vprople logo

January 2024

Virtual Interviews vs. Traditional Interviews

The job market today is quite fast-paced. After the pandemic, the evaluation of candidates in job interviews has two approaches- traditional interviews and virtual interviews. While both approaches have their benefits, companies nowadays are mostly seen shifting their process to a virtual one. When we talk about the traditional approach, it is the process of meeting your candidate face-to-face in person to conduct an interview and hire from the available talent pool. In contrast, the virtual process is to use a video interview service to connect with the candidates. In this blog, we are going to lay down the differences and the pros and cons of using either approach and understand which approach benefits organizations in the long run. Traditional Interviews Traditional interviews meaning one-on-one interviews have been used by most companies for their hiring needs. Before the pandemic, the world hadn’t shifted to virtual means and traditional interviews were the way of going about meeting hiring needs. They have managed to yield good results over the years and have been beneficial for organizations in many ways. But as the world starts running on technology predominantly, we see a steady decline in traditional one-on-one interviews, and here are some reasons why: Time and Cost: Traditional interviews are draining on the interviewer’s and the interviewee’s part when it comes to time and cost. Scheduling in-person face-to-face interviews consumes a lot of time, especially when there are multiple candidates or multiple rounds. It also costs quite a bit for the candidates to travel all the way to sit for the interviews that they aren’t sure if they would end up getting. The process becomes lengthy and time-consuming on both ends. Limited Candidate Reach: While conducting traditional interviews, the companies have access to very limited options as they can only access candidates who are in the vicinity or are willing to relocate for the job. This limits their candidate reach to an extent and they cannot access candidates who might be a better fit for the role but aren’t available for the in-person interview. Subjectivity and Interview Bias: While interviewing somebody face-to-face, interviewers can knowingly or unknowingly make decisions based on their thoughts and opinions and not on the caliber of the candidate. They might be biased toward a particular candidate because of shared interests or the way they dress and present themselves. Limited options to record and review: In traditional interviews, recording the whole process becomes quite time-consuming and also can end up making the candidate nervous or uncomfortable if they have a camera pointing at them during the interview. This might affect their performances in the interview. Whereas not recording the process would affect the ability of the interviewers to review and make a decision. Virtual Interviews As can be understood from the name, the virtual interview is conducted virtually, on online platforms without having to meet face-to-face. Virtual interviews have become the way after 2020 when the world started to make a shift. It makes the interview process quite easier for companies, especially when they manage to use a platform that provides them with on-demand technical interview serviceswhenever necessary. As stated before, virtual interviews have seen steady growth over recent years and are likely to keep doing so. Even if we debate about virtual interviews vs face-to-face interviews, virtual interviews are the preferred way now, here’s why: Flexibility: With virtual interviews comes flexibility at the end of the interviewer and interviewee. The interviews can now be scheduled at their convenience without having to take into account long commutes to and from the interview. With one-way video interview services that platforms provide for technical screening services, interviewees can now sit for interviews at their preferred time. Access to Global Talent Pool: One of the main pros of discussing virtual interviews advantages and disadvantages is that virtual interviews allow companies to reach an entirely new talent pool, possibly globally, as candidates from any part of the world can sit in for the interviews without even moving from their place. Platforms that provide interviews as a service also allow the candidates to choose from a range of time slots which allow them to schedule interviews without having to worry about the different time zones from where they are giving the interviews. Time and Cost Effective: Scheduling virtual interviews does not have lengthy procedures where multiple people need to be in the loop. It also saves quite a bit of time and money as people can sit for the interviews from their homes, by having access to only a device and an internet connection. They end up saving their time and money which they would have otherwise needed for in-person interviews. Better Candidate Assessment: Virtual interviews can be referred to later on to make decisions by the company. Also with these interviews, employers have the time to carry out assessments for different factors of the candidate, ranging from technical skills to soft skills, all without wasting human resources on it. By using interviews as a service platform, companies can manage to hire candidates that fit their needs precisely as they would help you assess the candidates thoroughly. Record Keeping: Virtual Interviews provide us with a better way of record keeping, as a candidate’s entire history of the hiring process for any company can be tracked in these platforms to analyze the candidate further and the interviews are also easily recorded, after getting the candidates’ consent. It helps interviewers to later on review the interviews and make an informed decision. While we live in a world now where virtual interviews are slowly and steadily taking over the hiring process, we have platforms that have entered the job market to make the hiring process easier. With these platforms, you can get technical screening services and interview services for your recruitment process where experts from different domains will help you conduct interviews. As we see traditional interviews fading out, we should start taking advantage of these platforms and optimize the hiring process further.

