Businesses’ 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 canceled 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 tele-calling screening and face-to-face interviews, which makes it the most viable and efficient procedure in the hiring market.
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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 in 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.
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Video interviewing
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 a 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 a 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.
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AI-based interviews
The task for recruiters is becoming more and more challenging as its important to understand that talent in 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
Tips to Ace the interviews
- The technology check: does the video transmission work, the microphone, is the internet bandwidth sufficient to ensure proper transmission?
- Do not stare at the screen but at the camera at the top edge of the laptop.
- In the camera application on the laptop (Windows Search -> Camera) you can set or check the viewing angle in advance. Then close the application to avoid distraction during the interview.
- At least your shoulders should be visible in the image section, so you can gesticulate and are not too close to the camera.
- Make sure there is enough light in the room. Natural light is always more beautiful than artificial. But make sure that you are not sitting with your back to the light source, as you will look very dark because the background is too bright.
- A professional outfit: ideally the way you would dress for a personal interview.
- A professional posture: it is best to sit erect (looks more authentic).
- Also pay attention to the background: ideally neutral and without major distractions.
- Inquire from the company HR, which tool is going to be used and does it require a download, a login or special settings (e.g. Zoom, Google Meet etc.).
- Dial-in and talk to HR a few minutes before the appointment to test everything.
- Generally, the candidate is required to email the relevant documents (certificates, confirmations, recommendations etc.) in advance. But Meeta advises that the candidate should have all these documents handy at the time of the interview.
- Always sit with a pen and paper, a glass of water or your favorite beverage.
The virtual world is here to stay as it ensures efficiency, standardization and flexibility. The digital interview takes the back-and-forth of scheduling out of the interview process and removes the need for recruiters to travel in these troubled times. In a Digital interview, all candidates are asked the same set of questions in the exact same way, ensuring fairness and rigor throughout the process, thus minimizing bias.
( The article is authored by Ms.Meeta Mathur)
meetamathur1970@gmail.com
She is a Career & communication coach and Business Strategist. She propels her clients’ careers through expert re-branding, training and coaching strategies that help them stand out from the competition on paper, online and in person. As a certified NLP practitioner, she coaches her clients with a focus on creating specific and engaging language and activating the physical tools to communicate powerfully and deliberately.
As a Life Coach, Meeta has helped numerous individuals achieve success in all areas of their lives. From enabling new managers to become rockstar leaders, young professionals to zero into their life goals, Start-up founders to create impactful pitches and helping her mentees to find their inner confidence. Meeta is an experienced coach who can give you that boost to get what you want.
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