaaS interviewing platforms designed for global-enterprise hiring can solve the complexities of today’s TA, accelerate hiring, and contribute to smarter hiring decisions. These platforms often offer several integrated applications:
Candidates use the interviewing platform to record their responses to job-specific questions via video or voice-only. Advanced platforms also feature text-based interviews typically used for pre-qualifying candidates. Advantages of an on-demand application include increased efficiency and speed in hiring for organizations, and a fast, simple and convenient interview for candidates.
Recruiters and entire hiring teams connect with a candidate in a live virtual interview. Live interviews can be video or voice-only, and like on-demand interviews, can be conducted via smartphone, mobile device and PC. Advantages of this type of application include a more convenient dialogue for candidates and recruiters that can happen sooner in the hiring process, with less overall time required.
Some interviewing platforms offer automated interview scheduling, which supports a better way to interview by making it possible for recruiters to engage with a higher volume of candidates in less time. This application also helps TA teams respond to candidate expectations for a digital experience.
Integrated interviewing and assessments:
Some interviewing platforms combine interviews and assessments to improve efficiency for hiring teams and deliver a better candidate experience. It’s important to check that the assessments offered are validated and proven.
Reinventing the Interview: A Major TA Trend
According to LinkedIn’s 2018 Global Recruiting Trends report, reinventing the interview is a major trend in global organizations this year. Recruiters and hiring managers who participated in the research indicated that traditional interviews fail in primary areas such as assessing soft skills (63%), understanding candidate weakness (57%), bias of interviewers (48%), and too long of a process (36%).
Given the fact that traditional interviews are no longer meeting the needs of modern businesses, it’s not surprising that 56% of participants in LinkedIn’s research rated new interviewing tools as very or extremely important. The focus on a better way to interview also reflects the recognition that modern candidates expect interactions of all types, including hiring, to be faster, simpler, flexible and more transparent.
Improvement in the Interview Process
Global organizations use interviewing platforms to transform their hiring process in addition to the way interviews are conducted. Some of the areas of greatest change include:
- Process speed and data flow – By automating administrative tasks in hiring and making it possible for candidates and recruiters to connect virtually, interviewing technologies increase hiring cycle speed as well as the amount and rate of data flow in the process.
- Candidate engagement and communication – Interviewing technologies enable digital candidate engagement that is immediate, with technology candidates already have in their hands. Candidates’ desire for progress updates, a long-time pain point for TA teams, can be managed both easily and well without a large increase in recruiters’ time.
- Recruiter-hiring manager collaboration – Convenient and more frequent communication enabled by interviewing technology strengthens recruiter-hiring manager relationships. Higher levels of collaboration can lead to better hiring results.
- Introduction of artificial intelligence (AI) – Advanced interviewing solutions have started leveraging AI technologies to improve hiring. Some technologies like facial recognition used in interviews are not well-proven. However, others focus on helping recruiters by handling administrative and repetitive tasks. With this type of assistive technology, TA teams can make progress against hiring metrics without risk to their candidate experience.
Are There New Types of Interviews?
In the search for a better way to interview, some organizations have started doing more group and panel interviews. In panel interviews, one candidate is interviewed by several hiring decision-makers. In group interviews, several candidates participate in the same interview. Both approaches have their advantages for employers, especially in high-volume and campus recruiting scenarios. Interviewing technology can facilitate group and panel interviews.
Companies have also expanded types of interviews to job auditions and reverse-role interviews. With job auditions, candidates are asked to complete a small project like one they would do on the job. Depending on project complexity and time required, they may be compensated for the project. Job auditions provide deeper insight for candidates and hiring teams.
In a reverse-role interview, recruiters ask candidates to conduct interviews of the recruiter, hiring team members, and even each other. This approach, detailed in Fast Company, allows companies to see candidates from a different perspective.
Transitioning to Better Interviews
Companies have tested a video interviewing approach by using in-house video conferencing and free chat tools. While these tools do provide near-immediate access to video, they are not an accurate representation of the advantages an interviewing platform provides. Because these tools are not designed for hiring, they can damage the candidate experience. With purpose-built interviewing platforms, global organizations can elevate hiring performance and quickly gain ROI.