Virtual Interviews vs. Traditional Interviews Read More »

Why it is time for Interview Management System

In the year 2024, there has been a tremendous shift in hiring management, and it is becoming very crucial for companies to formulate a robust Interview Management System to streamline the hiring process and effective evaluation of the candidate. Online interview service platforms have become an extremely integral part of the hiring process, as they offer various advantages to both the recruiters and the candidates. Time is always one of the most crucial aspects and the interview platforms’ primary objective is always to conduct faster, smarter, and better interviews. Advantages of Interview Management System Global Reach Using an interview management system helps recruiters break geographical barriers and interact with candidates worldwide, allowing them to hire the top candidates. The companies can access a diverse talent pool from across the world. Candidates can now be hired from different parts of the world without any constraints and promote diversity while enriching the overall skill set of the company. Time and Cost Efficiency It is not only time-saving but also cost-effective. With online interview services, recruiters can carry out the hiring process without the hassle of meeting the candidates face-to-face. The traditional interviewing process usually involves travel, accommodation, and other added expenses that are not applicable in an online interview management system which makes it more feasible. Streamlined Interview Scheduling Scheduling face-to-face interviews is challenging logistically when companies interview for diverse roles. Using interview management systems will help companies to auto-schedule interviews reducing scheduling conflicts and streamlining the process. Companies can further escape this logistical nightmare by using the assistance of any interview as a service platform. Elevated Candidate Management With Gen Z entering the workforce, candidates’ experience and management are integral parts of the recruitment process. While sitting for interviews, they give importance to the interviewing skills of managers, the company’s work culture, and overall experience. To make the candidates feel at ease with the company, it is important to have a polished management system for the candidates from scheduling the interviews to getting the feedback reports. This can be done using an interview platform which will provide a candidate-centric experience. Easier Record Keeping By using interview platforms, the companies can opt to record the online interviews of the candidates for future reference and feedback purposes. These recordings can be further used to determine the quality of the process and check for any malpractice issues. They also help the experts taking the interview to understand a company’s hiring needs and evaluate accordingly. Informed Decision-Making Companies employ interview management systems so that they can make impactful hiring decisions. These systems help the companies implement a systematic interview structure and evaluation criteria that will help them evaluate each candidate on the same skill set and make a fair decision. By employing IMS, companies can make their decisions based on data collected. The process is streamlined further by using interviewing platforms that assist companies in conducting the interviews. Interview Feedback Feedback is an integral part of any hiring process for the candidates and the recruiters to understand and learn for the future. By using IMS a feedback report can be generated for the candidate, the expert, and the recruiter which helps them understand what areas need work. It is easier to summarise a candidate’s performance using these systems so that the decision-making process is easier for the recruiters. Self-Scheduling Interviews The candidates can self-schedule their interviews and choose from different time slots according to their convenience. This helps make the process easier for the candidates and the recruiter by optimising the workflow without having to invest extra manpower in the process. It also helps you understand a candidate’s interest level for a given position and the importance of interviews in the selection process. Reduced Interview Cancellations By using IMS assistance from platforms that provide interviews as a service, recruiters can reduce the cancellation rates of interviews. The platforms will make sure to confirm with the candidates frequently leading up to the interview, which will help save time in case of cancellations and also reduce the likelihood of uninformed cancellations. The interview management systems are to become an integral part of the hiring process. Outsourcing interview services not only helps companies save valuable time, but it allows domain experts to conduct interviews and evaluate candidates, making sure that only the top candidates are hired. Platforms that provide interviews as a service have various tools at their disposal that provide a streamlined, automated process without any hassle

Why it is time for Interview Management System Read More »

