It’s a truism: like everything else accelerated by the pandemic, video interviews are gaining popularity in campus recruitment. One doesn’t have to look far to find why: even beyond the pandemic, video interviewing has emerged as a fast method to modernize hiring processes.
Conducting video interviews is the optimal way to reach candidates much before you, the recruiter, even step into the campus. Industry experts have also found that video interviews help them save as much as 50% in time and costs in a college recruitment drive, making it the economical option for hiring teams as well. That is the reason why, as per OfficeTeam, 6 out of 10 hiring managers and recruiters are opting for video interviews, particularly in university hiring. TechRepublic puts the number higher – a whopping 86% of all interviews happening via video conference.
What is all the hullabaloo about?
Video interviewing or digital interviewing, or video recruitment, is the process of kick-starting the hiring process (or even completing it) by using video as the primary method of communication with candidates. The interviews conducted may be asynchronous – where the interviewee pre-records a video according to some parameters, answering questions that were sent to him/her – or synchronous. In the latter method, the interviewer(s) connect over a remote video call with the candidate and conduct the interview.
The focus of the interview may, of course, vary. It could be a basic “getting to know you” filtering session where the candidate shares their basic details prior to an in-person session. Some companies may prefer a holistic interview by the hiring manager to probe fit for the role. Many recruitment platforms offer live coding interviews enabled by video as a feature that technology hiring managers may explore as well.
The singular advantage offered by video interviews is this: it gives the interviewer or evaluator an opportunity to visually evaluate the candidate – from attire to body language, from attitude to fit, a wide range of parameters can be literally eyeballed by the hiring team with a video. It is, perhaps, the closest one can get to a live or in-person interview while meeting remotely.
Feature Ready Platforms for the Taking
Here are the top features that video interview software must have to enable hiring teams and recruiters to leverage this technology to the best extent possible:
Multiple interview types –
The platform must support all interview types. These could include Asynchronous/canned videos anchoring your virtual hiring initiatives.Live interviews to connect choice candidates instantly to hiring managers) or remotely from your office.Reviewing interview recordings
Video resume capability – The recruiting platform must enable recruiters to send emails with pre-set questions that candidates can respond to with a short video resume.
Employer branding – The platform must offer white-labeling and in-platform branding in terms of logo addition, colours, fonts and styles. This helps hiring employers stand apart from other brands that are visiting the campus.
Video logs – Logs of interviews that have been performed, video resumes that have been submitted and accompanying interviewer notes must be readily available for the hiring team to access and make decisions, as well as for audit purposes.
Impersonation detection – The best recruitment platforms offer employers the ability to match the candidate in the video against their submitted government-approved ID documents. This helps weed out impersonators and fraud. Hirepro’s video recruitment platform is the leader in this space, with an AI-enabled impersonation detection engine.
Scheduling, reporting and automation – The ability to schedule interviews, track candidate flow and generate real-time reports on demand are table stakes for all platforms.
Interview feedback capture: A feature often missing in standard video conferencing tools is the ability to collect interview feedback via customizable online forms. When tens or hundreds of interviews are being held, sometimes multiple rounds of them as is done in campus interviews, immediate capturing of impressions and conclusions from interviewers is vital for accuracy and success. A complete video-enabled recruitment platform brings in this capability.
The top colleges and universities are inundated with multiple companies visiting and vying for the best candidates. Make your organization’s brand stand apart and conduct a smooth, video-enabled hiring drive with Hirepro’s platform. The promise of time and cost savings is irresistible for hiring companies. College students too find the speed and seamless efficiency of the experience enticing . A sure-fire win-win on all fronts!
In the brave new world of remote communications, technology has advanced considerably to provide the best possible interface, barring difficulties like the number of persons who join a meeting at a given time, audio quality, etc. In this newly developed virtual world, video interviews have acquired a strong foothold in recruitment and hiring. Simply put, video interviews are a means of assessing a candidate’s skills virtually, unlike the traditional interviews that had to be conducted in person. Video interviewing platforms are gaining popularity among recruiters for their flexibility and unconstrained execution. The experience saves recruiters the fatigue of commuting across cities and other anxieties involved in traditional interviewing processes. Campus recruitments are mostly conducted to hire huge volumes and the recruitment teams are smaller in number. Virtual interviewing helps overcome the challenges of space, time, and sheer exhaustion that can compromise objectivity.
Video interviews are of two types – Synchronous and Asynchronous.
Synchronous interviews are live interviews conducted over the internet wherein both the candidate and the interviewer are present.
In an asynchronous interview, candidates share a recording of their answers to on-screen questions. The interviewer is not present during the session.
While video interviews have several benefits for a job seeker, the key value is towards the candidate’s profile. Video interviews are a platform for candidates to showcase their background and elaborate on various facets that make them a good fit.
Essentially, what sets apart the virtual hiring process is the time and money saved and the competitive insight it offers. Also, virtual hiring processes enable collaboration.
These advantages of video interviews notwithstanding, there are a few challenges to be overcome, the primary one being an impersonation. i.e. when the identity of the actual candidate doesn’t match with the candidate who is being interviewed. The second most common challenge is that of internet bandwidth issues on either side, which can hamper the quality of the interview.
Here are some tips that can help streamline the video interview process.
1. Take notes or record the interview
Traditional, i.e., face-to-face interviews often require decisions to be made in the course of an interview process. Decisiveness is quite a challenging function in recruitment. Added to that, personal biases may override carefully tailored parameters to assess candidates.
Recording interviews can help take notes and identify markers/metrics to evaluate and select the most suitable candidates. Recorded interviews can also help calibrate, develop, and standardize processes. This practice can potentially aid in improving interview interface, processes and technologies to make your virtual hiring processes future-ready. Video recordings could also serve as a digital repository to train the human resources teams within the organization.
2. Be on time
With internet connectivity in place, the usual delays associated with in-person interviews. are greatly reduced. Hence, time management and punctuality must be adhered to strictly. If you are running late or have a prior appointment, inform the candidate of a likely delay. Your thoughtfulness conveys the organization’s values; respecting the candidate’s time also improves their interview/recruitment experience.
3. Turn off the notifications
The interface is the core of a video interview process. A cluttered, interrupted video hampers the experience for a candidate. It shifts focus and suggests callousness towards the candidate or recruitment process. Make sure to silence notifications on all your devices so there are no interruptions that impact the smooth progress of the interview.
