Video interviewing software has become a popular option for recruiters over the previous years, especially during the pandemic of 2020, causing employers to seek remote solutions for their businesses. However, video interviewing platforms remain as solutions beyond social distancing. There are now so many options available to help your business conduct video interviews, making it difficult to find the best video interviewing software.
According to LegalJobs, 60% of HR managers utilize some form of video interview app. This is partly because it saves recruiters the effort of scheduling in-person interviews, which can be difficult for busy candidates.
So what should you look for in an interview platform? Are there better options than video to improve the candidate experience?
When choosing any interview platform, you’re looking for an intuitive interface that’s easy for both candidates and recruiters to navigate. This way, your recruiter spends less time learning a new program, and your interviewee doesn’t have to struggle with technical issues during the interview.
Furthermore, an interview platform should have good usability. Can your candidates quickly and easily download or log in to the tool? You want to minimize these frustrations during the hiring process.
Additionally, the tool you choose needs integration options. Always check if these tools integrate with your applicant tracking system or other hiring software solutions.
So, let’s look at the benefits of phone interviewing software that we don’t see with video.
As we discussed with the benefits of on-demand interviews, phone interviews specifically mitigate bias better than video. Biased hiring occurs when recruiters’ unconscious biases affect who does and does not pass the screening phase.
This bias can come in many forms, such as gender, racial, generational, and sexual orientation. These unconscious recruiter biases can create a homogenized workplace. While awareness of these biases is key to making a diverse workplace, mitigating the opportunity for bias with phone interviews helps further negate unconscious bias. Contrast this with video interviews that can introduce visual bias not just on the candidate but the environment where they interview.
Additionally, one-way phone interviews beat out video interviews in terms of accessibility. Candidates, especially passive candidates, may have a busy schedule that makes finding the time to interview a challenge. Moreover, not everyone has access to reliable Wi-Fi, equipment, or an adequate interview space for video. None of which is necessary for a phone interview.
On-demand phone interviews make your interview process much more accessible to the 97% of Americans who own some form of a cell phone.
There are many interview platforms available on the market. As we discussed with video interview software, the last few years pushed the development and integration of these tools into the standard hiring process. These tools come in two forms, one-way interviews and two-way live interviews.
Two-way live interviews are what you expect from a traditional phone or video interview. Both the candidate and recruiter take time to schedule a time to meet, a task 67% of respondents report taking 30 minutes to 2 hours per interview. Then, they each spend perhaps 30 minutes directly discussing the candidates’ potential.
However, the two-way live interview has become increasingly less inefficient in the face of the demands of the modern recruiter. That has led to the rise of the one-way, or asynchronous, interview. Rather than both recruiter and candidate finding the time to meet, both parties engage the process at their own convenience. Simply put, the recruiter records the interview, and the interviewee chooses a time to answer their half of the conversation. Once finished, the recruiter can screen the candidate with ease.
The best option for this second method of interviewing has become a matter of debate. Which is better, asynchronous video interviewing or asynchronous phone interviewing? The answer to that question comes down to what you need and your goals for the candidate experience. Whereas video interviews are important for positions that rely heavily on appearances, phone interviews are more accessible, mitigate bias, and are easier for candidates to prepare.
On-demand interviews are becoming increasingly popular with hiring teams. Roughly 51% of recruiters already use some form of interview scheduling software, and 26% more are considering joining them. But why is this? To answer that, you just need to look at the benefits of on-demand interviews.
Asynchronous interviews allow you to shortlist your candidates faster. Instead of spending 30 minutes on every single candidate screening, recruiters can screen applicants every 3-5 minutes. As a result, recruiters that utilize the best interview platforms like Qualifi see their screening speed increase by 7x.
What’s more, on-demand interview tools like Qualifi mitigate bias in the hiring process. This is because every candidate receives the same interview without variations, and audio on-demand interviews eliminate visual bias from the interview process. As a result, your company enjoys the benefits of more diversified hiring. The Boston Consulting Group found in 2018 that companies with above-average diversity enjoy a greater proportion of revenue from innovation than less diversified companies.
All the while, on-demand interviews give your team flexibility. On-demand interviews let candidates interview in a way that works for them and allow recruiters more time to manage their day.
Try Qualifi for free today to see what on-demand phone interview platform can offer your team.