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6 min read

You Should Interview Everyone (Seriously)

Think you know the right candidate for a job, and that you can easily differentiate them from other candidates based on resumes alone? You’re already making your first hiring mistake.

Writing a resume, sending a cover letter, and being appealing on the phone or in email are skills in their own right. These skills don’t tell you much about how well an applicant will actually do on the job. Even with an in-person interview, you could be hiring the wrong candidate.

Automated hiring offers a cleaner screening process that ensures qualified candidates don’t slip through the cracks. Rather than screening potential hires yourself, hiring software is able to automatically interview everyone and really assess their true skills. Here’s what you need to know about how Inbound Hiring helps you find the right person for the job.

The Case of the Skilled Introvert

Today’s traditional hiring process does little to assess for skill on the job. Instead, it tests which candidates are able to put together resumes, write compelling emails, and be likable for an hour or so in person. These skills are useful, to be sure, but they’re actually the least important skills at most jobs — unless you’re hiring a resume writer or communications professional.

Consider a hypothetical job applicant, Bill. Bill’s looking for a job as a computer programmer. He’s one of the most respected and skilled programmers in his industry. He’s won awards and earned an enviable reputation at every company he’s been employed by. Bill, however, is an introvert. He’s shy at interviews, uncomfortable promoting himself, and concerned about hassling prior managers for references. He loathes resumes.

Bill’s resume is a terse list of job duties. It’s boring, uninspired, and goes quickly in the trash. Even if Bill makes it to an interview, he’s not great at talking about himself, so he rarely gets the job. His emails are dull and to-the-point. And because he doesn’t want to burden his managers, his references are unhelpful or nonexistent.

Yet Bill is far more qualified than every other applicant. Today’s hiring culture betrays Bill, and the companies who need him. But automated interviewing ensures that Bill gets interviewed, and that he is fairly compared to his peers. With an automated Inbound Hiring process, Bill will actually make it to the final round of interviews, and may be hired.

Hiring Software Gives Everyone a Chance

With automated interviewing, every candidate is automatically advanced to an interview, rather than having their resume screened first. Then, each candidate goes through a consistent interview process that asks everyone the same questions, testing out their skills and qualifications in the same way. Because it’s consistent and automatic, everyone who applies get a fair shake at the role.

This process does much more than just ensure that highly skilled introverts like Bill get a chance. It also corrects for bias. You might think you’re not biased, but research says we all carry unconscious biases with us. Orchestras that use gender-blind hiring, for example, suddenly find they have more qualified female players than ever before.

Automating interviews corrects for bias in a similar way, helping ensure you’re not so taken in by an applicant’s charm or appearance that you forget to check their references. It gives an awkward but highly skilled person a chance. It can even help you avoid claims that you discriminate against certain groups, since automated interviewing is blind to identity. By interviewing everyone automatically, it lessens the chance that you’ll be accused of bias against any group during the hiring process.

Save Time and Money

Corporate culture, whether it’s a small mom and pop shop or an international conglomerate, is a strange thing. Businesses love to talk about innovation and forward momentum, but when they actually get a chance to revolutionize their culture by trying something new, they can become strangely resistant. Corporate culture can suffer from inertia, and this inertia undermines your ability to do better, faster, less expensive work.

So we get that you might be reluctant to try an automated process. After all, what if it fails? Try asking yourself a different question: what if it succeeds?

For many businesses, automated hiring may seem like an interesting way to approach the problem of hiring, but it all comes down to one question: what’s the ROI? Luckily, interviewing everyone automatically actually save your business time and money. Automated hiring isn’t just a better way to vet candidates, it’s also a much faster way to do it.

For example, at Vervoe, our software offers an average timeline of just four days to a new hire. That’s a low stress, low-cost, and low-stakes process. It’s hard to say no to something that offers such massive time savings. You no longer have to waste weeks on the hiring process, only to find a candidate has accepted a position elsewhere.

Hire the Right Candidates

Automated hiring might sound like a great way to save time and money, but it’s useless if it doesn’t get you the right candidate the first time. After all, every failed hire costs you money. Hiring should be about more than putting the right words on a resume. Every job demands specific skills. The automated hiring process screens for skills — not resume-writing or snazzy dressing. This allows us to help you find the perfect candidate, every time. Consider the following:

  • The standard hiring process can cost several thousand dollars per applicant. That’s money you’re effectively throwing away if the applicant isn’t a good fit.
  • An applicant who isn’t good at the job can do virtually limitless damage, costing you vital business and key clients.
  • Firing an employee can be costly, and depending on your contracts, may take time.
  • The time you put into hiring, from screening applicants to writing job descriptions, is lost time and money. Consider the tasks you’re neglecting, and the revenue they could bring to your company. That’s the real cost of managing hiring on your own.

Because Inbound Hiring is an incredibly efficient method of screening candidates, the risk in the hiring process is actually lessened. By saving money, time, and assessing candidates more objectively, you can be sure that you’re hiring the right candidate.

Don’t waste any more time on an employment screening process that’s as outdated as it is time-consuming. Automated hiring is the wave of the future. It’s time to ride that wave to more money, better workers, and less stress on the job.

Omer Molad

Omer Molad

Omer Molad is a visionary entrepreneur leading the charge in revolutionizing the hiring landscape as the Co-founder and CEO of Vervoe. With a diverse career spanning roles in corporate finance at the National Australia Bank and service in the Israel Defense Forces, Omer brings a wealth of leadership experience to his role. Driven by a passion for innovation and a commitment to excellence, Omer co-founded Vervoe to address a common pain point in hiring processes - the mismatch between candidates' skills and their real-world performance. Through Vervoe's AI-powered skill testing platform, Omer has helped countless companies streamline their hiring processes and identify top talent efficiently. Outside of his role at Vervoe, Omer actively mentors entrepreneurs and contributes to the entrepreneurial community through organizations like Startup Grind and Inspiring Rare Birds. With his strategic vision and dedication to merit-based hiring, Omer is reshaping the future of recruitment.

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