Technology is changing the world, including the world of hiring. And that means automated phone interviews, which are quickly becoming integral parts of the hiring process.
Automated phone interviews essentially allow hiring teams to create one interview, send it out to all the candidates who applied to the job and then it records their answers. Studies show they are becoming increasingly more popular for companies looking for hiring solutions.
VoiceGlance, a Connecticut-based software company, is perhaps the leader among the group, as the company provides transcripts of the answers as well. This is better than just a raw recording, as a transcript is much faster to scan through compared to just the audio of most automated phone interviews and the data can be mined.
Why Automated Phone Interviews?
So why are companies going towards automated phone interviews? Well, first off, automated phone interviews are beneficial to both applicants and the companies, creating a rare win-win business solution.
They ensure that all candidates get an interview where each one can make their own argument why they are the best fit, which is good for the company because it ensures no “diamonds in the rough” are missed. Also, candidates can take these automated phone interviews whenever they want, day or night, which gives people with jobs more flexibility.
Secondly, it truly is a money-saver and time-saver for companies. Automated phone interviews are much faster and much cheaper than having a recruiter make all those phone calls.
Thirdly and most importantly, the days of screening via resumes is becoming outdated. Reports show that a whopping 80 percent of resumes have inaccurate information and, at best, they are just self-reported work histories that do little to reveal an applicant’s true talent.
Automated phone interviews, meanwhile, really are a step above, as a well-made one reveals both a candidate’s skillset and their thought process.
Finally, automated phone interviews are often preferred to video interviews because they are more user-friendly for both the applicants and the hiring teams. Overall, many would argue they are a better recruiting “mouse trap,” and might soon be the norm for all human resource professionals.