4. Notify the candidate
Being organized is best for both the recruiter and the candidate. Draft a well-worded interview invite. You can have a detailed email or a PDF file sent, listing all the aspects of the interview process. Your mail can additionally include a link or guide to download the video platform, and information on its adaptation/usage across various devices.
There can also be a response platform on the organization’s website to stay connected for queries after the invite – notifications could include reminders, change in time, the number of rounds, the type of interview levels, etc.
5. Arrange an alternative process
Technical glitches do occur – be sure to have a plan in place to circumvent such situations. If you have shared a Meeting ID on a particular platform, make sure to have another available, to share it immediately, should there be any difficulties on the previously decided platform. You could also offer choices of platforms, based on both parties’ convenience. If there is a persisting bandwidth issue, resume the process over a phone call to ensure continuity.
6. Use advanced/competent technology
Selecting the right software solution is an important aspect of a seamless video interview process. Adopt AI-enabled video tools for a detailed analysis of the candidate and AI engines capable of sentiment analysis of the candidate. This could be a promising way to combat impersonation. Artificial intelligence can help analyze a candidate’s facial expression. Many video interviewing providers are already exploring this application of AI in research.
7. Conduct yourself in an amicable manner
While being professional, exercise discretion to understand the candidates over a video interview. Be considerate, patient, and ease them into the process while using the right body language and tone. Also, recognize the candidate’s cultural background and project a welcoming attitude. Your approach can boost the confidence of candidates who may not be familiar with corporate culture. This is particularly valid in campus recruitment. If a technical difficulty occurs from a candidate’s end, help them overcome it comfortably.
8. Choose a good location/create a visualization
An interview experience leaves the candidate with an impression of the company. One downside of video interviewing is the absence of experiencing the physical infrastructure of the workspace. To get past this, you can showcase the workplace infrastructure to the candidate through an engaging video. This can enhance the experience and leave a lasting impression on the candidate.
Consider having a dedicated office space with a presentable backdrop for conducting video interviews. It is important to ensure adequate lighting, optimal acoustics, and appealing visual elements.
9. Gather feedback
A feedback program can reveal the strengths and weaknesses of the hiring process. Ask a candidate about their interview experience – this could be in the form of a survey. While typical surveys require candidates to rate their experience on a scale, it is advisable to include short-answer questions that detail the interview experience. Ensure that the survey does not take much of the candidates’ time.
Additionally, you can encourage them to leave comprehensive feedback over email, including recommendations to improve the video interview experience. Lastly, present the option of anonymity on feedback forms.
Video interviews – the future of recruitment tools in campus hiring
Whenever there is a transition to a newer method/technology/platform, the question arises: Does this imply a tentative arrangement, an additional process to the existing methods, or a plausible replacement? The answer to this lies in the demands and requirements of both the recruiter and the candidate in campus hiring.
In the current scenario, the move from in-person to remote interviewing is driven by the information age, the challenges of a pandemic, and huge technological advances in the digital ecosystem. The adoption of these technologies is also ridden with lapses; it is mainly fraught with the issue of overcoming impersonation. The reliable way to ensure authenticity and transparency is through AI-based identity verification – HirePro’s advanced impersonation detection is one such. The shift to digital space with video interviews has to factor in aspects of digital literacy, internet access, device compatibility, and uneven spread of technology and its upgrade. The challenges are manifold but the day is not far away when the assimilation of this process is normalized and adoption is permanent. For this, the technology to address factors that pose a challenge needs to evolve such that the transition is sooner than later!
The adoption of video in recruitment was advancing steadily, and the COVID-19 pandemic only expedited the growth. Video interviewing platforms enhance the hiring process for a multitude of reasons — attracting the right talent, improving candidate experience or promoting the employer brand. Businesses have discovered the advantages of using dedicated video interviewing platforms in terms of efficiency, productivity and cost-effectiveness.
A dedicated video interview platform is an integrated, feature-rich, one-stop-shop for video recruitment, which covers all aspects of interviews from scheduling to evaluations.
Both the HR Tech Stack and processes stand to gain from a dedicated platform for video recruitment.
Let’s take a look at the why and how of video interviewing software.
Lights, camera, action…online!
The chaotic grind of recruitment is almost never-ending. With an influx of resumes, applications and cover letters, screening candidates and multiple rounds of interviews, it’s no wonder that video interviewing platforms have become increasingly popular over the years. Video interviewing in recruitment is now nearly the norm across the globe.
Video interviewing solutions are especially beneficial for campus recruitments which are characterized by large volumes and an intense hunt for talent. There are numerous benefits to using a dedicated video interviewing platform. Let’s take a look at some of them.
Why should you consider a video interviewing platform?
With the presence of a multitude of video conferencing applications such as Zoom, Google Meet and many others, at first glance, it may seem like an overkill to have a dedicated video interviewing solution. However, these applications offer just that – video chat, which is just one aspect of a holistic solution.
Let’s take a look at some of the features that make dedicated video interviews conferencing a superior option:
AI-powered digital verification: Eliminate the risk of impersonation with digital verification. AI-based algorithms verify the candidate’s identity against a government-approved ID card. This is repeated throughout the hiring process to ensure that the same candidate is being interviewed, assessed and onboarded.
Advance Scheduling: Schedule individual interviews or bulk-schedule for larger recruitment drives such as for campuses. Calendar invites can be sent automatically, with all required details.
One-way / Asynchronous video interviews: Typically when you think of video interviews, what comes to mind is a live interaction between the candidate and the interviewer. However, video interviewing platforms enable asynchronous interviews. Recruiters can record questions once, and send them to multiple candidates. Candidates can sign in, record their responses and send it back at their convenience while enabling recruiters to screen multiple candidates at their own pace. This is especially useful for campus recruitment scenarios, which are challenged by limited resources and time constraints.
Live interviews: Live interviews allow face-to-face interaction with individuals or groups. Some platforms also enable live coding interviews, especially useful when conducting campus recruitment for the IT sector, to gauge programming and problem-solving skills. Candidates can be assessed for coding skills over a shared coding window, and solutions can be brainstormed.
Recording/playback of interviews: When interviews are conducted live, the entire interaction can be recorded and played back. This helps to run the interview through multiple panelists, some of who may be offline, reduces any possibility of personal bias and enables a fair recruitment process. All of this is possible with recruiters and candidates being at different places, and in different time zones, without the hassle of scheduling and waiting for multiple people from the hiring teams. What’s not to like?
Company branding: Many platforms let you create a customized experience for the candidate – with the company brand on the invite, and during the interview. Adding the company brand provides a professional and positive experience to the candidate, which is very close to a face-to-face interview.
