Today, society is more technologically advanced than it has been in recent years, especially since many people grew to rely on technology in a new way during the COVID-19 pandemic. So, it is only natural that businesses must also become more technologically advanced and provide the services that their customers (and employees) want from them. If they do not, they are likely to fall behind their competitors and lose many of their customers as well as employees. Because of this, many companies have been embracing more advanced technologies and systems for all parts of their businesses — including the interviewing and recruitment processes.
In today’s society, when someone is looking for a job, they don’t go into a local establishment and hand someone a printed resume. Nowadays, pretty much everyone looking for a job will do so online — whether on popular job sites like Indeed, looking on LinkedIn, or a simple Google search. So what does this mean for how businesses are conducting interviews? Well, especially after the de-popularization of in-person contact over the past few years and the popularization of remote or hybrid work options, a lot of times, this means that businesses are implementing remote interviewing systems to assess the candidates that are applying for their open positions.
This allows candidates to take interviews with jobs without needing to be in the area that the job is in. And with the continuously advancing technology, there are several useful interview platforms available for businesses to utilize. Two of the most common online interview platforms or software solutions are video interview platforms and phone interview platforms. Both of these options can be synchronous or asynchronous, and they do share several similar features — with the main difference being that one of them uses online video conferencing tools while the other uses audio tools. So, with these two options (as well as some others that are less popular, such as online assessments), businesses are left with one very important question: which platform to use for interviews?
One o type of interview platform you can use to conduct your interviewing process is video interviewing platforms. These platforms are, as mentioned above, similar to phone interviewing platforms. Video interviews can be done either synchronously or asynchronously — as can phone interviews. Think of a synchronous video interview like you would a video meeting, like a Zoom meeting or Skype conversation. Asynchronous interviews, on the other, are a one-way communication where the interviewee will respond to pre-recorded questions. These responses, along with a video of the candidate, will be recorded and then those recorded responses will be reviewed by the recruiting team.
There are many software options available to help your business conduct video interviews — oftentimes, these software solutions cater more towards conducting asynchronous interviews as these are more efficient for both candidates and recruiters. One popular video interview option is open-source video interview software. While these one-way video interviews are definitely more effective and less time-consuming than traditional interviews where both a candidate and a recruiter must be present at the same time, even the best video interviewing software can still not be as beneficial as a one-way phone interview. One of the main reasons for this is that a video interview requires a more steady and secure internet connection and provides additional pressure on the candidate to be in a well-lit and professional environment. Additionally, because of the video aspect, video interviews can be more susceptible to unconscious biases.
When you are looking for a new system for conducting your interviews, you want to make sure that you are implementing the right tools for your business. However, with all of the interview platform options available on the market today, it can be hard to determine which platform is going to be the most effective and beneficial for your business. Whether you are looking for video or phone interviewing software solutions, there are several options when it comes to finding an interview platform for employers that best suits your business.
So, how can you find the best platform? Unfortunately, finding the best app for recording interviews or the best platform for conducting asynchronous interviews can be extremely difficult. This is because while something may be the best for one business, it may not be the best for your business. Because of this, labeling something as “the best” — whether it is an open-source video interview software or the most elite interview software platform — is actually not all that helpful for finding you the right interview platform for your business. Rather than focusing on labels like “best,” you will want to focus on the features that a platform provides you with and see if those features, such as interview platform best practices, are going to be beneficial to your business or not.
Since online interviews are becoming more and more popular as society continues to embrace a more digital world, it is becoming more challenging to find an online interview solution that will be most beneficial to your business. With so many options available, from open source video interview software to online coding interview platform solutions, it can be overwhelming just to begin searching for the solution to your slow time-to-hire and recruiter burnout problems. So how do you find the best online interview website?
Well, much like finding the “best” interview platform, finding the “best” online interview website, app, or platform can be incredibly difficult. This is because what may be best for one company may not be the best for another. So, when you are searching for the “best” app for recording video interviews or conducting on-demand phone interviews, make sure that you are looking for the features and services that the app provides rather than just putting faith in the label “best.” One thing to keep a lookout for is a website, platform, or app that includes online interview best practices. This can help you to maintain a more smooth and more streamlined interview process.
