Recruitment and hiring have changed in the last few years, and technology is the key driver. This change is led by virtual interviews as these can be scheduled swiftly and are also easily manageable for companies and candidates. As, more and more sectors in the society embrace the digital change, virtual interviews have turned out to be one way which firms that seek to employ the most suitable candidates can embark on.
In this blog, we will focus on virtual interviews, the reasons for their growing popularity, and the impact that they have on the selection process.
Virtual interviews use videoconferencing and other IT technologies to allow the immediate interaction of recruiters and applicants. Though the idea was present before the pandemic, it gained much popularity during the COVID-19 period when physical interviews were impossible. At present, virtual interviews are not only a requirement but also a competitive advantage for companies that want to improve their recruitment procedures.
Use of virtual interviews gives the following benefits to organizations and candidates:
Virtual interviews make the recruitment process easier because it provides the candidates who cannot physically attend interviews the possibility to do so over distance, time or disability.
Virtual interviews also use scheduling tools and automated systems to shorten the time taken to make a hire. It enables recruitment officers to interview more candidates in one day, than they would on other methods.
Companies do not have to pay the travel, venue, and other such costs that are paid during face-to-face interviews. This frees candidates from having to travel a few hours for interviews or to move to a new city for an opportunity.
Virtual interviews are less stressful to candidates and they can attend them from the comfort of their homes. This can help decrease the level of stress and enhance the interview outcomes.
New-age virtual interview tools have added features such as sentiment analysis, instant feedback, and skills testing to help recruiters get to know their candidates better.
While virtual interviews have revolutionized hiring, they also come with challenges that organizations must address:
These kinds of issues like bad network, faulty software, or irritable devices are also very much annoying to the interviewers as well as the interviewees.
Virtual interviews give the employer a chance to get to know the candidate, but on the other hand, lack of nonverbal communication and personal touch may influence the candidate’s assessment.
Data privacy and protection are a big issue with sharing candidate information on social media sites. The collected data should be protected with secure tools available for organizations.
AI-based systems may have some form of bias in their assessments. Organizations must ensure that the tools they use are standardized so that they can give accurate results.
Technology is associated with the development of virtual interviews. Here are some innovations shaping the future of hiring:
These tools can evaluate the candidates’ answers, measure the level of their communication, and even estimate the candidates’ future work performance. These features help recruiters make the right decision while minimizing the time and effort required to do the work manually.
AI-integrated scheduling systems reduce the chance of having to exchange emails to find a suitable interview time and instead give candidates a list of available time slots.
The real time analytics of some of the platforms lets the interviewer modify the questions or explore a particular topic further during the interview.
Hiring in the future will be virtual reality. The immersive VR interviews are realistic, then employers can assess candidates in a simulated working environment.
Modern technologies can estimate candidates’ confidence, motivation, and speaking manner to supplement the assessment of their verbal answers.
Virtual interviewing has become the new normal, and here are the best practices for conducting virtual interviews. To ensure the success of virtual interviews, organizations should follow these best practices:
Use strong and reliable systems to avoid technical lapses that hinder the process. Make it easy for the candidates to use across different devices.
Recruiters and candidates should also try to check their devices, connections, and platforms a few minutes before the interview. If the teacher gives clear instructions beforehand, it helps to prevent problems at the last minute.
Interviewers should ensure they perform the sessions in quiet rooms with good lighting to avoid inconvenience. Backgrounds should be plain and not create any form of distraction.
Explain the structure of the interview, its length, and any instruments or evaluations that will be applied. It is helpful for candidates to be well-prepared.
Try to engage the candidates by asking some questions and making eye contact even though it is through the camera. This also makes it easier to build a relationship.
The use of virtual interviews is one of the most critical steps in the development of remote hiring. Companies can use state-of-the-art tools and procedures to increase productivity, decrease expenses, and acquire the best employees while providing a smooth and positive candidate experience. However, the emerging difficulties can be seen as future opportunities for innovation and development, and this is why virtual interviews will always be a significant part of the recruitment process.
Want to be ready for the future of hiring? Check out the newest innovations that can help you improve your recruitment process right now!
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