Interview evaluations: You can shortlist candidates, rate performance, and inform candidates who didn’t make the cut, all via the platform.
Seamless flow of information: Video Interviewing platforms can integrate with other apps or workflows with additional APIs and plug-ins, thereby ensuring automatic updates and facilitating a holistic recruitment solution.
Collecting feedback: Video interviewing solutions also automate feedback collection at the end of an interview, letting recruiters know what went right, and what could be improved.
The benefits of video interviewing software are especially seen in large-scale recruitment drives such as campus recruitment. Campus recruitment involves screening thousands of candidates across multiple locations, so a streamlined and collaborative system will expedite the hiring process.
How video interviewing software aids campus recruitment
Using a dedicated video interview platform offers tangible benefits to the campus recruitment process.
Video interviewing platforms minimize or even eliminate the need for travel, leading to huge time and cost savings for companies, especially when it comes to campus drives.
They provide companies the opportunity to widen the talent net and attract right candidates pan-India, enabling access to candidates and campuses at remote locations.
Campus recruitment often requires apple-to-apple comparisons. Giving out the same set of questions in the same order to multiple candidates allows just that, and enables a structured format. Interview questions are vetted beforehand, and candidate responses can easily be compared.
Live interviews are enhanced with branding, whiteboarding, messaging, and recording. Recorded transcripts can be viewed later, easing out scheduling conflicts which are so typical of campus interview panels.
Gen Z’s comfort with video is high, and for them it’s really a de facto expectation. Pre-recorded interviews ease without the stress of a first formal face-to-face interview.
Recorded transcripts allow deeper insights into candidates by not just taking, but observing non-verbal cues.
With automated scheduling and screening, and data integration with other systems, recruiters can now spend time on developing relationships with young candidates and understanding where they come from, thereby deriving deeper insights.
Video interviewing platforms lead to better efficiency and productivity and provide a democratic interview process for campus recruitment.
Prep, prep and more prep
While offline recruitment is a lot more time-consuming, a lot of things can be fixed quickly when face-to-face. Going online requires the recruitment team to be prepared for any eventualities, but it is well worth it, considering the benefits.
Advance prep goes a long way to ensure a smooth and seamless experience for video interviewing. Besides the tech required – infrastructure and a reliable video recruitment platform – recruiters need to ensure that the process is well thought out. Send candidates a simple, yet detailed email with clear instructions to use the platform, expectations, timelines and how to submit content (for asynchronous interviews), what kind of connectivity they will need, and helpline numbers in case of trouble.
For asynchronous interviews:
Identify the set of questions for screening candidates.
Identify the methodology of the interview.
Set timelines to send emails, receive submissions and screen candidates.
Test the recording and submission method before sending invites.
Acknowledge submissions, and inform candidates about next steps.
Ensure candidates get a notification once screening is complete.
Make it picture perfect
Conducting live interviews requires that the environment is quiet and that all panelists are logged in on time. Candidates should receive advance notifications and reminders. Here are some tips to ensure a smooth, hassle-free process:
Ensure all panelists test their camera, microphone, and speakers right before the interview.
The environment should be free of distractions, and a quiet place without background sound. Notifications on the system should be muted. If using a mobile, make sure you have a mobile phone stand, so that the device is steady.
Good lighting is important so that the interviewers and candidates are clearly visible.
Recruiters and panelists should be in either formals or semi-formals, depending on company policy and candidates need to be informed earlier about dress code guidelines.
Body language matters. Smile with your eyes, so the candidate feels comfortable. Maintain eye contact.
Speak clearly and at a reasonable pace, and do not interrupt the candidate or any other panelist.
Send a thank you note to the candidate and inform them about next steps.
Let’s cut to Hecuba
Video interviewing is an attractive proposition, but it might not be smooth sailing all the way.
Give candidates a second chance if they experience any technical issues. Ensure all evaluations are objective, as it’s easy to be influenced by a confident and smiling Gen Z-ian. If candidates are not comfortable in front of the camera for pre-recorded interviews, cut them some slack, have a word and give them a second chance, live or asynchronous. Personalize follow-up mails, especially when candidates fail screening.
All of these challenges can be surmounted, and given the numerous benefits, video interviewing solutions are here to stay. Video interviewing platforms offer a secure and streamlined solution to cover all aspects of video recruitment and expedite the hiring process.
HirePro’s Video Interviews platform is a holistic solution that lets companies hire faster with hassle-free live and asynchronous interviews.
And…it’s a wrap!
Video interviewing platforms are ideal for high-volume campus recruitments, which require both asynchronous and live interactions, identity verification, detailed tech evaluations and are yet appealing enough to a discerning generation.
Offering a rich experience for both recruiters and candidates, these dedicated platforms are collaborative, save time and cost, are more efficient, improve productivity, and can integrate to back-end HR systems, allowing for seamless transfer of information.
HirePro offers state-of-the-art video interview software to evaluate candidates remotely on skills and personality! Call us at 080 6656 6000 or write to us at sales@hirepro.in for a demo.
Jay Samit, a leading Hollywood digital media technology executive and author, once said:
“The very first thing I tell every intern on the first day is that their internship exists solely on their resume. As far as I am concerned, they are a full-time member of my team. For all the negative stereotypes about millennials, you would be astounded by how hard they work when they believe their contribution matters.”
When COVID-19 struck, many organisations around the world found ways to make sure work progressed without too many hindrances – thanks to the en-masse shift to remote work. This also included making internships virtual, as far as possible.
What is a virtual internship?
A virtual internship allows the participants, known as interns, to gain work experience without having to be physically present at the job location. A host of communication tools and applications – emails, Slack, Zoom/Microsoft Teams and others – ensure ease of communication and interns get to dip their toes in and get a feel of the organization.
So, what are some of the pros and cons of virtual internships?
The Pros:
No geographic limitations – Post the onset of the pandemic, companies are more open to hiring remote employees and interns too. The American multinational technology company Intel ran a virtual internship for 5,700 participants in 32 countries in the year 2020 and found that their virtual internship program outshone their traditional internships. The success of the virtual internship program has prompted Intel to continue with their virtual-only internship program at least till September 2021.
Find the right fit – The horizons have expanded for employers, enabling them to consider applications from students all over the world and hire interns who are the best fit for a specific job description. The opportunity to hire interns who contribute to achieving your organization’s diversity goals is higher through virtual internships.