Several interview apps are available today, especially as the focus of interviewing shifts more toward providing a good candidate experience. Because of the number of options available, it can be challenging to find the best interview apps for your business. However, the abundance of online interview app options available offer a wide range of features and layouts that your business can compare to find the best match for your already existing interviewing and recruiting processes. Whether you’re looking for a video interview app or a phone interview app, there are plenty of solutions available for you.
However, it is important to keep in mind that even the best video interview apps can be not as effective as a one-way phone interview app or platform like Qualifi. The reason for this is that while video interviews do provide more flexibility and accessibility than traditional interviews do, they do not provide as much as phone interviews. Since video interviews require both audio and video recordings, they need to be taken in a professional manner and require sufficient camera quality and uninterrupted, fast internet connection to not distract the interviewer when they are reviewing the interview.
Finding the best video interview platforms can be challenging — if not just because there are so many different platforms available to choose from. Whether you’re looking for the best app for recording video interviews so that you can make sure that your recruiting team is looking at high-quality video interviews or you are looking for a more simple, open-source video interview software platform, it can be incredibly challenging to find the right one for your business.
While there are many useful video interview platforms available, it is important to keep in mind that even platforms that incorporate video interview best practices can be much more difficult and less accessible than a phone interview can be. While video interview platform best practices can really help ensure that your video interviewing system is as good as it can be, it still requires your candidates to dress professionally, present themselves in a professional-looking background, have uninterrupted high-speed internet, and have good camera quality. This can make video interviews much less accessible to your candidates. On top of this, because you can see the candidate, hiring decisions can be much more affected by biases rather than solely the responses of the candidates.
Over the past few years, there has been a dramatic increase in the popularity of automation in the recruitment process. This is because, for a lot of recruiters, traditional interviewing takes crucial time out of a recruiter’s day and gives them an incredibly heavy workload each week which can lead to larger amounts of burnout. So, to combat this, many companies have been looking into how to automate video interviews or phone interviews so that recruiters can focus their efforts on reviewing interviews rather than spending all of their time scheduling and conducting them.
Phone or video interview automation allows recruiters to send out invitations to one-way interviews that candidates can complete on their own time, even if it is after hours. This dramatically reduces the amount of time that recruiters need to spend on each interview and completely eliminates the need for back-and-forth scheduling. Both phone and video interview platform features are quite similar, with the main difference being that phone interview platforms do not require a high-quality internet connection to be completed. This allows automated phone interviews to be more accessible for candidates. Using a phone interview platform, like Qualifi, you can start hiring 7x faster and help mitigate bias while still maintaining the human touch by using real human voices.
In today’s society, it is becoming more and more important to simplify and streamline the hiring process for not only businesses but for candidates. Because of this, many employees have been taking this time — especially with the continued lasting effects of the COVID-19 pandemic — to evaluate where they are in their jobs and what is important to them. This mass reevaluation led to a lot of questions about work-life balance and a lot of people considering job changes due to unhappiness with the work-life balance they currently have. This is referred to as the Great Resignation by many businesses, and it has made businesses of many different sizes and industries re-evaluate how they treat the people who work with them — both current and prospective.
One way that businesses can shift themselves to be more consumer- or candidate-focused is by opting for asynchronous phone interviews rather than a more traditional interview format — especially for the more generic screening interview questions. Oftentimes, screening interview questions and answers simply help a company to determine which candidates are qualified for the position that needs to be filled, so conducting a full in-person or even phone interview where both the candidate and the interviewer must be present is unnecessary.
On-demand phone interviews can not only help to save your hiring and recruiting teams a lot of time and effort but also phone interview questions and answers can be easily recorded using Qualifi’s platform. Pre-recording your interview questions is the crucial first step to having an effective (and pleasant) phone interview for your candidates, and while the screening questions themselves are usually straightforward and simply about the candidate’s qualification, it can be hard to figure out what questions to ask at the end of a phone interview. After all, the aim is to make the interview process simpler and more streamlined, but still a pleasant experience where the candidate feels that they are able to provide you with all of the information you need to make the best decision you can about their application. Because of this, it can be a good idea to end an interview with a question or two asking for any additional information that they want to share with you.
