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What is One-way Interviewing? And How Can It Humanize the Hiring Process?

Everyone wants to solve the problem of bad interviews. Whether you're going in for a face-to-face or out to make your next great hire, you want the interview to be the best part of the hiring process. So why is it that interviews can be so terrible?  Here are some real ways you can fix interviewing for good, and they all come down to making interviews a bit more modern.  "With one-way interviewing built into the ClikSource app, we're advancing modern recruiting in ways that greatly benefit both candidates and employers," says Atul Kumar, CEO of ClikSource.

How One-way Interviews Work

One-way interviews are basically the opposite of a live, in-person interview. Instead of linking up busy schedules, office locations, and even risking a working candidate getting "caught out" by their current employer, you get to do everything on each other's schedules.  One-way interviews are also called "video interviews" because that's how you get to see your candidate: via a recorded video. Questions are submitted by the employer on a variety of topics in order to get to know the candidate better as a part of the hiring process.

Getting More Emotional Intelligence from One-way Interviews

Often times used for efficiency's sake, video interviews are also great for a lot of reasons important to both the employer and candidate. One of those reasons is the available insight from observed emotional intelligence of a candidate. They're able to give out EI details because of several factors: 
  • Time to get it right. Candidates aren't as nervous as a one-take live interview. Avoid the sweaty palms of yesterday for cool, calm and collected first conversations on video.
  • A chance to consider answers. On-the-spot answers can be made rapidly and without much contemplation. Instead, with video interview questions provided in advance, candidates can consider the larger issues at hand and give an informed response. 
  • The right foot forward. Interviewees get the chance to well and truly position themselves in a professional fashion. With the opportunity to set up their responses like crafting a great essay, their answers will be fluid and reasoned. 

How it Feels on the Company's Side of a One-way Interview

Companies get the chance to see more of a candidate on video — but how can that be? By letting interviewees talk on their own terms to a potential employer, they can bring their own personality to the table. 
  • Fresh takes. How many times has a long day of 30-minute interviews worn down your internal team? Do you feel like you give the last candidate of the day the same fresh eyes and ears as the first? Instead, with video recruiting companies looking for new hires can be careful and measured with their responses to candidates. 
  • More than paper. Resumes are great, but they can only go so far. Let a great candidate talk to you about what you may not see in their job titles. Maybe a gap in employment speaks to their devotion to an ailing family member. Perhaps a shift in careers tells the story of a rising star in a new field, not a flighty worker. 
  • Go beyond numbers. Scores are one thing, and AI algorithms can only speak so loudly. When you get candidates worthy of an interview, help to find the right fit by adding more points of comparison with video interviews. 
At the end of the day, enhanced recruiting tools like one-way interviews can enhance your screening process for a great new employee.   

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