Let’s set the scene: you’ve been yearning for the perfect candidate to swoop in to fill an open position (for what seems like ages) when you receive an interview invitation from HR signifying that your dream has come true. After going through the trouble of scheduling, you finally meet the candidate face to face only to realize five minutes in that their skill set and goals do not align with the role. Cue the horrifying music.
Ask a Manager guru, Alison Green, was recently met with the question, “Is there a nice way for an interviewer to short-circuit an interview if the candidate obviously isn’t right?” 198 comments later, it’s pretty evident that this scenario is all too common within the confines of hiring and recruiting.
Green said, “There are candidates who seem great on paper and who do pretty well when you talk through the basics on the phone, but when you bring them in, they have an obvious deal-breaker pretty early on. Or, you might work in an organization that strictly dictates what hiring procedures you’re allowed to use and for unknown reasons doesn’t phone-screen candidates first (or that has someone inept selecting candidates to bring in to interview with you). If that’s the case, you should push back on those practices.”
While phone screens are a good way to weed out the wrong candidates, they aren’t always able to detect how a person may actually fit into the company’s culture. This is extremely important to understand early on since the hiring process not only costs the company time, but also costs a large sum of money as well.
Green said, “Sometimes it’s something that didn’t come out in the phone screen and it’s not due to any fault on the part of the interviewer. Some people reveal information about themselves differently in person, or mention something highly relevant that you would have expected to come out on the call.”
Pre-recorded video questions are a unique way to circumvent the above issue. When a recruiter or hiring manager is able to see the candidate’s personality, body language, enthusiasm, and critical thinking skills, he or she will be able to make a more developed decision as to whether or not to invite the candidate for an in-person interview. Rather than spending 30 minutes on a phone screen with one candidate, recruiters can now spend that time reviewing recorded answers of multiple candidates instead.
Using technology is not only a great way to expedite and streamline the hiring process, but also a great way to avoid having to figure out the most polite way to cut a bad interview short.
Image used under Creative Commons License from Victor1558.