Automated interviews are the future. Here’s why.

The way we work is changing rapidly. More people are working remotely, collaborating with multiple companies simultaneously and starting companies themselves. Fewer people work for one company, under one roof, for decades.

As a result, expectations have changed. Candidates don’t want to submit résumés and cover letters, wait for weeks to hear back and then go through a series of boring face-to-face interviews. Most employers don’t really want to do that either. It’s slow, painful and inefficient.

Fortunately, technology now makes to possible for employers and candidates to interact in a way that is much smoother and faster, while still maintaining a human touch. Let’s break this down…

Here’s what employers typically care about:

  1. Attracting quality candidates, and giving them a good experience.
  2. Accurately predicting how will do a great job and contribute to the team.
  3. Doing 1 and 2 as quickly and easily as possible.

Here’s what candidates typically care about:

  1. Getting a chance to prove themselves instead of being arbitrarily disqualified based on their background.
  2. Knowing what to expect from the hiring process, and where they stand.
  3. Being treated with respect, and being notified quickly if they didn’t get the job.

Some people think technology makes things less personal. However, if used correctly, technology can make the recruiting experience more personal. First, technology can help both employers and candidates get more insights on each other quicker, and understand each other better. Second, technology eliminates time wasting, making everyone feel better. As a result, more time can be invested in meaningful, human interactions between employers and candidates at the pointy end of the process.

This is what a modern hiring process looks like:

  • A mission-driven job description, focused on activities and including an employer video.
  • An character-based, automated interview that every applicant gets a chance to do immediately after applying.
  • A skills-based, automated interview for a small number of candidates.
  • Live discussions with the top one or two candidates.
  • An offer within a week of launching the job.

So what’s an automated interview, and what’s so special about it? Simple. for candidate’s the main objective when applying for a job is to get an interview. So why not give them that opportunity? Only instead of meeting every candidate face-to-face, which is not feasible, or screening people out, with automated interviews you can interview everyone, automatically. Candidates can respond to a series of questions in their own time, when it suits them. And you can view the responses when it suits you,or even have them graded automatically. Then, you can spend more time with the people who best suit your requirements.

Here are three situations that really suit hiring using automated interviews:

#1 – Remote Hiring

Increasingly, we’re collaborating with people don’t live in the same place as we do. Or, perhaps they live in the same location but intend to work remotely. Either way, less time is being spent in the office, and smart companies are taking advantage of an increasingly global, mobile and on-demand workforce.

If you limit yourself to meeting people in-person, you’ll limit your candidate pool. You’ll also be sending a message to the market that you’re a bit old-school. Is that what you want?

With automated interviews, you can easily find out whether, and how, each candidate can do the job, regardless of location and without wasting time.

#2 – Hiring at Scale

Screening people based on their backgrounds is flawed because the focus tends to be on people who do a good job selling themselves, or come from fortunate backgrounds. Time is then wasted meeting the wrong people, while the hidden gems get unfairly left out of the process.

This problem gets worse at scale. How can you screen 500 applicants? What about 5,000?

Automated interviews remove the need for screening altogether. Candidates can elegantly, and automatically, glide through the funnel. You can set the parameters for progression, and only the best performers at each stage will progress to the next. Some candidates will even opt out when they realize they’re not a good fit or don’t have the requisite skills.

#3 – Predicting Performance

If you want to validate what someone has done in the past, conduct a face-to-face interview and go over their résumé. If you want to predict how someone will perform in the future, use an assessment.

That’s what an automated interview really is. It’s a way to test skills and attitude using on-the-job tasks. You can ask candidates to design an onboarding low, respond to a customer scenario, write a blog post, do an Excel test or coding challenge, write a customer email or complete a puzzle.

Automated interviews will help you understand how candidates do the tasks that matter to you most for the job you’re trying to fill. Technology makes it easy to create those tasks, and see how candidates complete them.

Use Automation to Deliver a Better Experience

You can automate parts of your hiring process without compromising your candidate experience. In fact, the time saved, and real-time insight delivered, will improve the experience significantly. You can customize all your messaging to suit your company’s tone and immerse candidates in your brand.

Most candidates don’t want to waste time having lots of meetings or phone calls. Neither do you. You shouldn’t be afraid to use technology to deliver a new kind of hiring experience. One that is faster, more fluent and much fairer.

Automated interviews will help you do this.

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