Build a strong and robust talent pipeline: Remote internships act as a strategic recruitment tool for many top organisations. In this day and age where remote hiring is the de facto way to find new talent, virtual internships give you an opportunity to evaluate an intern’s work performance before making a decision to offer a job at your organisation.
Enhance your employer brand: A well-designed and planned virtual internship program could be just what you need to catapult your brand in the eyes of fresh graduates. Your organisation’s ability to quickly switch to virtual internships, due to unexpected circumstances, showcases its ability to efficiently handle change. A positive experience during internships leads interns to not only decide to join your organisation as full-time associates, if offered a job, but also recommend your organisation to friends or family members.
The Cons
Absence of an office environment – The absence of an office environment and face-to-face interaction, and no possibility of the hand holding that many interns require to be successful at work, could be a deterrent to the success of a remote internship. Interns will have to be self-starters and highly self-motivated in order to thrive in the current remote work environment. Moreover, remote internships might not provide an environment that is conducive to the development of work-related social skills, such as listening skills, adaptability skills and empathy.
Lack of maturity and irregular work hours – Due to the lack of experience in an actual work environment, interns are often considered immature and even commitment-phobic. Not just that – if the interns you have hired are still in college and attending regular classes, the hours they are available for work may be few and might not match with the hours the rest of the team is online.
Remote work is prone to technical glitches – Interns might also struggle with getting to understand and using software tools that are needed to be productive at work. Without anyone to guide them, they are often on their own to solve such issues and this would take away from the productive time that an intern puts into work.
A win-win for both
An SHRM (Society for Human Resource Management) article states that in spite of some of the drawbacks, there has been a whopping 6,000 percent increase in internship postings this year compared to last year. Before dismissing interns as being green behind the ears, keep in mind that those out of university are highly motivated and eager to prove themselves. Today’s fresh graduates know that the job environment is not easy. Good jobs are hard to come by and hence most of them are keen to put their best foot forward during their internships. In the days to come, there is no doubt that virtual internships will become a part of the new normal.
Recruiters spend less than 15 minutes on an application that might have taken a candidate hours to fill. This is not surprising as one job opening is likely to draw hundreds of responses.
Most recruiters spend a quarter of their time screening candidates and yet candidates often report a poor experience. And, recruiters will tell you that it’s still difficult to find the right candidate despite the volume of responses. This is because most companies cannot find the time to engage with the candidate and the candidate ends up feeling that their application was lost in the crowd.
A poor candidate experience is one of the major concerns organisations face. In the case of B2C companies, the fact that candidates could be potential customers adds an extra dimension to the problem.
Now imagine a world where your candidates are treated as welcome visitors to your website or social media page. They are greeted with courtesy as soon as they arrive. After understanding the purpose of their visit, they are directed to the appropriate job application. They are accompanied and assisted while they fill in the application and invited for an interview if they are suitable. No, this is not the description of the reception at a five-star hotel. This is a candidate experience assisted by an artificial intelligence (AI) chatbot for recruitment.
Chatbots have been around before the internet. The first chatbot (Eliza) dates back to 1966! The concept was in relative hibernation until Facebook placed chatbots in messengers in 2016, and since then they seem to have mushroomed everywhere. A hubspot survey indicated that 57% of the respondents were interested in getting information from bots when browsing a business website. In 2019, Gartner predicted that by 2022, 70% of white-collar workers will interact with conversational platforms on a daily basis. According to another Gartner research, 35% of organisations will move to a conversational job application process with the help of chatbots and natural language processing (NLP) by 2022.
What’s an AI chatbot for recruitment?
Now that’s the question, right?
We know that the world has moved on to accept chatbots as a way of life, but how do you incorporate this into your recruitment process? The more pertinent question would be, would it help you?
Recruitment chatbots are conversational platforms powered with AI and NLP capabilities. They are the quintessential recruiter’s dream assistant. They can be incorporated into email, text, social media solutions, other messaging applications, and company home pages. They can then be used to automate the communication between the recruiter and the candidate. In fact, recruitment chatbots could be designed to be the first touch point with candidates and gather comprehensive information about candidates.
Chatbots! But why?
If you have a high recruitment volume and need to scale rapidly, chatbots are a good idea. Sometimes the ideal candidate could fall through the cracks of your keywords and other hiring attributes. Have you asked the right questions and have you seen all the responses? This is a question that could plague a recruiter. It is also possible that you could lose the right candidate because of your inordinately long hiring process and lack of continuous engagement with the candidate.
Chatbots are a viable solution for all of these concerns. A chatbot that is designed to screen all candidates for suitability and also keep the communication channels open with the candidate would elevate your candidate experience and your screening capability.
Ask yourself if you have any of the below problems. If you do, it’s time to explore the idea of using recruitment chatbots.
I have a recruitment staff crunch but do not want to invest in a larger team because of fluctuating requirements.
There is no dearth of candidates, but we can’t seem to find the right ones.
Lead generation at the top end of the funnel is my biggest challenge.
I want to focus on diversity but feel the inherent bias of my team.
I’ve lost good candidates to the competition purely because of poor candidate experience.
Is it all good news from the chatbot front?
Like all good things, you need to know the nuances and limitations of using a chatbot in order to circumvent them and enhance the overall positive impact.
Empathy: Yes, AI and NLP enable chatbots to converse in a relatively human manner. They however haven’t nailed the empathy bit yet. Your chatbot might not get it when a candidate is being sarcastic or makes a joke. Sometimes, candidates could ask questions that are beyond the chatbot’s understanding. You need to weave in points of human interaction into your process flow to prevent a “robotic” experience.
Decision-making: While AI powered chatbots are able to continuously learn and improve, they still fall short when it comes to decision making. For example, if a candidate is asked, “Do you understand content marketing?”,the candidate could respond, “ Yes, I understand content marketing, butI have not worked in content marketing.” The chatbot might be confused with this answer. That is why it is important to build pre-screening models based on the previous data collected to help the chatbots.
Language-barrier: Slang, writing style and acronyms differ across the geographies and age groups. These nuances might be difficult for the chatbot to understand. It is important to make sure that the chatbot knows how to respond in such scenarios without adding to the confusion.
Where do I fit my chatbot?
A chatbot can be designed to be candidate facing, internal-facing or both. Chatbots can be used to collect basic candidate information. For example, when candidates apply on a company’s website, a chatbot could converse with them and ask relevant questions about work experience, previous employment details and other relevant skills. The chatbot could then rank the candidates based on the company’s requirements metrics. If the candidate is suitable for the position, the chatbot could check the hiring team’s availability and schedule the next set of tests and interviews. Chatbots are also good at keeping the candidate engaged by answering frequently asked questions.
