by Juliayn Scales on May 31, 2018
3.5 min read
Changing talent markets, the shift of power to candidates, and digitization in today’s business environment have reduced the success of traditional talent acquisition processes. Organizations are searching for new ways to adapt and interview more effectively and many are asking, "Is there a better way to interview?"
Changing talent markets, the shift of power to candidates, and digitization in today’s business environment have reduced the success of traditional talent acquisition processes. Organizations are searching for new ways to adapt and interview more effectively and many are asking, “Is there a better way to interview?”
Innovative technologies are enabling new ways to interview. SaaS interviewing platforms designed for global-enterprise hiring can solve the complexities of today’s TA, accelerate hiring, and contribute to smarter hiring decisions. These platforms often offer several integrated applications:
According to LinkedIn’s 2018 Global Recruiting Trends report, reinventing the interview is a major trend in global organizations this year. Recruiters and hiring managers who participated in the research indicated that traditional interviews fail in primary areas such as assessing soft skills (63%), understanding candidate weakness (57%), bias of interviewers (48%), and too long of a process (36%).
Given the fact that traditional interviews are no longer meeting the needs of modern businesses, it’s not surprising that 56% of participants in LinkedIn’s research rated new interviewing tools as very or extremely important. The focus on a better way to interview also reflects the recognition that modern candidates expect interactions of all types, including hiring, to be faster, simpler, flexible and more transparent.
Global organizations use interviewing platforms to transform their hiring process in addition to the way interviews are conducted. Some of the areas of greatest change include:
In the search for a better way to interview, some organizations have started doing more group and panel interviews. In panel interviews, one candidate is interviewed by several hiring decision-makers. In group interviews, several candidates participate in the same interview. Both approaches have their advantages for employers, especially in high-volume and campus recruiting scenarios. Interviewing technology can facilitate group and panel interviews.
Companies have also expanded types of interviews to job auditions and reverse-role interviews. With job auditions, candidates are asked to complete a small project like one they would do on the job. Depending on project complexity and time required, they may be compensated for the project. Job auditions provide deeper insight for candidates and hiring teams.
In a reverse-role interview, recruiters ask candidates to conduct interviews of the recruiter, hiring team members, and even each other. This approach, detailed in Fast Company, allows companies to see candidates from a different perspective.
Companies have tested a video interviewing approach by using in-house video conferencing and free chat tools. While these tools do provide near-immediate access to video, they are not an accurate representation of the advantages an interviewing platform provides. Because these tools are not designed for hiring, they can damage the candidate experience. With purpose-built interviewing platforms, global organizations can elevate hiring performance and quickly gain ROI.