The pandemic has changed the way that many businesses operate. One of the most notable is video conferencing platforms, both for large all-company meetings and smaller ones discussing internal projects. It even became typical for conducting sales calls.
Not surprisingly, the same is also true for human resources departments looking to hire new staff or promote existing employees. According to a recent poll conducted by the employment website Indeed, 82% of the 1,100 respondents said they used video interviews to screen candidates. Moreover, 93% claimed that they would conduct interviews online in the future.
The benefits for both sides
The benefits are apparent, particularly for hiring. The company can spread a wider net for job prospects, diversifying its talent pool beyond the local area. Recruiters can also speed up the process by sifting through early candidates more quickly if they do them remotely, perhaps even employing prerecorded interviews early on.
Candidates also enjoy the benefits because they do not have to travel for an interview (at least at the initial stage). Plus, they have more flexibility over when and where they do their interview.
Unifying the process
To ensure that each candidate is treated as equally possible, employers can use these two options:
- Prerecorded: HR can sift through a high volume of candidates by screening initial interviews that follow a template. This can provide a baseline. It also reduces the likelihood of one hiring manager’s biases if more than one person reviews the interviews. Even local candidates or current staffers can do this to avoid unfair advantage.
- Live interviews: These could replace the in-person interviews, at least in the early stages. With so many now comfortable with video meetings or even virtual family gatherings, HR and candidates are often increasingly comfortable with the process.
Finding the right people
Those hiring need to remember that there are certain traditional benefits to conducting live interviews. Candidates should all be offered the same opportunities to interview in person during the later stages of the process. Moreover, recruiters can also create ideal candidate journeys that address their preferences. This process can then get formalized and updated as needed to ensure that hiring practices are and remain fair and equitable.