There’s a pot of gold at the end of the chatbot rainbow!
Investing in recruitment chatbots is well worth the effort. Let’s take a look at the myriad gains that they bring to the table.
Increases candidate engagement and satisfaction.
Recruitment chatbots reduce the time taken to respond to candidate queries on frequently asked questions. This significantly elevates the candidate experience. They also enable the delivery of consistent communication, while taking away the possibility of human inconsistencies.
These chatbots can be designed to be the first level of communication to the candidate, ensuring structured, transparent, and timely communication.
Reduces time to hire
While a traditional recruitment process might take a few weeks for the first evaluation process, chatbots could reduce the time taken for the initial screening to a day or even lesser.
This significantly increases your ROI and also increases your ability to hire the right people.
Scalability
Your chatbot could be active in different processes within your recruitment cycle. For example, the same chatbot that’s conversing with a candidate on a social media channel, could also be helping the recruiter to rank candidates within the ATS. This helps you scale your recruitment process quickly and efficiently.
Reduces bias in hiring
Chatbots reduce the bias that could unconsciously creep into the hiring process. The initial screening of the candidates will be done based on predefined criteria that precludes bias.
A wider candidate pool
Candidates are often dissuaded by the complicated, time consuming application process that many companies have. A chatbot that gathers basic candidate information through a conversational approach would attract more candidates.
Increases efficiency for the hiring team
Hiring teams are often so bogged down by the initial rounds of communication and screening that they do not have enough time to dedicate to planning and strategizing. Chatbots free you from the repetitive mind numbing work that constitutes the major part of recruitment. You’ll have time to focus on the final interviews of the shortlisted candidates and other higher order tasks.
Demonstrates a modern engaging company culture
A recent Inc survey states that “there are 3 things that most matter to millennials in the companies they work for: 1) growth opportunities, 2) retirement benefits, and 3) work culture.”
The conversational nature of chatbots and the quick response time makes them a good addition to demonstrate your work culture.
Organisations, big and small are gravitating towards using recruitment chatbots. The benefits far outweigh the perceived challenges. When you decide to include this handy tool in your recruitment toolkit, just make sure that you and your team understand the systems you are integrating with the chatbot. Remember that AI learning does take time and account for that time in your planning. Make sure that recruitment processes are designed with the view that chatbots will not replace human engagement. They are there to assist and give your team a bit of a breather from some of the routine repetitive processes. In fact, it would make sense to pay careful attention to the screening questions. Use candidate net promoter scores and other metrics to gain insight into chat engagement and conversion rates. Use this information to identify gaps and tweak your process.
Good Luck with your new chatbot!
Contrary to popular belief, remote work is not a recent phenomenon. Its genesis, for modern workplaces, took place in 1972 when Jack Nilles, a NASA engineer, was working remotely on a NASA communication system. He is known for coining the term “telecommuting” and is now considered the father of remote work. Propelled by the advent of personal computers in 1975 and the birth of the internet in 1983, telecommuting or remote work gathered speed over the years and as the COVID-19 pandemic sparked an enormous migration away from brick-and-mortar workplaces, remote work got more readily accepted across several sectors of the economy.
A GetApp study shows that the number of people who work remotely at least once per week has grown by a whopping 400% since 2010. With the proliferation of video conferencing and collaboration platforms like Google Workspace, Microsoft Teams, Zoom, and Slack, allowing employees to work remotely has helped businesses accelerate revenue despite the uncertainties brought about by the pandemic. Because of the crucial benefits it offers, employers and employees are gradually embracing the new normal of remote work.
Benefits of Hiring Remote Workers
Boost Productivity: According to Forbes, teleworkers are an average of 35-45% more productive than workers working from their physical offices. Besides, teleworkers have shown a measured increase in output of at least 4.4% as compared to their physical office counterparts. The increase in efficiency of remote workers is attributed to the autonomy enjoyed by them. Coupled with the elimination of workplace distraction, remote workers are more likely to work during the hours they find most productive, leading to higher output.
The ConnectSolutions Remote Collaborative Worker Study showed that remote workers were 77% more productive than those working from office premises. It also showed that remote workers are 52% less likely to take time off. When employees are able to avoid unproductive activities such as coffee breaks, long commutes to their offices, being pulled into the office grapevine, etc., productivity rules the roost.
1. Achieve Cost Savings
Hiring remote workers result in significant cost-savings. Employers can save money by reducing office space costs, office furniture, equipment, and office supply costs. They can do away with transportation subsidies or reimbursements, obviate utility costs, and optimize operational and personnel costs. A study conducted by AT&T showed that promoting remote work enabled it to slash its annual real estate costs by $30 million and fetch $150 million in extra hours of productive work from remote workers.
Hiring remote workers also brings down childcare costs as parents can spend more time with their children at home. As per Forbes, organizations save an average of $11,000 per year per part-time remote worker or achieve 21% higher profitability. Based on the size of your organization, this could lead to significant savings without drastically changing the organizational structure.
2. Accelerate Digital Transformation
Hiring remote workers enables organizations to constantly test, iterate, and improve various technologies and tools. The uptick in the usage of both emerging applications and well-established ones helps organizations collect new data and feedback for future improvements. Gradually, organizations have learned to invest in and strengthen their IT infrastructure, including the adoption of new cyber security practices to capitalize on the benefits of employing a remote workforce.
3. Gain Access to a Wider Talent Pool
The Global Workspace Survey reports that 78% of organizations opine that offering flexible working options allows them to expand their talent pool. Hiring remote workers means that organizations will have access to a lot of employees that already have the necessary skill set required for the advertised job. As organizations will be less likely to sacrifice candidature based on the location of the candidate, they will be able to focus on hiring talented and location-agnostic candidates.
Besides, hiring remote workers allows organizations to attract qualified employees that possess the specialized skill set for a wide range of jobs. When location ceases to be a factor in considering a candidate for a particular position, organizations can focus on onboarding remote workers that are well trained. This not only cuts down the training cost but also reduces the time lag between onboarding and optimal performance.
4. Ensure Employee Retention
Forbes reports that 54% of employees are of the opinion that they would switch jobs for one that provided them more flexibility. Remote work is amongst the most desired offerings that employers can give to candidates seeking jobs. An online survey done by Mom Corps found that in order to have more flexible work options, 42% of employees would be willing to take a salary cut. This shows that remote workers are willing to sacrifice a part of their salaries to achieve the professional flexibility offered by remote work.
