In today's fast-paced job market, companies are constantly searching for the most efficient and effective ways to hire top talent. Typically, this has involved a cumbersome, unstructured and often biased interview process that can leave both employers and candidates feeling frustrated and exhausted. Enter Interview-as-a-service (IAAS) — a modern recruitment solution that not only saves time and resources, but also leads to better hiring decisions.
For recruiters and hiring managers, IAAS offers a curated pool of experienced industry professionals as interviewers. In addition to the technology skills, these interviewers are trained on softer aspects of the interview process and candidate experience.
IAAS, also, addresses the problem of scalability. Any number of interviews can be conducted in a day as headcount and availability constraints of in-house interviewers is avoided.
For candidates, the intelligently designed IAAS is a medley of delightful micro-experiences. Using widely used communication channels like WhatsApp, emails, SMS, etc. candidates are able to share their interest in a job and also their preferred time for an interview. No more waiting for the right interviewer! Anxiety is avoided as they have easy access to options like rescheduling, technical support, etc.
And most importantly, each candidate gets a fair and equal chance during the interview. Standardized question pools are used to conduct interviews which ensures coverage of all skills & maintains the difficulty level. Structured interview feedback is delivered within minutes with video recording of the session. Thus, consistent and fair interviews are delivered at scale. More than 86% of candidates, who have experienced this service have found it better than in-house interviews.
Beyond these benefits, the service has proved its effectiveness in controlling frauds which are an unfortunate reality of any job market. In addition to the traditional proctoring, IAAS utilizes the cognitive services from Microsoft Azure in an innovative way. This AI driven solution is able to notify if fraudulent activities like lip sync, impersonation, etc. have been detected.
Lastly, IAAS has been designed after an extensive study of the best interviewing practices. For example, in the FAANG (or MAMAA if you are seeking perfection!) set of companies it is mandatory to use external interviewers to ensure involvement of someone from outside the business in the hiring decision making it free of biases and short-term considerations.
The hiring team structures the interviews and evaluations. Interviewers, with at least 10 years of experience, evaluate soft skills (in addition to technical skills) to ensure independent decision making in future hires. IAAS aims to provide easy access to such practices to every hiring manager.
Hence, IAAS offers a modern, comprehensive solution to the recruitment process which puts candidate experience and quality first. As the talent acquisition landscape continues to evolve, IAAS is likely to become an increasingly important tool for organizations looking to hire the best candidates. So, if you're a recruiter or hiring manager, it's time to consider the benefits of IAAS for your organization.
However, it is still undeniable that some organizations will not be able to make the sudden cultural change to relying on external interviewers. The first step in the right direction in such cases would be to switch to a specialized assessment & interviewing platform.
The right platform will be able to integrate with existing systems & automate cumbersome processes like resume screening. AI-powered ‘JD to CV match’ can make the resume screening process a breeze by calculating & providing scores to each candidate.
These scores can be used to find the top candidates for a job. Shortlisted candidates can then be subjected to automated proctored assessments to reduce the interviewing efforts.
Modern interviewing platforms are further equipped with candidate management & auto-scheduling features. They are able to reach out to candidates through multiple communication channels.
They can check if the candidate is interested in the job opportunity. They can seek availability of the candidate for the interview & then auto-schedule the interview with the ‘right’ interviewer selected through an AI-driven process.
Most importantly, they facilitate & enforce a structure to the interview process. Skills matrix covering the job description needs to be defined beforehand.
This generates a question pool which ensures that each candidate gets subjected to equal difficulty while still being evaluated for all skills.
Once the interview is scheduled, the platform keeps the candidate engaged by sharing regular reminders about the upcoming discussion. On the day of the interview, the candidate & interviewer both have access to customer support through the platform, who can assist them with any glitch that might come up. The platform supports different kinds of interviews through functionalities like code editor & compiler, screen sharing & recording, etc.
At the end of it, these platforms are able to generate standardized feedback reports which include embedded video recording of the interview. Report generation for interviewers is made easy by supporting features like speech-to-text, video bookmarking, etc.
In conclusion, the use of modern recruitment solutions such as Interview-as-a-Service and specialized assessment and interviewing platforms can significantly enhance the recruitment process, providing a more efficient and effective way of hiring top talent.
These solutions prioritize the candidate experience while maintaining a structured and standardized process, ensuring that every candidate gets a fair and equal chance during the interview. They also help eliminate biases and fraud in the hiring process, making it more transparent and fairer.
As organizations continue to face the challenges of the ever-evolving talent acquisition landscape, it is crucial to adopt modern recruitment solutions to stay competitive in attracting and hiring the best candidates.