What Happens When a Recruiter Doesn’t Have the Information They Need During a Screening Interview
A common error recruiters experience is realizing they do not have the necessary information on a candidate during the screening interview, whether this be because they forgot to set it up in front of them or they never collected it in the first place.
Pre-recorded video interviewing software comes with tools and features to prevent this mistake from happening, helping recruiters focus on their interviews.
To admit that we make preventable mistakes is to admit that we are only human, however when we seek permanent solutions to prevent these mistakes from happening again, we are proactive.
Proactive is a word colleagues have often used to describe Holly, the long time recruiter of a successful customer service center. She is always looking for ways to make her process more efficient and thorough, often fixing something before it breaks. Because of this, Holly is highly trusted by her superiors and hiring managers of her company, and is often assigned the larger, more challenging hiring tasks.
The last task Holly was given could certainly be described as large and challenging. Her company was about to enter the high season and had just lost a number of employees during the past couple of weeks, so she was asked to hire twelve new customer service representatives within a short time frame. She understood the short deadline because of the demand and urgency, however she could not help but feel overwhelmed by her assignment. She had little time to plan her process, and just had to start filtering through resumes and applications to find the most high quality candidates she possibly could.
By the time she reached the screening stage, Holly was impressed with herself and her ability to stay on schedule and felt confident in her efficiency. She was not prepared for the dilemma she was about to face during her phone interview screening process, being someone who usually has the time to be well organized and prepared to conduct these interviews.
Shortly after beginning her screening, Holly began to realize she did not have all the details about a candidate in front of her during each interview. She found herself asking a number of questions to which the answer was “I have already been asked that” or “that should be on my resume”. This was embarrassing as she feared she may come across as unprofessional, but did not have enough time to filter through her notes to find the file for each applicant. She ended up asking unnecessary questions about work history, basic qualifications, and education. She could tell candidates were confused by her need to ask for this information.
At the end of the day, Holly wasted even more time by trying to match up her notes from the screening interviews to the file of each individual it belonged to, something she felt could have been done more efficiently given she had more time to prepare. The reality, however, she realized, was there were going to be many times throughout her career where she wouldn’t have the time to prepare, regardless of how proactive she would have like to been in these situations.
If she really wanted to be proactive, her permanent solution to this problem would be one that required minimal time to prepare in the face of a last minute, high priority task and was always ready to go. She was not sure where to find such a solution, but searching online seemed to be a good place to start. She knew that this was one of the preventable mistakes that many other must of made, as she knows that she has made it before herself.
One article Holly reads explains this error, and she feels comforted knowing she is not alone. The article talked about the time that is wasted and the reputation of professionalism and a positive, organized work environment that is sacrificed when these mistakes continuously occur and we don’t take action to prevent them from happening again. Holly recognized her own beliefs and attitude in this piece, and continued on to read about the solution recruiters in so many different industries have been using to prevent this: on-demand video interviewing.
How One-Way Interviewing Makes Previously Collected Candidate Information Easily Accessible for Recruiters
For many recruiters, this software has helped them to do their best work over the years, maintaining organization, and importantly for someone like Holly, helping to manage crucial information.
One-way video interviewing software allows candidates to record videos of themselves on their own devices at home, answering the questions asked of them by recruiters and hiring managers. The answers are then automatically uploaded to the candidate’s profile for the recruiter and hiring manager to view as many times as they need, with the option to even pause or rewind to take better notes.
How this helps Holly is the existence of the candidate profile: everything she needs to know about the candidate is in one place, so while she is watching a video interview she is able to view their resume, qualifications, and anything else they would have provided during the earlier stages of the application process.
In finding this tool, Holly is able to remain a proactive member of her team, and do her best work knowing she can focus on the bigger picture, not only during peak hiring times but now for every interview all year round.
Without the right tools, it can be difficult for recruiters to keep all of the information that they collect on candidates organized and easily accessible. Join a VidCruiter product demo to learn how its recruitment software will simplify the way you gather and manage candidate information.