A few years ago, traditional phone and in-person interviews were a standard interview practice. Now, companies see the benefits of asynchronous interviews, and others need to jump on board. In 2012, only 10% of top companies shifted towards asynchronous interviewing. Today, LinkedIn says that virtual recruitment is used by 70% of recruiters.
The COVID-19 pandemic sped up technological advancements as companies had to digitize their entire interview processes. Now, top companies use hiring tools to provide automated phone interviews and other forms of asynchronous interviews. Companies quickly see the value of asynchronous interviews, saving time, increasing their candidate pool, and improving internal communication
In fact, 81% of professionals say virtual interviews are here to stay post-pandemic. To adjust to this new normal, it's important to know what an asynchronous interview entails, and the ways it can benefit your company.
What is an Asynchronous Interview?
A traditional interview involves a simultaneous conversation between the interviewer and the candidate. In an asynchronous interview, each side of the conversation is done at separate times. One side of the conversation is recorded and sent to the other person so that they can record their responses. Simply, an asynchronous interview means that one person is taking part in the conversation at a time. Asynchronous interviews are often best described as virtual interviews.
When an interviewer's questions are recorded and sent to a candidate they can respond whenever they want. Once their answers are sent back, the recruiter can listen to the responses on their own schedule. This interview method brings a multitude of benefits to both the recruiter and interviewer.
Better Use of Recruiter and Candidate Time
Asynchronous interviews are also virtual interviews. Instead of the applicant and recruiter taking days to find a time when both are available to schedule an interview, the applicant can answer interview questions on their own time. If the applicant has a busy schedule and isn’t free during regular office hours, the recruiter doesn't have to schedule around the applicant. The applicant can conduct the virtual interview any time and anywhere.
The recruiter can avoid having to interrupt their daily schedule with a traditional interview. The recruiter can easily wait for multiple responses and review every applicant at once.
Improves Passive Recruiting
Often, recruiters reach out to candidates that are actively job searching. Passive recruiting is reaching out to candidates that are not actively looking for a job but may be interested in your opportunity. If a passive candidate is comfortable in their current position, they may be reluctant to a lengthy interview process. You can gain these valuable candidates' interest with asynchronous interviews.
Some of the highest quality candidates aren’t on job boards, they are found through passive recruiting. Passive recruiting used to be more strenuous, as people were reluctant to leave their current position. However, since The Great Resignation, more employees are open to new opportunities. Now, 1 in 4 workers considers leaving their current job. Asynchronous interviews help you reach out to these passive candidates and immediately interest them with an on-demand interview.
Improves Internal Alignment
Asynchronous interview hiring tools help internal stakeholders stay in the loop. There are often only one or two recruiters in the interview. These recruiters have to relay all the information gathered from the interview to other stakeholders. However, it isn’t always easy for a CEO, CTO, Team Lead, or HR specialist to meet. With a recorded audio-based interview, everyone can experience the same interview. Each stakeholder can listen to a candidate's interview — or read the transcript — and provide feedback on their own time.
Asynchronous interviews provide better internal communication than any traditional interview process. Leadership doesn’t always have time to meet regarding each interview, but asynchronous hiring tools help conduct quality conversations with each candidate. When each party receives the same information, the entire team can remain aligned, and make decisions faster.
Creates a Structured & Virtual Experience
Virtual, on-demand phone interviews provide flexibility while relieving some anxiety for the candidate. About 93% of candidates experience interview anxiety, but asynchronous interviews allow candidates to move through the interview at their own speed. Candidates can take their time to think about answers or move through them quickly. Interview anxiety can often affect a candidate's presentation and answers. With a virtual interview, you are giving the candidate an opportunity to put their best foot forward.
When a candidate has a virtual interview experience they are more likely to respond quickly. A traditional in-person or phone interview takes 8 days to schedule and conduct. This lengthens companies' time-to-hire and increases the risk of missing top talent. Asynchronous interviews allow applicants to quickly provide their responses giving recruiters the flexibility to screen all of the candidates in one day.
Qualifi Can Help
To keep up with the technological advancements in hiring, you need the right hiring tools. Qualifi upgrades your interview process, inviting hundreds of candidates to asynchronous interviews at once. Qualifi makes it easy for recruiters to record their questions and give every candidate the same positive interview experience.
Using Qualifi, your company can conduct asynchronous on-demand interviews that save candidates and recruiters time. Attract more candidates with a quick, easy, and stress-free interview process.