Hang Up the Phone-The Case for Online Interviews
Last year, Facebook purchased WhatsApp for a seemingly staggering $19 billion. Nearly one year later, enterprise messaging service Slack became the fastest startup ever to reach a valuation of $1 billion. Businesses have leveraged the trend of instantaneous text communication both internally and externally, from the aforementioned Slack to text-based customer service solutions such as Olark. So what might be next? Here are three reasons why companies should start doing “first pass” interviews online.
Currently, recruiters and hiring managers are tasked with screening a huge number of candidates in a finite amount of time. While a good phone interviewer will let the candidate do most of the talking, he or she is restricted to speaking with one candidate at one time. Bringing these conversations online enables an interviewer to have multiple conversations simultaneously, allowing businesses to reach more candidates in less time.
Sometimes finding time to schedule a phone interview can be a major hindrance. Applicants often have jobs, and arranging time to have a quiet, private conversation with a representative from another company can be difficult. Instant message conversations, though, can be conducted from virtually anywhere, giving interviewers much larger windows in which to schedule with candidates.
Smart companies use data to continuously learn. However, when thinking about interviewing, too much data is left on the table. Interview evaluation notes are often scribbled on resumes or, worse, etched only in a recruiter’s memory. Bringing interviews online would allow companies to standardize questions, track and rate answers, and store evaluation notes in an easy to access database. HR departments will finally have hard evidence for what does and does not work in their interviewing process.
“Bringing interviews online would allow companies to standardize questions, track and rate answers, and store evaluation notes in an easy to access database.”