by Melissa Bissing on August 15, 2018
3 min read
The capability of interviewing technology to help companies transform their candidate experience has made it a top 5 recruiting investment for employers.
Global organizations say candidate experience has become their top priority as they seek competitive advantage in today’s challenging talent market.1 The capability of interviewing technology to help companies transform their candidate experience has made it a top-five recruiting technology investment for employers in 2018.2
When organizations first began using video interviewing, adoption was driven mainly by its tactical advantages – time and cost savings. Today, companies invest in interviewing technology as a way to make their hiring process more candidate-centric. The stakes are high: 78% of candidates say the hiring experience indicates how a company values its people.3
As interviewing solutions have expanded from virtual live interviews to nearly all steps in the hiring cycle, their influence on the candidate experience has grown. New applications like on-demand interviewing give candidates and recruiters convenience and flexibility in the early stages of hiring. Automated scheduling simplifies the entire process. Integration of interviews and assessments streamlines the experience with fewer steps and different technologies.
The range and complexity of hiring needs with organizations has increased with the globalization of businesses. Where traditional hiring processes were rigid, hiring with video interviewing is more agile, making it possible for TA teams to configure the hiring process to match the role. For instance, the hiring workflow for a high-volume entry-level position could start with an on-demand text interview to prequalify candidates, then move to on-demand interviews and finally a live interview for shortlisted candidates. Hiring for a niche engineering role could start with a combined on-demand interview and assessment, then move to live panel interviews. In this way, the candidate experience can more customized to the role than ever before.
The candidate-centric nature of purpose-built interviewing technology solutions make them a strategic choice for companies interested in changing the way they hire. Nearly three-quarters (70%) of employers that participated in the Talent Board’s 2017 Candidate Experience (CandE) Benchmarking Program have invested in video interviewing to improve their recruiting.4
A faster hiring process is one of the first aspects candidates notice in an organization that uses video interviewing. The on-demand and automated scheduling applications increase organizations’ ability to respond quickly to candidates, so candidate wait times are reduced. Acceleration of speed to hire is a primary benefit to both candidates and employers since 66% of job seekers wait less than two weeks to hear back from an employer before they move on to another opportunity.5
The evolution of interviewing technology and the introduction of virtual recruiting assistants allows organizations to offer candidates an increasingly personalized hiring experience. For example, virtual recruiting assistants now interact with candidates to schedule all types of interviews. Using a conversational tone, these assistants find the interview time most convenient for the candidate in a fast, simple and pleasant interaction. Virtual assistants can also be tasked with sending reminders to candidates of their upcoming interview. Personalization is becoming an important differentiator for employers. It represents the next level of improvement in the candidate experience.