Moreover, employee retention is higher among remote workers due to the following factors: remote work options offer more flexibility, which makes them less likely to leave their job, remote employees will not leave their organizations on account of relocation, and remote workers are more likely to continue working during pregnancy and early motherhood, albeit while opting for reduced working hours. When remote workers are kept engaged, it boosts loyalty, improves the employee experience, and enhances long-term retention.
5. Promote Work-Life Balance
According to LinkedIn, 82% of employees working remotely have lower stress levels than those working in-house. Stress causes mental health issues such as anxiety, depression, and sleep problems as well as physical health complaints such as body pain and muscle tension. Reducing stress is essential to maintaining a healthy and productive workforce. It also helps employees work more efficiently in the long run. In addition, employees that have time for personal errands, hobbies and interests, and workouts feel more accomplished.
Remote work benefits both mental and physical health. With no compulsion to commute, no rush to finish lunch, no exposure to sick coworkers, and no long hours in an isolated cubicle away from family and friends, remote workers are able to keep stress at bay and lead a healthier lifestyle. Besides, remote workers can visit the doctor more easily, eat a healthy diet consisting of home-cooked meals, and take care of their ailments better. This means they will take less time off of work and spend more time on productive work.
6. Create a Better Environment
Most organizations today prioritize reducing the adverse impact of their operations on the environment. They endeavor to make a difference by taking up environment-related corporate social responsibility (CSR) initiatives, recycling, increasing renewable energy usage, and consciously reducing their carbon footprint. Some of the environmental benefits of remote work are reduction of greenhouse gas emissions, decrease in energy consumption, reduction in waste generation, and improvement of air quality.
The Global Workplace Analytics report states that the potential positive impact of remote work could be on par with planting 91 million new trees. Employing remote workers advances environmental sustainability by reducing traffic pollution by eliminating the need for a daily commute to work, decreasing the usage of disposable cups, containers, and office supplies, and conserving office space and electricity. Hence, remote work is much more beneficial to the environment than working from physical offices.
How to Hire and Onboard Employees Virtually for Remote Work
Hiring remote workers and successfully onboarding them requires precision. Virtual hiring entails scheduling assessments that prevent cheating, setting up interviews that give candidates a well-rounded list of questions, and conducting orientation sessions while onboarding. All of these elements, when done right, instill remote workers with confidence and trust in their employers. HirePro provides end-to-end solutions for organizations to hire and onboard employees for remote work.
HirePro is the sole recruitment technology company that offers complete remote recruitment solutions. Our advanced AI-powered platform, assisted by experts, enables organizations to source, screen, assess, interview, select, and onboard the best talent from anywhere around the globe. Reap the manifold benefits of hiring remote workers with HirePro today.
Potential Drawbacks of Remote Work and How to Overcome Them
Building trust is essential in a remote working environment. Despite its many benefits, hiring remote workers poses a few challenges. However, these challenges can be handled effectively with a few minor adjustments. For example, the lack of dedication can be tackled by helping remote workers structure their time and environment in a manner that prevents them from succumbing to distractions.
Further, isolation and the lack of workplace social life while working remotely can be counteracted by scheduling luncheons with bosses and colleagues. The fear of remote workers that they would be overlooked for promotions or better career opportunities can be dealt with by putting in place an unbiased performance appraisal process specifically geared to remote workers. By respecting the work hours of the remote workers and not piling on work when they’re efficient, employers can help them maintain a healthy work-life balance.
Conclusion
Remote work is a burgeoning trend that a lot of organizations will adopt in the near future. Many are well on their way to increasing their remote workforce, while some have gone fully remote. Hiring remote workers could be the major tipping point in how organizations adapt to the changing market conditions to remain efficient and profitable. It’s no surprise that given its wide-ranging benefits, recruiting remote workers is becoming an essential part of the hiring repertoire of organizations across the globe.
Managing people, in all their diversity of capabilities, needs and ambitions, is a complex affair. Enterprises collect a large amount of data about their people – demographic and educational information, compensation, training, job history, wellness and much more. Previously, HR teams struggled to extract this information from disparate spreadsheets and client applications, and to make sense of the data to fulfill the organisation’s strategic objectives.
That struggle is now pretty much ancient history, courtesy HR Analytics – known variously as people analytics or employee analytics, this is an umbrella term for new-age software systems that help HR professionals make better data-backed decisions. Usually cloud-based, the systems use predictive analytics to provide real-time information on how you’re managing your workforce.
HR analytics systems perform five key functions:
Data collection
Real-time report generation
Analyses
Modeling
Providing insights.
Hiring is an important function of HR teams. Accelerated by both technological advancements such as chatbots, recruitment automation, and virtual meeting spaces, as well as real-world happenings such as the pandemic, the hiring process has moved online in a big way recently. HR analytics systems are proving to be strategic enablers of the hiring function, providing HR teams unparalleled degrees of efficiency and economy.
Data-backed decisions to make the right hire
Data-derived decisions can turbocharge a company’s recruitment team’s efforts. For starters, they can help in writing targeted job descriptions. More importantly, data helps build intelligent recruitment strategies based on market compensation numbers, supply and demand data, turnover rates and objectives such as diversity and inclusion.
Data-backed decisions make sound business sense: as per Kathy Enderes, VP of Talent and Workforce Research at Deloitte Consulting, 55% of high-maturity, high-performing organisations base business decisions on people analytics, thus giving them a strategic edge in the marketplace.
Leveraging the right insights, HR teams hiring remotely can swiftly find answers to questions such as:
Which job boards should we post on?
Where should we best make use of the budget to ensure the right people see our JDs?
What is the quality of my recent hires? Were there any ‘quick quits’ within six months?
Metrics and models to track hiring efficiency
How long does it take to hire an average employee? This is a metric called ‘time-to hire’ – the number encapsulates the efficiency of a long list of activities including job posting, screening candidates, interviewing, background checks, making the offer and onboarding. This number needs to be as low as one can make it. Remote hiring can add complexity to this workflow.
HR analytics can track the entire workflow, highlighting possible points of inefficiency and providing tools to optimize. For example, are sending out emails to candidates taking inordinate amounts of time? Use automated emails to make this happen within a few clicks.
