In today's rapidly changing professional landscape, the art of interviewing has undergone a remarkable transformation, driven in no small part by the rise of remote work. As businesses adapt to new modes of operation, the interview process has also had to evolve to meet these challenges head-on.
Edisa Rodriguez, Head of Growth & DEI, recently had the unique opportunity to lead a webinar with TALK, the world’s largest organization of talent acquisition professionals to discuss this very topic.
Read on for a brief synopsis of what Edisa covered during the webinar…
How remote work has reshaped the interview process
We’re all familiar with the profound changes that have occurred in the world over the past three years compared to the present. Three years ago, face-to-face interviews were the norm and many hiring teams were making decisions based on “gut feel”. As we fast forward to today, teams are still navigating the challenges of adapting to remote work and contending with the dynamic landscape of talent acquisition. This has made interviewing…hard.
The trends that are shaping the way we connect with potential candidates
Edisa then dove into some trends related to virtual interviewing. Here are a few she shared:
1.) Fewer, Better Interviews
We've frequently discussed the idea that conducting fewer interviews is preferable, but what exactly defines "better" interviews? Several factors contribute to this, including avoiding the repetition of questions, delving deeper into a candidate's areas of interest or concerns, maintaining a balanced dialogue between the candidate and the interviewer, and more. There are numerous advantages associated with conducting “better” interviews, ranging from providing candidates with a fair and positive experience to ensuring accurate assessment of their skills.
2.) Interviewer Coaching
Interview training should evolve from a once-a-year event into an ongoing coaching experience. It’s essential to maintain a continuous focus on improving interviewing skills. For instance, leveraging AI enables the review of how teams convey your company's value proposition. If an interviewer falls short in this aspect, quick coaching interventions can be initiated. Additionally, a wealth of other valuable data can be gathered, such as the quality of questions posed by interviewers and whether candidates consistently express negative sentiments when interviewed by a specific team.
Best practices tailored to the virtual realm of interviewing
And finally, a few of the best practices Edisa shared…
1.) Record Your Interviews
The most successful companies now routinely record their interviews. In the past, in sales, there was apprehension about recording sales calls, but today, it has become standard practice. Similarly, in the realm of interviews, this trend is gaining traction as hiring teams strive to do their jobs better. Recording interviews ultimately empowers teams to more effectively assess candidates and make the most informed hiring choices.
2.) Aim For Faster Feedback Collection
We can’t tell you how many times we've heard from talent acquisition teams that getting feedback from their interview team is like pulling teeth. Submitting feedback after the interview is the most annoying homework assignment for the interviewer, but it’s critical to get feedback faster. Not only does faster feedback collection mitigate bias, but it also expedites the overall decision-making process.
Interviewing is hard, but it doesn’t have to be. Hiring great talent is non-negotiable, and with Pillar, every team can run structured, equitable interviews and hire with confidence. If you’re interested in seeing how Pillar can help your organization make progress with the trends and best practices mentioned above (& more), schedule a demo today at pillar.hr/get-a-demo.