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The traditional phone interview is quickly becoming unsustainable for many industries that face mass hiring drives. Although this form of interviewing has been the standard for many years, live phone interviews have become a bottleneck to an efficient hiring process. Worse yet, they have become a strain on the well-being of many recruiters. That’s why some industries have begun facing high burnout rates in their recruiters.
Thankfully, a new generation of hiring tools has created a solution. Phone interview software improves time-to-hire at a time when it’s more important than ever. This includes Qualifi’s on-demand interview platform uses a virtual interview model to help recruiters meet hiring demands without causing burnout.
Thanks to this software, recruiters are now able to invite hundreds of candidates to virtual interviews without wasting the hours it takes to schedule and conduct interviews daily. Better yet, with Qualifi, this process takes an average of one day to screen a candidate, reducing time-to-hire by seven times or more. Compare this to the traditional phone screening that adds seven days to the hiring process. Now small recruiting teams can handle the same hiring demands as teams several times their size.
Not only does this automate much of a recruiter’s workload, but Qualifi gives recruiting teams a tool that can do the work of a recruiter 24/7 by scheduling and conducting interviews, a task to which 56% of companies dedicate a member of their recruiting team. What’s more, automated phone interviews allow recruiters to multitask while listening to interviews in a playlist while they attend to critical tasks.
With Qualifi, teams can now streamline the hiring process so that they can save their energy on the tasks that matter.
So, what is an on-demand phone interview, and how does it differ from a regular interview? In short, an on-demand interview is an innovative, virtual approach to handling the interview process. It allows the recruiter to record virtual interviews, which are sent to hundreds of candidates at a time. That’s a major time saver for any team faced with filing several positions with the best-qualified applicants.
Once the applicant receives the pre-recorded interview, they can answer the questions at their leisure. That improves the candidate experience while freeing recruiters to work on the most important aspects of the hiring process.
Rather than spending 30 minutes on each candidate per interview, Qualifi’s virtual interview approach allows recruiters to reduce this time to 3-5 minutes of listening to a candidate’s recorded response. This cuts the recruitment process by as much as 7 times or more. Furthermore, it eliminates the need for the recruiter and applicant to schedule an interview time that works for both of them, a process in which 67% percent of recruiters report taking 30 minutes to 2 hours to schedule for a single candidate.
So, look no further than Qualifi if you’re looking for an interviewing tool that can reduce your time-to-hire, improvise candidate experience, and free your recruiters’ time to do the most important tasks.
The screening stage is possibly the most important part of the hiring process. Without it, how would you know which candidates are best suited for the position? After all, isn’t the recruiter’s job, at its essential core, to pick the best candidate amongst pools of hundreds of candidates?
Thanks to the advent of interview software and screening software, the process has never been easier. A small team of recruiters is now able to handle thousands of applicants thanks to these tools. Qualifi’s interview software already allows recruiters to screen hundreds of candidates at a fraction of the time of traditional methods. However, it gets even better. With Qualifi’s up-and-coming candidate assessment tool, recruiters will soon be able to combine candidate assessment with the interview stage.
With Qualifi, your recruiters will soon have the power to design and send qualifying assessments alongside their recorded screening questions. That gives recruiters a more holistic view of their candidates, building better equity into your hiring process while still broadening your talent pool.
Many industries face high-volume recruiting. From call centers to health care to quick-service restaurants, 65% of companies report experiencing high-volume hiring demands. Recruiters often struggle to meet this demand. That is why many hiring teams have turned to high-volume hiring software as a solution.
High-volume hiring tools such as Qualifi enable recruiters to drastically reduce time-to-hire. That is because these tools allow recruiters to automate many of the time-consuming tasks during the hiring process. Which has become essential as the talent market has become more and more competitive over the last decade. Doing so has kept recruiters across many industries from missing out on qualified candidates who cannot wait on a lengthy hiring process.
For example, Qualifi’s data shows that on-demand phone interviews bring 32% more responses than traditional interviews. That means not only does an asynchronous interview method prevent candidate loss before the interview process but expands the talent pool recruiters have to work with.
Another important aspect of a high-volume hiring tool can mitigate bias in the hiring process. Everyone possesses these unconscious biases that affect how they think of a person. Which can influence a recruiter's decision when making hiring decisions, possibly causing otherwise qualified candidates to fall through the cracks. That is why it is important to use a tool that creates a consistent interview process for all candidates. This is another way that Qualifi’s on-demand interview platform shines.
On-demand interviews mitigate bias by presenting every candidate with the same pre-recorded questions and tone, giving everyone a fair chance.
One of the biggest questions a recruiter has to ask themself when creating a phone interview is how to start a phone interview as the interviewer. This can vary from company to company, industry to industry.
However, it is always safe to start with an introduction. A good introduction begins with an overview of the company and the open role. Don’t forget to thank the applicant for their time even in a virtual interview! From there, you can give a brief walkthrough of your company’s interview process so they know what to expect.
Afterward, the fun can begin. Phone interview questions can appear tricky at first, but it is a simple matter of answering the second biggest question: what should recruiters ask during a phone interview? On-demand Phone interview questions typically line up with the traditional interview used by the average recruiter.
Phone screen questions can include questions such as:
With on-demand interviews, it’s important to remember to use inclusive questions that can be answered by any candidate. Boil your questions for a virtual interview down to the most essential, the most important questions you need answered from every candidate. However, never forget to keep the interview human for a pleasant candidate experience.
Try Qualifi today to see the power of on-demand phone interviews.
