How companies are hiring is changing. With technology advancing daily, companies are now investing in automation in recruiting. They’re using automated interviewing to reach more people and make quicker hiring decisions. These one-way interviews have helped businesses find top talent without spending much time on face-to-face meetings.

While automated interviews have numerous advantages, there are several important considerations to be mindful of before implementing them. Recruiters must ensure they’re ready for these changes so they can continue hiring the right people and keep them on board.

1. Poor Candidate Experience

Some candidates find automated interviews impersonal or stressful, which leads them to negatively perceive the hiring company. They may also find it emotionally and cognitively draining, especially when AI is involved. Sometimes, candidates may try to behave in a way they think is necessary for AI to perceive. It can make the interview feel unnatural for them, creating an energy-depleting experience for job applicants.

However, recruiters can counteract this by showing candidates they’re on their side. This fix could involve sending personalized communication before the interview, explaining how the AI works and benefits the candidate. Demystifying the entire process reduces the pressure and anxiety that candidates may feel.

It also helps to offer resources or tips on preparing so the candidates feel more at ease. Additionally, promising there is an opportunity for a human to do a final review will greatly enhance their experience while making them feel supported.

2. Lack of Personal Interaction

Automation in recruitment has become a lifesaver for streamlining processes, allowing companies to screen candidates faster and manage a larger volume of applicants. However, this efficiency can come at the cost of personal interaction. The absence of real-time conversation means recruiters miss out on exchanges that can reveal a candidate’s personality and potential cultural fit within the team.

With a lack of human touch, companies also miss the opportunity to showcase their strengths and culture. This limitation can make conveying the unique aspects that make an organization an attractive workplace challenging. When candidates are unaware of a business’s cultural values, this lack of insight could explain why 33% of new hires leave a company within the first 90 days.

To address this, organizations can enrich the automated interview process with supplemental materials that highlight company culture, values and employee experiences. Creating a pre- or post-interview package, including videos, testimonials and detailed information about the company, can fill this gap.

Additionally, hosting live Q&A sessions with HR can provide candidates with a more rounded view of the company and instill a connection. These strategies ensure candidates and recruiters can grasp each other’s personalities and envision them as part of the team.

3. Limits Talent Pool

Some candidates may choose not to apply or move forward with the application process because they feel uncomfortable using an automated interview. As such, this may narrow the talent pool and deter a diverse range of talents, especially for those who excel in face-to-face connections.

However, companies can guarantee a more inclusive hiring process by offering alternative interview options. Allowing candidates to choose between an automated interview and a video chat with a recruiter can accommodate different preferences and needs. 

With more flexibility in the recruitment process, businesses can take advantage of every opportunity to find potential talent. Additionally, it’ll benefit companies toward diversity and inclusion, which is key to candidate retention. 

Research shows that 76% of job applicants value diversity in the workplace, so it’s crucial for recruitment to provide candidates with autonomy in selecting a preferred interview process. That way, they can increase their chances of interviewing diverse job seekers.

4. Prevents Clarification or Follow-Up Questioning

Automated interviewing can create challenges for candidates and recruiters when seeking clarification or asking follow-up questions. Without the dynamic back-and-forth of traditional interviews, candidates may finish their interviews with unresolved queries about the role or the company.

Simultaneously, recruiters may miss the chance to probe deeper into a candidate’s response. This communication gap can lead to misinterpretations and missed opportunities to connect more deeply with potential hires.

Fortunately, recruiters can bridge this communication gap by adopting a more interactive approach post-interview. Providing candidates with a clear channel for submitting questions after completing the automated process can help. This could be through a dedicated email address or a simple form.

On the recruiter’s side, organizing a session individually or through a group setting can offer a platform for deeper engagement. Recruiters can also follow up with personalized feedback or additional questions based on the automated interview responses.

These steps ensure candidates and recruiters can clarify any points of confusion, creating a better understanding and a stronger connection throughout the hiring process.

5. May Cause Confusion

One-way interviews can confuse candidates, as not all job seekers are tech-savvy. Many assume job applicants know how to navigate a new software or platform. Yet, if it impacts their ability to perform an interview, it can discourage candidates, preventing them from completing the process. 

Tech barriers are frustrating, but organizations can handle them effortlessly by ensuring their platform is as user-friendly as possible. This may involve providing detailed instructions, tutorials or a test run to help candidates familiarize themselves with the process.

Support services like a help desk can also be of value by offering real-time assistance to candidates facing technical difficulties. Additionally, companies should consider designing the interview process to be accessible on multiple devices. This way, candidates can participate using their preferred technology. 

Enhance the Recruiting Process With Automated Interviews

One-way interviews can benefit the recruitment process through efficiency and greater reach. However, success depends on how organizations address the issues with it head-on. Strategic integration of automated interviews is key so recruiters can reap automation’s benefits and continue attracting top talent.

 


Authors
Zac Amos

Zac Amos is the Features Editor at ReHack, where he covers business technology, cybersecurity, and other trending tech topics. For more of his work, follow him on Twitter and LinkedIn.


Discussion

Please log in to post comments.

Login