Human Resource managers always land in the red zone when the hiring volume is high. One smart way of adding value is to include digital interviews as part of your hiring tool kit. One of the top advantages of applying for digital interviews is to make informed and accurate hiring decisions to tap the best and right talent. A complex area where HR professionals tend to lose data is when they follow asynchronous interviews which are not integrated into the digital software stack of your company. In this way, human resource recruiters crunch on time and resources, thereby enhancing conversion rates. To understand the various dimensions of digital interview applications, let’s take a dive into 5 key prospects of integrating digital interviewing into talent management.
Compressing Time and Space
Some of the contending factors for talent management in HRM is accessibility or conducting in-person interviews. Best talent may be identified but due to location or health concerns you may not be able to connect. Talent intelligence can help tap the best potential from the suitable region in compliance with the organizational set-up. To achieve this result, mobile-first applications must be introduced into the HR functions by resource managers.
Jump Beyond Resume
Digital interviews help human management navigate through lengthy and frustrating job applications. This can even aid HRs in assessing the candidate much faster than the resume. Let’s imagine a scenario where you are about to interview a candidate of a foreign origin where digital HR tools can help identify appropriate questions in the targeted language. Or in case you are hiring for a sales position, then digital tools can help evaluate the communications and interpersonal abilities.
High Candidate Experience
Interviews are long and stressful. Digital interviews can help make candidates feel more comfortable and engaging. Asynchronous interviews can get candidates to record interviews and assess their abilities. This approach warns candidates if they are prone to cramming information while preparing for interviews and on the other hand, helps HR analysts to drill deep into the profile to gain granular insights about the candidate’s past experience and expertise.
The manual screening process involves bias but that can be averted through using an asynchronous interview process of building questions that are repetitive in format and pattern. This would allow candidates to prepare well in advance to help HR managers to assess objectively. Another tipping advantage in this process is that it can help employers build strategic HR insights as they would identify what the candidate chooses to reveal. Another scaling advantage of this approach is it helps HRM to widen the talent pool and make way for diversity right at the interview stage, instead of blindly shortlisting candidates.
HR data analytics can not only be used to identify potential tangible skills like numbers or written communication, but also intangible skills. Organizations sometimes need candidates who have the qualities to maintain decorum and a positive work culture which is produced by behavioral patterns, body language and temperance levels. To tap prospective candidates who possess these qualities, leading companies adapt futuristic HR practices to adapt both asynchronous and synchronous digital interviews.