Build a Better Candidate Pool With A Digital Interview Platform

Digital interview platforms have changed the way human resource personnel find talent. A digital interview platform broadens the candidate pool and allows managers to spend quality time focusing on the most promising candidates.

Invest Resources in the Right Places
In an environment where budgets are tight and competition fierce, that catch phrase "time is money" is more relevant than ever. Sifting through dozens of applications and setting up interviews that require extensive schedule coordination with candidates across the country can take weeks.
A digital interview platform allows interviewers and interviewees to interview on their own time. This scheduling freedom gives HR managers the flexibility to view a candidate when they're in a position to give the candidate their undivided attention. If a candidate makes a particularly poignant point or makes a puzzling remark, HR managers can immediately review the response, which is difficult to do in a real time, face-to-face meeting. These assessment tools give HR personnel the time and space they need to thoroughly evaluate candidates.

Once the video interviews are stored, HR representatives and the executives interested in evaluating candidates can watch the interviews and rate the candidates on their own time. Immediately getting a colleague’s feedback can help you eliminate candidates and strengthen your candidate pool.

A virtual interview also gives cash strapped companies access to a deeper pool of candidates. Bill Gottlin, director of HR for Continental Industries Group, told Human Resource Executive Online that his company spends approximately $900 when interviewing an out-of-state candidate in a face-to-face interview. Digital interviews allow you to reach qualified out-of-state candidates without breaking your budget.

Equal Opportunity Evaluations
In 2010, the U.S. Equal Employment Opportunity Commission received almost 100,000 private sector workplace discrimination charge filings, a record-breaking statistic. With workplace discrimination complaints on the rise, employers need to be increasingly aware of how they treat job candidates.

In a face-to-face interview, it's easy to forget to ask one candidate a question given to another candidate. A virtual interview gets rid of this uncertainly, streamlining the interview process and making it fair for all candidates. Each candidate is offered the same questions chosen by you through an on-line selection process, making it easier to fairly compare candidate responses.

Not only do these interviewing resources provide fairness to candidates, they help HR personnel pick the most appropriate and telling questions for the position they’re interviewing for.

Candidate Sharing
Virtual interviews also give you a sense of the candidate’s personality and whether it will work with your team. After seeing their responses on video, it may be evident that a candidate that looks great on paper may not fit with your company culture.

While a great candidate may be wrong for your company culture, he or she may be perfect for recruiters and hiring managers working on behalf of other companies. With digital interview platform services such as HireVue, you can share candidates with out-of-office colleagues. Conversely, you may get a candidate recommendation from someone in your network who interviewed a candidate wrong for their company culture but great for yours.