Business talent acquisition processes have taken a particularly strong hit at the time of the Pandemic, as interviews that require face-to-face interaction are being cancelled and candidates are prevented from meeting in person due to travel restrictions and other precautionary measures.
Therefore, digital interviews are becoming increasingly common. Today, it is seen as an efficient method of interviewing, especially if the interviewer and the candidates are not in the same location as it shortens hiring times by cutting travel costs associated with recruiting.
The process can be quite intimidating if you’re not sure what to expect. It’s important to know what to expect and how to best represent yourself in the interview. Meeta Mathur, a leading Career & Communication coach talks about types of digital interviews, what to expect, how to prepare for it, and what digital interview questions you should expect.
Types of interviews in the Digital era
Digital interviews are essentially the technologically advanced, time-saving, and better-planned version of traditional interviews. They have replaced age-old screening processes like phone interviews and face-to-face interviews, which makes it the most viable and efficient procedure in the hiring market.
1. Automated Phone Interview
Interactive voice response utilizes computer-assisted technology for monitoring and recording of interview responses via telephone. With this, a human interviewer is replaced by a recorded script to which the interviewee responds. Automated screening filters out desirable candidates at a much cheaper, shorter, and faster rate than traditional methods. Recruiters can now reach out to and interview a large amount of talent across geographical borders.
2. Video interviews:
Video interviews are cost-effective and are the best way to gauge the soft skills of the candidate and understand the thought process during the interview. The video interview can have pre-recorded automated questions, where the interviewee is given a set time (60 – 90 seconds) to answer. Or it can be a traditional face-to-face interview but on the virtual platform.
Either way, it eliminates the visual difficulties that are present in automated voice interviews.
Although connectivity issues and technological glitches often play spoilsport in this method but during recent times when both parties cannot commit to meeting each other this is an efficient method. Meeta recommends that these conversations/interviews are recorded so that the interviewer can revisit them and make an informed choice.
3. AI-based interviews
The task for recruiters is becoming more and more challenging as it’s important to understand that talent in the modern age, is a perfect amalgamation of the right skills and the right personality required for the role. To assess this, personality tests are conducted. Some of the common types of personality tests include:
- Verbal reasoning
- Numerical reasoning
- Logical reasoning
- Mechanical reasoning
- Situational reasoning
- Cognitive ability test
At the end of this course, you will be prepared to ace your interviews whether it is by phone call or a video interview. If you want to ace your interview then this course is your safest bet.
