Automated one-way interviews have come a long way since their inception and are seeing a steep adoption in the recent past. All the success is purely attributed to the mere simplicity and the never-ending list of benefits they provide. In this article, we try to elaborate on the dos and don’ts in the automated interviewing process. This a to z recruitment solution is one of the best ways to get your hiring game on.
6 Use Cases of Automated One-way Interview in Hiring
1. Hiring is made faster
Candidates really want that job and hence you can never say no to them expressing their intent during a conversation. For instance, a regular phone interview might take 30 minutes per candidate on average. This makes 5 hours for 10 candidates.
The same candidate screening will be cut down to 50 minutes with the help of an automated one-way interview. Such is the power of video and several attached features that come along with it. With integration to the talent acquisition platform, recruiters can save up to 84% of their time which can be better put into other human resource activities.
2. Spending more time on better candidates
Solid impressions are made in the first 7 seconds. For some job roles such as strategy, a recruiter might want to test the candidates on how spontaneous they are, or for a recruitment sales director role, you might want to assess the presentation skills of the candidates. These skills can be assessed in the first few seconds of the video. In a video submission, one can refer to it multiple times based on their interest in a certain candidate or skip them in the first few seconds itself. This significantly improves the recruiter’s experience and recruitment budget while saving a ton of time.
3. Improved collaboration between recruiters and hiring team
Any corporate recruitment firm, small or big will have human resource professionals continuously engaged in various activities. In such a scenario, a video interview will help the recruiters collaborate with the hiring managers even while the hiring managers are remotely working on a different assignment. This will help them overcome the underlying biases in the decision and let them stay on the same page.
4. Eliminating the geographical barriers
This is yet another reason why one-way video interviewing ranks high on convenience. We are getting closer every day a new digital transformation in recruitment which makes our distance disappear. Candidates apply to their dream company but for some reason, they would not be able to attend an interview. This can be due to geographical constraints or the recruit totally might be in a different time zone. Automated interview bridges this gap on either side and lets both the recruiter and candidate have a meaningful conversation without actually having to meet each other.
5. Invoking the smart recruiter
With end-to-end recruitment platforms such as TurboHire, the one-way video interviewing had become much more accurate and meaningful. Before the video interview stage, TurboHire’s intelligent platform gives AI-based candidate recommendations only gives right fits cutting down significant time in profile matching. Enhancing this further, the post video interview stage is also powered by an intelligent evaluation set-up. Now going smarter is just a step away.
6. Improving Return-on-investment (ROI)
Irrespective of what the mode of the interview is, recruiters are always bound to look for better candidates. But besides getting better candidates, if you can also double your performance in doing it, would you say no? A one-way video interview can significantly bring down the recruitment cost by 50%. Additionally, it has become a recent trend among recruiters to equip their needs with a total hiring solution. This is further pushing the cost-saving to 75%. Now this what we call recruitment process optimization.
Bonus read! What is Automated one-way interviewing?
Top 7 Do’s in Automated One-way Interview in Hiring
1. Choose a quiet and well-lit room
While it is accepted that a candidate is in their comfort zone responding to the pre-set questions, they are highly recommended to set the tone of the environment with the help of a good background that is free of noises and disturbances.
2. Dress appropriately
An automated/ asynchronous doesn’t guarantee that the selection is free of human intervention. Although the one-way video mode makes the jobs of the recruiter easier, one cannot easily dismiss the power of the first impression.To ensure an exceptional recruitment experience it is important to follow these codes.
3. Eye contact with the candidate
Make the recruiter spend a little more time in your submission than others. An easier way to do that is to make the video more like a conversation which is easily possible by looking at the camera as much as possible. The eye-level if set to the camera, it creates an impression of a real conversation.
4. Sound, microphone, and camera check
Before you enter the video interview, the platforms will check the video, audio, and network quality in order to assure that you can safely proceed with the one-way video interview.
5. Run a technical test well in advance
With platforms like TurboHire, utilize the demo feature before giving the actual interview. Running a technical test of the software and the device you are planning to use for the video interview will greatly help you make alternate arrangements well in advance.
6. Be wise with your words
It is advised to maintain proper etiquette with the candidates. It is to be understood that the one-way video interview plays a serious role in shortlisting for the next rounds. Even the slightest discomfort to the recruiter may prompt them to skip your submission as the primary choice of them choosing to interview asynchronously is to save their time.This allows for a data driven recruitment process.
7. Keep track of time
Ensure that you complete your answers before submitting them. Avoid taking long pauses between two questions as it may affect your efficiency. Avoid using search engines while attending the interview. The slightest hints you give on-screen will greatly affect your score and subsequently the chances of selection.
Top 5 Don’ts in Automated One-way Interview in Hiring
1. Control the applications
Close unnecessary tabs and applications. Besides slowing down your video connections, some background notifications may interrupt your answer and make it impossible to pick up the pieces for the interviewer.It also helps conduct an agile recruitment process.
2. A poor internet connection
A poor signal could cause interruptions and miscommunication. If you’re using a wifi connection, try moving your devices closer to the router and if there are other devices and users connected, ensure they don’t take up much bandwidth during your interview.
3. Let others into the video
It is understood that a candidate is in a home setting due to the geographical constraints for the interview. But, make sure nobody else is around or behind you. It can be unprofessional or distracting for the recruiter. In unavoidable circumstances, try using the re-upload option.
4. Turn off the video
Some candidates do have a concern that giving out their racial insight might make the recruiters biased. Not to forget, it is an untold norm from the recruiter, wanting to see the person whom they are going to invest in. Besides being recruiters’ wish, it is also totally legal and acceptable.
5. Cause any distraction
Sitting in a loud setting or odd environment will make you less intelligible and shift the interviewer’s focus away from the candidate. Similarly placing the device on a shaky surface such as laps can also possibly distract the interviewer’s focus.
How To Screen Candidates with Automated One-way Interview?
Before proceeding with the final interview round, using an automated one-way interview where candidates record their answers for introductory questions is an effective way of candidate screening as this will save the recruiter’s time organizing and reorganizing the interview sessions. Also, the recorded answers can be viewed by the recruiter/interviewer multiple times to come to a final decision of moving the candidate to the next stages of 1:1 interviews
In this round, instead of asking only general questions, you can ask situational or behavioral questions for a better understanding of the candidate. This will save the recruiter’s time and increase candidate experience, which is a win-win.
