When the average interview process takes around 28 days, and preliminary phone interviews add 8 days to the process, interviewing potential candidates for a job has become too time-consuming. This is especially true given that most employers decide within the first ninety seconds of an interview whether or not to hire a candidate based on their dress, manner, and overall appearance.
But is this first-impression bias leading companies to hire the most qualified talent? Could time and resources be better spent elsewhere? The automated interview system prevents the practice of hiring people on first impressions alone, and taps into the potential for time and money better spent.
Automated interviews have grown in popularity over the past few years, and yet are still an unknown concept to many companies and employees. In this article, we will cover how automated interview systems work, the primary benefits of using these systems to interview potential hires, video interviews vs. phone interviews, and how to cut down on no-show interviews.
Though many worry asynchronous interviews lack human connection, the benefits of automated interviews are tremendous.
In the post-pandemic world, the grind mentality has been replaced by working smarter, not harder. It is in your best interest as a business to have a fast time-to-hire turnaround. It saves you money, makes you more competitive in the job market, and gives you access to top talent.
The funds you save by improving your time-to-hire can then be applied to more valuable endeavors, like training your new hire.
Using automated interviews to prevent unconscious bias means taking accountability for the myriad of ways you as a human might pass unfair judgment on a candidate based upon their first impression. You are not alone in this, as studies find most employers decide within the first 90 seconds whether or not to hire someone.
Using an automated platform like Qualifi can prevent recruiters from writing someone off based on superficial impressions, allowing candidates the opportunity to show their worthiness before they can be written off.
Self-guided interviews appeal to candidates due to their convenience and accessibility. Rather than travel to the interview, applicants can complete interviews on their own time.
When comparing video interviews vs. phone interviews, many would immediately assume that video interviews are better - but the aspects that make video interviews "better" are not working out better for all parties involved.
Even if you do not meet with a potential candidate in person, if you are seeing one another face to face, there is the opportunity for unconscious bias to creep into the hiring process. As a company, you are responsible for hiring the best candidate available regardless of race or creed, and a one-way phone interview ensures this in a way that a one-way video interview simply cannot.
Phone interviews are more accessible to everyone, especially neurodivergent applicants. Phone interviews also eliminate the need to wear business attire and sit in front of a blank backdrop, which is a difficult feat for apartment dwellers and parents.
While video interviews require the tedious manual review of each candidate, phone interviews with Qualifi allow you to quickly send out your pre-recorded interview questions and quickly receive answers. You can further increase the rate at which you review candidates with Qualifi features such as keyword search, which lets you seek out specific key phrases within candidate responses.
When hiring a high volume of candidates, most recruiters are plagued with an overwhelming amount of no-show interviews. That was the case for one of our clients, ROI Solutions. When they switched from video interviews to self-guided interviews, their no-shows decreased from 50% to 7%.
ROI Solutions is an ever-expanding call center that regularly hires large quantities of talent to fill their offices in Utah, Montana, Ohio, Oklahoma, Texas, Rhode Island, Alaska, the Philippines, and Mexico. Most roles are entry-level, and their 13 recruiters struggled to incentivize attending a video interview.
Potential employees were turned off by having to get dressed, clean up their homes, and log onto Zoom. This meant that more often than not, ROI Solutions' recruiters were spending valuable time and resources reminding and, in some cases, pestering potential candidates to attend virtual interviews, rather than conducting said interviews or hiring new talent. Despite their frequent nagging, the no-shows continued.
By holding onto the successful portions of its hiring process while swapping out video interviews in favor of self-guided video calls, ROI Solutions was able to quickly fix and streamline its hiring process.
The convenience of self-guided calls allowed potential hires to complete the calls anywhere and at any time they choose, which makes them far more likely to see the process through. With ROI Solutions, the positive results were immediate. Since switching to Qualifi, they have been able to go from 800 employees to 2,200 in less than a year while reclaiming the time previously spent hounding no-shows.
Qualifi allows companies hiring a high volume of employees to mass-message interview invites to hundreds of potential hires in a matter of moments.
Maintain your brand's humanity while automating the interview process for better retention with Qualifi today. Ready to start your asynchronous interviews? Request a demo today.