Outlining key metrics for success such as this, building trackers and optimizing workflows are part and parcel of employee analytics systems. Mature platforms such as Hirepro offer targeted workflow solutions that make remote, high-volume hiring (such as campus recruitment) a breeze. Hirepro’s automated, AI-powered campus hiring workflows, and fraud-proof assessment and interviewing systems have been validated by a network of over 10,000+ employers and educational institutions.
Consider another, more amorphous metric: cultural fit. Lack of cultural fit is a key reason for new hires to fail, per research by Robert Half Talent Solutions. Surprisingly, machines are better at psychometric profiling than humans. Analysis of split-second facial expressions during video interviews can yield tremendous insights and build models that help better answer cultural fit questions.
Economical hiring
Perhaps the most compelling reason to make HR analytics adoption part of your roadmap is this: it helps save money. Leveraging big data, optimisations in recruitment workflows, automation of previously-manual efforts, better efficiency in data handling, and predictive analytics and modeling supporting better hiring decisions translates into reduced cost of recruitment, and ultimately reduced turnover costs for the enterprise.
Although deploying HR systems can be a significant drain on time and effort initially, the payoff in strategic hiring can be big, impacting even the company’s culture positively. Companies can accelerate this payoff via timely training of HR personnel on the analytics systems being deployed.
An overarching need for seamless and collaborative business environments has led to the natural evolution of digital workplaces. A digital workplace consists of a custom and flexible set of tools and technologies which are needed for employees to connect, communicate and collaborate effectively, leading to improved efficiency and productivity.
While digital workplaces are not new, they have certainly evolved. The COVID-19 pandemic has accelerated adoption of digital workplace solutions, which have gone from being nice-to-have to must-have. Remote and hybrid workers are the new normal, and an optimised digital workplace may now be essential, given that we may not return to the pre-COVID ways of working for a long time to come.
Agility matters
Today’s work environment requires speed and flexibility. A distributed on-demand workforce means that organisations need to cater to employees across geographies who are available dynamically with the right skill-set, and are able to on-board them swiftly to fulfil demands.
While many organisations are “digitized”, so to speak, having a holistic digital workplace strategy with business focus helps to mitigate many everyday issues faced by remote workers.
Rather than offering applications in isolation, a digital workplace strategy would facilitate knowledge sharing with collaboration, adopting the right tools that support business needs, while taking into account the organisation culture. Business policies and regulations, governance and risk management provide the necessary controls to make sure all compliances are handled.
Remote – what’s that?
We typically picture remote workers with a laptop in hand and working on a couch, however, when you look closely, remote working actually dates back to two centuries ago to much before the industrial revolution, when craftsmen such as carpenters, smiths and potters sold wares made in the comfort of their homes and workshops, long before the advent of stores and commercial spaces.
Let’s fast-forward to today’s remote worker who is supported by a cloud-based or hybrid IT infrastructure. A large part of an optimised and seamless digital workplace is technology, and the customized set of applications and tools that can integrate into backend systems.
The Digital Toolkit
Organisations need to facilitate remote working based on the business needs.
Communication and Collaboration can be enabled by web conferencing, virtual team rooms, email and messaging systems, intranet portals and knowledge sharing systems.
Business applications
2020 made businesses rethink the way they function, and caused some sweeping changes to workplaces. Business applications now facilitate remote working, and hybrid workplaces are here to stay.
A sturdy HR Tech Stack is one of the pillars for the smooth functioning of an organisation. Recruitment solutions such as video interviewing, automated assessments and virtual onboarding facilitate virtual hiring. Attendance tracking, employee engagement and health and wellness tools are now an important part of an evolving workspace.
Remote work requires the right set of enterprise applications. Cloud and hybrid ERP solutions offer integrated AI capabilities, process automation, and analytics.
The CRM software should be accessible to all stakeholders to increase transparency and empower them with self-service solutions and data-driven reports, given that people cannot walk up to a desk and ask for information.
Project management software, time-tracking tools, video conferencing platforms, file sharing and collaboration software can all help track and improve efficiency and productivity.
Data analytics and predictive analytics provide deep insights and help track employee performance.
AI and ML-based systems lead to intelligent enterprises, and many traditional processes such as recruitment can be largely automated. HirePro offers several products such as virtual interviews, automated assessments with proctoring, and virtual onboarding, to make virtual recruitment a breeze.
An optimised digital workplace strategy is employee-centric, rather than business-centric. Enabling this requires a conflux of people, processes and technology. Organisations need to work towards providing consistent, secure and device-agnostic solutions to remote employees.
HR functions are no longer only about entry and exit management, and payroll. They play a critical role in business strategy and brand building. Given the wide range of HR functions today, it has become imperative for large organisations to automate repetitive tasks and appoint personnel to focus on more strategic functions.
HR Chatbots and Recruitment
An HR chatbot proves to be highly useful during a recruitment cycle. It takes the load off of the HR personnel, and makes candidate and employee management easier and more satisfying for everyone involved.
HR chatbots automate and simplify some of the most time-consuming processes of talent acquisition for an organisation. These bots can even be customized to fit organisational needs, and thereby, complete the job efficiently.
What are chatbots?
Unless you have been living under a rock and not been using the internet, you have interacted with a chatbot. In the simplest of terms, a chatbot is a software program that simulates and processes human conversation – spoken or written – and allows human users to interact with digital devices. Chatbots are driven by artificial intelligence (AI), machine learning (ML), natural language processing (NLP), and automated rules.
What are HR chatbots?
HR chatbots are virtual employee assistants, designed to replicate certain roles of the organisation’s HR department. Not only are HR chatbots convenient and quick sources of reliable information, they can also carry out certain automated tasks. An HR chatbot is like a portable HR manager who never gets tired!
Reduce recruitment time, effort, and cost
Recruitment involves many time-consuming steps such as filtering through applications, finalizing shortlists, making calls, sending emails, and scheduling interviews. All these tasks can be easily performed by the right HR chatbot.
AI-enabled HR chatbots can select resumes with the greatest fit, filter them, get in touch with the applicants, and schedule interviews. They can easily update the interviewer’s calendar and schedule interviews too. Using a set of customized questions, chatbots can screen candidates efficiently and decide if they align with the organisation’s expectations.
HR chatbots can complete almost all these processes within minutes, and simultaneously, for many applicants. Needless to say, using HR chatbots can not only reduce time and effort, but also bring down operational costs.
