Interviews are the turning point for any recruitment cycle. It is here that significant decisions about a candidate’s appropriateness for a job requirement are taken. It is here where bias or assumptions can creep in. During this part, a candidate makes a powerful impression of the organization – one that she/he will share widely when she/he steps out of the room. This impression can be good or bad, depending on the interview experience.
So is it not a challenging walk on a rope? The recruitment team has to make the right choice based on the information drawn in this step. But, it has to avoid making costly mistakes – about wastage of time, poor selection, brand perception, and attrition.
One of the Mettl surveys showed us that 74 percent of organizations said talent acquisition was still a challenge for them.
- 78 percent struggle with finding quality,
- 38 percent with managing hiring drives
- 36 percent with an assessment of job-fit,
- 18 percent with high early attrition, and
- 30 percent with low offer-to-joining ratio.
Now, what if the word ‘digital’ joined the interview room in such a challenging scenario? In digital interviews, the candidates are given a set list of questions and their answers are recorded on camera. Digital interviews are becoming increasingly common in the hiring world, especially for first-round or screening interviews, saving tons of time for recruiters. Do not assume that this would mean a simple change of physical to virtual – it will mean so much more.
- Digital interviews can be designed with special consideration to the job in question, with ready-made templates, with purpose-built questions, and with attention to nuances.
- In a digital interview, a lot of the legwork has already been taken care of during the initial stages or by bots and automated features.
- This makes the interview very focused on critical areas that matter. It brings the interviewer and candidate in a different energy realm – there is a sharp focus, there is a depth to the interaction, and there is a lot of feedback information.
- Such interviews, of course, can be executed in a cloud model- simple, flexible, and accessible from anywhere.
- Digital interviews save a lot of cost and time – for both employers and candidates.
- These interviews bring a new element of personalization, which was hard to achieve in traditional interviews.
- Digital interviews also help to optimize testing and assessment while allowing multiple experts to contribute from different regions and areas of expertise.
- They are great tools to enhance transparency, fairness, integrity, inclusion, and diversity in the recruitment exercise.
Talent acquisition is moving away from traditional methods of identifying top talent – this includes face-to-face interviews and resumes. The trend is moving towards something more tangible and result-oriented, while also being an objective and accurate testing method. It found that AI and big data are changing the way candidates are sourced and assessed.
The world is embracing technology with new enthusiasm. Why not with interviews? An interview is always a conversation. It need not be boring. It can be a collaborative chat where a recruiter learns a lot about a candidate and from the candidate – and vice versa. But to remove the monotony, fatigue, and shallow-level focus of traditional interviews, it is necessary to have the right tools in place. This can be done by finding solutions that match automation, intelligence, and efficiency well.
Digital interviews when used with AI-powered tech assessment tools like Oto_Code can help talent acquisition heads to build smarter tech teams much faster. The tool checks code quality, scalability, and performance with absolute accuracy and helps them make data-driven decisions and minimize bias to a great extent.
Such advanced tools will help talent acquisition heads match your organization and the right candidate well.
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