How You Can Modernize Your Approach to Job Interviews

How You Can Modernize Your Approach to Job Interviews

by Melissa Bissing on August 16, 2019

3 min read

Use the following questions to conduct an audit of your process and identify where you need to modernize your approach to job interviews.

Rejected job offers. High candidate drop-off. New hire turnover. Outdated job interviews can lead to poor outcomes like these in talent acquisition. If you’re trying to solve serious hiring challenges, being able to modernize your approach to job interviews could be a strategy that pays off big. Use the following questions to conduct an audit of your process and identify where you need to revitalize:

Who you are interviewing?

Whether you’re facing an issue of too many candidates or too few, the answer to this question should almost never be “all applicants.” As a recruiter, creating personal connections with candidates is the cornerstone of making great hires. It’s important to focus early on the candidates with the most potential and spend your relationship-building time with them. Text interviewing is an effective way to filter your applicant pool for individuals who do and do not meet basic job requirements, like a certain license or certification or the ability to work certain shifts and holidays. Use an AI-enabled recruiting assistant to move qualified candidates forward automatically to the next step in your process while you concentrate on getting to know high-potential candidates.     

What’s the right type of interview?

In some instances, phone screens or in-person interviews are still the best way to evaluate your candidates. However, with today’s AI-enabled interviewing platforms, you have those options and many more, so you can tailor your job interview and workflow to your hiring scenario. Here are a few ideas:

  • For call center and other high-volume hiring, use an on-demand voice interview to assess phone skills and allow candidates to complete the interview at their convenience. You review recorded job interview responses more efficiently and move candidates through your hiring process faster.
  • For candidates who may be working a range of shifts (think nursing, manufacturing and trucking), invite them to an on-demand video interview. They complete their job interview on their time from any location, and you immediately get their recorded responses to job-specific and soft skills questions. On-demand interviews are also effective for entry-level hiring and campus recruiting.
  • In hiring for C-suite and upper-level professional positions, a live interview may be most appropriate. Enhance the experience for your candidates by eliminating the travel and conducting job interviews sooner with a live video interview. Live interviews give you the option to bring multiple hiring stakeholders into the meeting and record for future viewing.

With all of these options available, you can build the job interview and process that’s going to be most effective for the position(s) you need to fill.

How are you inviting candidates to interview?

Phone calls to schedule interviews may seem like a great candidate touchpoint. The fact is, when it comes to scheduling interviews, candidates prefer a fast, simple and digital scheduling experience. Fortune 500 healthcare company HCA tested this premise and earned higher candidate response rates with automated scheduling.  

“Our pilot showed that candidates actually prefer just getting the text invite to schedule their interview rather than a call by a recruiter first. That data helped us change our recruiters’ mindsets and improved adoption by our team,” says Kelly Furbee, HCA’s Vice President of Talent Acquisition. Get the details and the metrics in the video case study.

What are candidates doing in the interview?

Activities that happen in job interviews have changed in two specific ways:

#1. Many TA teams now use combined interviews and assessments to generate data that helps inform hiring decisions, and also to streamline the candidate experience.  

#2. Candidates expect more opportunities to ask questions and get answers that will help them make their decision. To meet this expectation, you’ll need to either streamline your questions or allow more time for interviews. It can also take more preparation on your part to make sure you can provide more detailed information to candidates’ questions about the employment experience.  

Where do your hiring managers come in?

Traditionally, hiring managers were involved mainly with the in-person interview. As modern hiring has become more collaborative, TA teams are bringing hiring managers closer to the process – efficiently – using advancing interviewing platforms.  For example, recruiters can forward the recorded on-demand interview responses and assessment data to hiring managers for their review anytime, anywhere. They may ask hiring managers to record the questions in the on-demand interview, giving candidates more insight into the employment experience. With live video interviews, hiring managers can meet and woo high-level candidates with less delay. These advances are transforming job interviews from an uncomfortable meet-and-greet to an opportunity for deeper learning and evaluation on the part of both hiring teams and candidates.  

When it comes to job interviews, the status quo won’t earn you the workforce of the future. Learn more about the risks of outdated hiring and why it makes sense to modernize your approach to job interviews with AI-enabled interviewing technology.

Getting a handle on artificial intelligence in hiring - modernize your approach to job interviews