HR Trends In 2024 That’ll Change The Job Market

The work landscape is on the brink of significant shifts in 2024, influenced by economic dynamics, the rise of new technologies, and the ever-changing priorities of the modern workplace. In 2024, the Indian job market is anticipated to maintain its upward momentum, with forecasts pointing towards ongoing expansions in hiring. Fueled by rapid industry growth and a consequent surge in demand for skilled professionals, technology is at the forefront of this expansion. Success depends on upskilling to adapt to the new roles that are emerging now. Diversity and inclusivity will play a more prominent role this year and the employee experience will be tailored and personalised. In the evolving landscape of hiring, there’s a growing emphasis on prioritizing specific skills over traditional qualifications. This strategic shift enables organizations to align talent more effectively with their unique needs, fostering a workforce that is both dynamic and adaptable. AI and Automation in HR Looking ahead, the incorporation of artificial intelligence (AI) into HR processes stands out as a transformative trend. The utilization of AI bots for technical screening not only enhances efficiency but also creates comprehensive databases, streamlining the entire recruitment process. Additionally, technical interview outsourcing to companies that will focus on the adoption of skill score-based hiring offers a nuanced understanding of candidates’ potential success within a given organization, ensuring their capabilities align seamlessly with specific requirements. As we step into 2024, Gen AI is expected to play a pivotal role in various HR functions. The deployment and utilization of this technology are anticipated to showcase more wisdom and discretion compared to the previous year. The spotlight on Generative AI gained prominence in the past year, revolutionizing HR functions by automating tasks and offering support in talent sourcing, screening, selection, onboarding, career development, payroll, and performance management. Numerous Indian companies have already integrated Generative AI into their operations for applications such as chatbots for HR queries, resume analysis for hiring, online technical interviews, and mapping employee engagement. However, as Generative AI gains momentum, the focus on ethics and compliance becomes increasingly vital. Establishing governance guidelines for data privacy, security, and regulatory compliance becomes an essential aspect for organizations leveraging Generative AI. The Indian Tech industry is witnessing a profound transformation in talent acquisition through the integration of artificial intelligence, automation, and data-driven insights. These technologies streamline recruitment processes and enhance candidate matching, personalize experiences, promote diversity and inclusion, and contribute to improved candidate retention. Companies have started to outsource technical screenings so that virtual recruiters powered by AI along with human experts address candidate queries and get a personalized understanding, while data-driven insights help identify early signs of turnover. The ongoing advancements in AI, automation, and data-driven insights are poised to introduce even more innovative applications, further revolutionizing talent acquisition and elevating candidate experiences in the industry. Solving the Labour Shortage Many companies in India struggle to find the right people for jobs, even though more people are looking for work. This problem might be because there’s a mismatch between what people learn and what businesses need. Some companies prefer to hire people with the skills they need instead of training them. This has created a shortage of experienced workers, especially in jobs that require knowledge of new technologies. To solve this problem, companies will focus on “reskilling,” which means helping current employees learn new skills. This way, employers can better deal with the shortage of workers by focusing on skill-based hiring rather than banking on the position-based model. Pay Transparency and Pay Equity The gender pay gap has often been neglected in most organisations and there used to be an attempt to conceal pay from employees by most employers. But as more laws and expectations around pay transparency emerge, employers will be unable to do this going further and will have to adhere to the laws, which are likely to address the issue of gender pay gap and promote gender-neutral pay. It is also seen that candidates show more interest in a position if the salary is displayed, which is what most HR professionals are going to do moving forward. Focus on Employee Experience Stepping into this year, companies want to focus on new ways to maintain and enhance employee experience and engagement. This also becomes imperative as we see a notable shift in the workforce with Gen Z increasingly becoming a part of it. With Gen Z coming into the workforce, the importance is not only given to financial incentives but also to job satisfaction and having a productive and positive environment. Also seeing how most companies have shifted to hybrid, there needs to be innovation to keep the workforce motivated while focusing on the physical and mental wellbeing. Integration of DE&I DE&I has been a part of the companies for a while but it is likely to see a growth in its force where inclusion will be a priority in new hirings. DE&I initiatives are imperative for any company, especially to make employees feel accepted in an environment. There have been instances of employees feeling alienated or divided because of the company’s dispassionate DE&I efforts. Therefore, in 2024 companies are likely to take steps for better incorporation of DE&I initiatives. The market is likely to see a rise in its hiring. With a focus on reskilling, upskilling, and enhancing the talent pool by making sure the employees want to put in their hard work for the companies, and with a human-AI alliance, the job market is ready to bloom in 2024.

HR Trends In 2024 That’ll Change The Job Market Read More »