Automated Interviewing, effective? - 3,2,1, answer the question....
- Post By: Charlie Taylor-Smith
In today’s fast paced society, our time is valuable. Which is why we’re not surprised by large companies being advocates for the automated video interview. For an automated interview, a candidate logs onto a portal and is given a series of questions to answer. They’re given a practise round and then a set time to answer each question. We saw on our LinkedIn network, a candidate had a video interview and lost his words, he panicked so much that he just didn’t move until the time was up. That way, the company would have thought the system had frozen. You have to hand it to him for his quick thinking!
This type of interview isn’t going to be for everybody, although, some would much prefer this being part of their interview process. At Quarsh, we wanted to highlight the pros and cons of automated video interviewing.
Saves time -
Our time is important, automated interview allows for efficiency. The candidate can complete the interview in the comfort of their own home, without spending time to travel to their potential employer, or commit to a time that works for both parties.
Time off from work -
The candidate doesn’t have to excuse themselves from their current job to make the interview. They can complete the interview in their own time, after their working day.
It doesn’t just save time, it saves the candidate money –
With the luxury of taking the interview at home, you aren’t having to spend money on petrol, parking or trains.
Interview pressure is limited –
The candidate isn’t in a corporate environment. For most, being in their own surroundings would be comforting, allowing the candidate to give a realistic portrayal of themselves.
Like most things, the automated interview also has its drawbacks.
An interview is for the company to impress too –
Any interview is a two way street. The candidate wants to be impressed by their potential employer just as much as the employer wants to be wowed by the candidate. In most cases, the candidate has not spoken directly to an employee, but by emails. They’re lacking a sense of who their possible future colleagues are, and the culture. The candidate may not fit within the team, meaning time can be wasted.
Internet troubles –
Losing internet connection can occur quite easily. If this happened during the video interview, it could affect the final outcome, or the candidate will have to re-do the interview, and time is wasted.
Limiting your talent pool –
There will be those who do not have access to a smart phone or laptop, or, they may not have internet access for one reason or another. This is preventing great potential candidates from applying for the position, who could be a perfect fit.
Lack of conversation –
How are you supposed to measure a candidates conversational skills (especially if it is a client/customer facing role) without having a conversation?
A bad hire can have dire effect on the entire team, it is hard to discover if they can immerse themselves into your environment if you cannot have a casual conversation. The automated interview does not allow for this.
When a candidate gives an answer to the given question, the interviewer cannot probe the candidate in order to get more details. The automated interview only allows for limited information.
Panic answer –
Each question has a time limit. Many candidates may struggle to answer each question, to the best of their ability, with the time provided. This may force candidates to speak quickly, or miss out important information from their answer. The company cannot find out everything the candidate has to offer with the limited time.
The Impersonal factor –
When you are being interviewed, you often take solace in the smile and body language of your interviewer. The candidate is talking to a screen, it’s robotic and awkward.
We believe it is an adequate replacement for a phone interview, as an initial screening exercise. On the other hand, to make a hire solely from an automated video interview, may be jumping the gun. To make sure you’re happy with your hire, they need to be integrated into the office by face-to-face interviews and talking to your employees.