The sound of that whirring printer is missing. So is the buzz of faces, sounds, and conference tables. Life and work, as we know them, have changed. You still have to ensure that your company does not run out of talent when it needs the most. Maybe you cannot do some tasks, but you can still do some tasks in a new way – like video interviews in place of regular interviews.
Pause, Don’t Stop – Go for video interviews
Recruitment has to change its shape but the flow should not come to a dead-end. The life-blood of any business – skilled, competent, right, and passionate employees, has to keep throbbing.
But how? Many recruitment tasks can be undertaken with digital tools, but what about face-to-face interviews? How can you continue to test, explore, converse with, and find the right fit for jobs when everyone is locked in?
How about online interviews and video assessment tools? Otomeyt’s Duo_Code answer rings so right at this strange crossroad of continuity and change. Remote and online interviews equipped with creative and relevant features are arming smart HR leaders to keep their organizations ready and fit for the crisis and the times after the crisis.
Apart from ensuring that all aspects of a face-to-face interview are furnished in the virtual mode – like interaction, engagement, assessment, and conversation – these tools deliver a host of extra benefits:
1. Recruitment Yield
A common challenge for many recruiters is the paradox between a large hiring funnel and the shortage of time and money required. In virtual and online interviews, one can effectively shorten the size of the funnel by cherry-picking only the most-interested and most-fit candidates.
Plus, one can also increase the yield performance of these video interviews. Getting the right candidate through all the instruments that these interviews supply, an HR manager and recruiter can significantly improve the output of the interviews they conduct.
2. Check Bias and Achieve Compliance
In an age where discrimination is looked down upon – both by candidates and regulators; how about having interviews that pre-empt all possibilities of bias by using great programming and checks? How about having a solid structure and documentation that do not need any extra work on the part of the HR manager (as they are built in the solution) but can still be kept ready for compliance needs!
3. Engagement and De-Ghosting
Through a slew of tools that incorporate gamification, fit-checks, and culture-tests, recruiters can now ensure that a candidate stays involved and interested in the entire journey. It is also more fun and simple to assess the desired attributes in a candidate with virtual tools.
4. Assurance of Authentic Tests
Tools like Duo_Code help you see Video Analysis of every interviewee with a score that highlights violations of the interview rules. You can playback the interview and see if there was any deviation.
All these areas have been observed to be relevant challenges across the recruitment landscape.
Online Interviews: Multi-faceted solutions
As per a report from Dell Research’ The Evolving Workforce‘ that studied 8360 workers across 11 countries, over one half of the global workforce expresses a wish for ‘technology and the Internet to allow it to do business in different ways – as reported by 55% here. A 2019 survey (HR Duo) of 100 CEOs and HR Managers also reveals that 69% of respondents find it difficult to recruit staff, and face the issue of applicants not being skilled or experienced enough to fill the position (44%).
The reasons are similar – candidates lack the required skills/experience (35%), and there is competition over candidates (28%). As per a GRID Report 2020, when given a pool of 25 choices, nearly half of respondents – recruitment industry peeps – cited the talent shortage as a top-three challenge for 2020.
So technology is not a differentiator but a hygiene factor of sorts now.
HR managers have to continue to find the right candidates when they cannot meet them in face-to-face interactions. How? Embrace something that not only replaces the in-person interview but also makes the interview more cost-effective, time-effective, and workforce-savvy. It’s time to invest in online assessments and online interviews seriously. Switch to the right tools today. The better ones. The printers can rest.
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