Technology is transforming talent acquisition rapidly. Some technology applications are gimmicks and some provide a real benefit and a return on investment.
While a remote interview delivered via the internet does provide some convenience and cost savings, it’s really no different in substance than a live interview. In fact, there are potential downsides of the remote interview as well. For example, if a third party is conducting the interview, the quality of the interview will not be as good as using your own internal managers/recruiters that are best familiar with your company, its culture and its value proposition.
But you still need to ask: Where is that initial interview in your overall process?
Applicant tracking systems (ATS) were built to manage the job posting but are now expanding to deliver assessment questions, publish job descriptions and much more. As a result, many companies are ending up with an online application process that is cluttered, and requires too much information from the job seeker. In turn, many quality candidates drop out of the process because it’s requiring the job seeker to sift through too much information and provide too much detail in order to show interest in the job.
Technology is needed to transform the talent acquisition process versus simply improving an existing process. It can replace the first interview, saving companies significant resources and provide so many additional benefits than the traditional interview and/or “fill out this application.” Technology is necessary to change the way information is delivered and the quality of information provided. When evaluating the quality of your talent acquisition process use the following to see if your solution will meet your future needs.
Does your solution...?
- Appeal to “new generation” of applicants
- Use the latest technology, video, and is it interactive based on candidate needs
- Brand your employer and is that a good thing
- Customize the experience to each applicants’ needs
- Collect highly relevant information, consistent, objectively, and use real time to guide next questions,
- Interview 24 x 7 On demand
- Forward candidates to next step automatically when they qualify
- Use technology when possible to replace someone’s time.
- Save money from interviewing and hiring only candidates that are “best fits” for your company
- Identify high potentials during the process, communicate to them differently, and provide different next steps
An automated online interview with differential questioning is one solution that meets the above criteria. If you want to see some examples of different question paths, click on a link to automated interviews:
Pay Negotiation Path
Work Preference Path