As society continues to promote and prefer a more consumer-centric approach to doing business, both in hiring and marketing, consumers and prospective employees are beginning to understand that their needs and desires are important and businesses must cater to them if they want to stay competitive. This is where Qualifi’s on-demand phone screening platform can help. A phone screening, meaning an over-the-phone screening interview, can help not only save you time but also make the interview process easier and more efficient for your candidates as well.
An on-demand phone screening interview, for example with the Qualifi platform, can easily screen candidates without you needing to spend hours of your time screening each candidate manually and without your candidate needing to re-arrange their schedule to fit in the interview. Using Qualifi’s platform, invitations to the pre-recorded phone screening interview questions can be sent out to candidates as soon as they apply for the position so that they can take the interview at any time that works best for them — even if it is after hours. You can then listen to all of the responses at one time from the Qualifi platform like it is a playlist. This helps to not only better compare candidates to each other but also mitigate any unconscious bias about candidates because you can’t see them.
Many businesses have found that traditional interviewing methods — both in-person and online — can lead to high rates of recruiter burnout and can add 7 days to the hiring process. In contrast, on-demand phone screening interviews provide an easy one-way interview system where recruiters can focus their attention on listening to the candidates’ responses rather than asking them all the same questions over and over again. Because of this, many businesses are finding themselves wanting to adopt this method of interviewing their candidates. Since it is rising in popularity, there are many different phone screen interview tips and tricks online as well as phone screen questions template options that businesses can modify or use as inspiration for their own phone screening interviews. To find out more about the numerous phone interview questions and answers examples available online you can do a simple web search for the top 20 phone interview questions. Since screening interviews are often focused on a candidate’s qualifications, many of these examples will focus on questions that ask about a candidate’s relevant work history or education.
Phone interviews can be an incredible way to reduce the amount of stress and wasted time in a recruiter’s day by allowing them to record their questions and offer candidates asynchronous one-way interviews. This allows both candidates and interviewers to no longer need to waste time scheduling interviews. To help your candidates understand how to prepare for a phone interview with recruiter pre-recorded questions, you can create an interview prep call with recruiter instructions for how to take the interview itself. This will ensure that your candidates are able to successfully take the interview and avoid not being considered for the position because their microphone wasn’t recording. An asynchronous phone interview with recruiter questions is a great way to reduce the amount of time your recruiter spends manually interviewing each candidate.
If you are unsure which questions to include in your phone interview, you can do a web search for the top 20 phone interview questions or even find a phone interview conversation sample to use as inspiration for your own interview questions. It can also be a good idea to test out your questions and introductory call with the hiring manager so that you can ensure that the questions are appropriate for the position you are recruiting for and that you and the hiring team are on the same page.
While the on-demand telephone interview method of interviewing and screening candidates has been gaining popularity over the past few years, it can still be quite intimidating if you don’t know where to begin. A lot of businesses might have questions about what are the right questions to ask during a phone interview as an employer or how to start the interview as an interviewer. These questions can oftentimes be answered simply by workshopping some telephonic interview questions and answers as well as brief introductions with your hiring team to make sure that the interview seems smooth and not too robotic but still efficient.
However, sometimes some inspiration can be extremely helpful as well. To find inspiration you can do a web search for how to start a phone interview as the interviewer example and there will likely be a number of options available for you to use as ideas for beginning your own interview. One common solution to the question of how to start an interview as the interviewer example could be simply thanking the candidate for applying to the position and asking their name. This can help you attach a name to the interview more easily as well when you are later listening to the recorded responses from a platform like Qualifi.
So, whether you’re looking to try out asynchronous phone interviews for the first time or you’re simply looking for a more effective and streamlined way to conduct them, there are a number of phone interview tips and tricks that can help you create your very own phone interview cheat sheet. For example, if you are wanting to revamp your interview questions, or add new questions that are more position-relevant, you may want to consider looking at a top 10 interview questions and answers PDF or searching online for the top 20 phone interview questions that are specific to your industry.
This can help you gain inspiration to make sure that your interviews are both effective and pleasant for your candidates. Another way to improve your phone interview system is to use a dedicated platform, like Qualifi. Qualifi helps your business to not only better use both your and your candidates’ time but also improve passive recruiting, and internal alignment, as well as offer a more flexible and self-guided interview process for your candidates.
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