Do not lose candidates through avoidable gaps
HR chatbots, like all chatbots, can communicate through different mediums such as text messages, WhatsApp messages, and emails. Candidates who prefer to apply through text messages can be encouraged to do so, or even those who are unlikely to have a resume but are perfect for a position, can be coaxed to apply through text messages. In other words, don’t lose good able candidates because of rigid application processes.
Handle candidate queries with speed and clarity
Most applicants have similar queries during the recruitment process – status of their application, where they stand, and other related questions. And they want the answers quickly. Studies show 31% of applicants expect customized messages. Executives naturally find it difficult to handle the sheer volumes and as a result queries pile up unanswered. Sluggish HR responses can be the bane of any recruitment process.
This problem can be solved by HR chatbots. Using a Q&A feature, applicants can get instant answers to their questions. In fact, almost 80% of all standard questions can be answered within minutes. HR chatbots dip into the large amounts of existing data, and use ML and NLP to understand questions and personalize answers.
Onboarding can become less stressful
Talent retention in an organisation shoots up by at least 82% with a standardized and thorough onboarding system. Repetitive meetings and orientation processes can be packed away and made faster and simpler by using HR chatbots. New employees can quickly get familiar with their team, company policies and structure, communication styles and culture through HR chatbots. Since end users do not have to be trained before using an HR chatbot, the conversational interface makes the onboarding process seamless and pleasant for the new employees. Further, HR chatbots can be easily tweaked to suit different roles.
Gather User Insight
HR chatbots can be effectively used to gather feedback from both existing employees and new employees. Any opinion about information or a process that’s perceived to be missing or is ineffective as per a new/existing employee’s opinion, can be easily procured and integrated with a feedback structure.
Handle referrals with ease
With timely communication, improved engagement, and smoothened processes HR chatbots can accept referrals from employees. In fact, a chatbot can even remind a recruitment executive about roles that are vacant and suggest adding a referral for the role. Perhaps there might come a day when HR chatbots will reach out to employees and ask them to refer a suitable candidate in their network for an open position!
So, are you convinced to look for the HR chatbot that best fits your organisation? Chatbots are getting smarter every day, and almost 73% of candidates don’t even realize they’re interacting with a chatbot when they get their queries answered. Studies have repeatedly proved that AI-driven technologies bring tangible ROI to organisations.
Finally, not to be a wet blanket, but it is important to be cautious while incorporating an HR chatbot. AI should not be allowed to take over your recruitment process completely. The complete absence of a human connection may be disconcerting for a few applicants. Balance judiciously.
The COVID-19 pandemic has compelled organisations to make significant changes to keep pace with the new normal of remote work and hybrid workplaces. In keeping with the changes, interviews — an essential part of the hiring process — have transitioned to a digital avatar.
Remote interview platforms are catalysing this transition. Driven by advanced technologies, these platforms offer enduring long-term benefits to organisations that adopt them. What’s more, emerging remote interview solutions such as on-demand interviews, which allow anytime, anywhere recording of answers by candidates, are enhancing the hiring experience for recruiters, hiring managers, and candidates.
Here are some of the ways in which remote interview platforms bolster hiring processes for better, faster, and smarter hiring.
Time is money concept. Close up of hourglass with money coins
Drives Hiring at Scale
While hiring at scale, organisations risk diluting or losing their work culture by recruiting some candidates that may not be adequately calibrated to predetermined hiring standards and principles. This could impact employee morale in the long run. Remote interview platforms not only remove geographical barriers and provide access to a wider talent pool but also provide a host of features to ensure that you hire candidates that align with the values and culture of your organisation. The platforms that facilitate hiring at scale are comprehensive, all-in-one systems that meet all the needs of hiring processes. The features include digitisation of registration and eligibility check processes, reliable support for high-volume assessments, automated screening, shortlisting, and candidate communication, bias mitigation capabilities, and fraud-check during virtual assessments and interviews.
Ensures Fraud Prevention
The possibility of potential fraud is a cause for concern in virtual interviews. organisations may end up losing precious time and resources in vetting applications and weeding out unscrupulous candidates. Remote interview platforms manage fraud effectively. They ensure that candidates register with photographs that match a government ID card photograph and only registered candidates attend assessments and interviews. These platforms make sure that no third person is present during the interview and candidates don’t leave the interview window. They also deploy advanced AI technology for real-time checks for impersonation, suspicious behavior, and cheating.
Improves Coordination Among Recruiters, Interviewers, and Candidates
In the traditional hiring process, recruiters, interviewers, and candidates often function in silos. Disparate processes, tedious procedures, and differing schedules create confusion and delay. Remote interview platforms bring recruiters, interviewers, and candidates together on a single intuitive interface for a streamlined and seamless interview experience, right from scheduling and conducting interviews to collecting feedback digitally. Remote interview platforms enable collaboration for different types of interviews, such as live interactive video interviews, live coding interviews, and asynchronous video interviews. They also eliminate miscommunication, scheduling overlaps, and loss of data by employing robust and holistic data management for uninterrupted coordination between different user cohorts.
Enhances Candidate Experience during Remote Interviews
Interviews can be a stressful experience for candidates that are currently employed or have other time-sensitive responsibilities such as childcare. Remote interview platforms provide candidates the flexibility to attend interviews at their preferred date and time. Allowing candidates to schedule interviews at their convenience gives recruiters access to a wider pool of talent. Besides, remote interview platforms provide features, such as digitised document collection, streamlined shortlisting process, FAQs, technical help, and Email/SMS notification at every stage. This improves the overall remote interview experience for candidates.
Facilitates Effective Time and Cost Management
Of all the stages in the hiring process, interviews are the most time-consuming and expensive ones. Remote interview platforms reduce the time spent on scheduling and coordination. Moreover, pre-recorded one-way interviews or asynchronous interviews help save time as well. The adoption of remote interview platforms also minimises the effort and cost of availing office space, travel expenditure, etc. It helps recruiters conduct interviews efficiently and in a cost-effective manner, without incurring additional expenses.
Conclusion
According to a Gartner poll, the COVID-19 pandemic has prompted 86% of organisations to incorporate new virtual technology to interview their candidates. At present, remote interview platforms allow customisation and personalisation to meet diverse recruitment scenarios. It has helped organisations speed up their hiring process to find, interview, and onboard high-quality candidates at scale.
Moreover, today, hiring has become more competitive than ever. With organisations sparing no effort to secure top-notch talent, remote interview platforms are emerging as effective tools to trounce the competition and clinch the best candidates every single time.
Conduct superior remote interviews with HirePro’s AI-powered video interview platform. Get HirePro today.
