The manner in which the interview is conducted and the interview experience affect how the candidates interviewed perceive the organization. Take for example an interview format where you are asked to video record the interview responses and send them to the employer. This approach saves you time and money. Regardless of whether the candidate is hired or not, a great experience during the hiring process leads to a positive impression of the company.
A closer look at the different interview formats
Both employers and candidates appreciate the application process. So how do the different interview styles perform? Is there a better format for the interview?
Preselecting candidates through phone interviews is a quick and inexpensive method. Candidates can take the call from a familiar location of their choosing, which can help ease some of the initial anxiety. They may also have information in front of them as they speak, like a company website or a job description. If a candidate appears to qualify but lives far away, a phone interview can save you money before significant travel expenses are incurred.
A lack of body language and facial expressions can complicate the situation for both parties. It's not easy to judge a person's attentiveness during a phone interview. You won't see them frown when they disagree with something you said. You cannot smile or see facial or body expressions. The short time windows also make it difficult to develop an in-depth conversation. Even if it is short, the telephone interview should never replace a final personal conversation. The call can be interrupted by other calls, background noise, or even poor signals.
Job interviews via video call
There are two types of video interviews; One way and two way live virtual. The first type allows an employer to send a list of questions to applicants, who then record and email their answers. The second is a real-time interview that is similar to an in-person interview. This method is a quick and easy technique for creating a short list of qualified candidates to invite for in-person interviews.
Video interviews can be conducted via platforms such as Skype, Zoom, Facetime, Google Hangout, etc.
It is worth noting that video interviews offer many of the advantages of phone interviews, such as: B. the elimination of travel time and costs and the possibility to convey visual aids. Remote candidates who cannot travel to the interview location can be assessed via video calls. A video interview can be just as effective as an in-person interview. The prerequisite is the right technology and an adequate internet connection. Video interviews, unlike phone interviews, allow you to get a feel for the candidates' energy and their presentation. Therefore, video call interviews are a great replacement for phone interviews. In addition, they come in handy for working candidates as they don't have to take time off for an interview.
Although virtual interviews are preferred over phone interviews. When communicating with someone, body language makes up 55% of the derived message. Many hiring managers can tell if someone is qualified for a position just by looking at them as they walk in the door. Additionally, both parties' reliance on technology can lead to unforeseen technical issues that can interrupt or distract from the interview. Other elements can disrupt the context being addressed and make it difficult to build a good relationship. Candidates living in areas where internet connectivity is poor will be penalized. Video interviews can also be difficult to establish a relationship with.
Pre-recorded one-way interview
This is another type of video interview and is also called on-demand interviews. Candidates can use specially designed interview equipment to video or audio-only record their answers to a short list of questions.
Candidates can record pre-recorded videos whenever they want, with as many tries as needed until they are happy with the result. Hiring managers can watch the videos at their leisure to get a feel for the candidates' personality and sincerity.
Talking to the camera is awkward, and those who aren't used to it can feel awkward and deprived. Interviewers cannot tailor the questions to each candidate if they use rigid standard questions and risk getting answers that are too similar. It also has a "cold" and impersonal vibe and gives the impression that your company doesn't have the time or inclination to meet potential employees.
This is the most common interview format that makes the interviewing process comfortable and predictable for candidates. However, it is a traditional interview format and companies used it long before the advent of technology.
When hiring, communication skills are the most important factor. Face-to-face interviews allow the interviewer to better understand the candidates' abilities.
This helps the candidate to assess better in the interview. The interviewer should select a deserving, "best of the bunch" nominee. On the other hand, in group interviews, recruiters cannot focus on one person because the whole group is involved at the same time. Also, group interviews make it difficult for shy candidates to show off their skills. As a result, many deserving people may miss out on job opportunities.
It is easier for the interviewer and the respondent to build a relationship than any other interview format available.
There are people with introverted personalities who may not feel comfortable in a new environment. Regardless of the situation, some people find it impossible to hide fear under a mask of trust. An introverted disposition can also be an obstacle to clear expression of opinion. The face-to-face interview inhibits shy people's ability to demonstrate talents that they could easily have demonstrated through an assignment or in writing.
There is also subjectivity in decision making. In an in-person interview, candidates' decisions are influenced by the interviewer's perceptions. Even if the respondent thinks they are giving their all, the interviewer may not be impressed.
Loop interview, multi-round interview, or series interview are other names for the round-robin interview format. During these rounds, the potential candidate meets with company professionals, such as the HR manager, department head, prospective employees and, on rare occasions, the CEO.
A round robin interview is similar to a panel interview in that the interviewee meets with multiple people at different times. Interviewers will usually conduct one-on-one interviews with you. In this interview format, several employees are involved in the recruitment process, who conduct separate one-on-one interviews to assess the candidates' suitability. Interviewers can use this information to assess candidates' personal and professional attributes, such as:
- Fit between person and organization, d. H. how they fit into the culture and workplace of the company
- Your ability to interact and work together with people who display a wide range of personality traits.
- Communication skills, teamwork and conflict resolution.
The interview format assesses some key personality traits, such as: B. The candidate's ability to deal with conflict, emotional stability, intention as shown in patience during the interview, and determination. Recruiters are increasingly looking for well-rounded employees with the necessary technical skills as well as important personal qualities.
Rotating interviews require a lot of time for both sides, especially when there are many applicants. These interviews can be expensive due to the large number of participants involved. A day-long event requires candidates to be “on” all the time, which can be tiring. When large companies hire employees, the shift appraisal is very popular. This type of investigation is believed to provide the most complete picture of the individual, as these employees must interact with a wide variety of people and often need to understand a wide range of processes and systems. However, since the candidate has to go through many rounds of interviews, this delays the interview process. This can increase the likelihood that a candidate will be lost to another employer or increase the company's hiring costs.
The selection process often involves more than a single interview format. Hiring managers can develop the ideal approach for each position by reviewing budgets and timelines for each candidate. Of course, there is no perfect way to find your dream candidate, but weighing the pros and cons of each interview format can help you determine the most effective technique, which will likely involve a mix of interview styles and technologies.
Therefore, the choice of interview format you use is crucial as it will directly affect how much you can learn about candidates. Consider the various format options listed above and select the one that best suits your organization's needs.
Kelin Zvomuya is a consultant at Industrial Psychology Consultants (Pvt) Ltd, a management and human resources consultancy.
Phone +263 (242) 481946-48/481950 or
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