With the recruitment industry rapidly changing, it would seem that traditional methods of recruiting, such as face-to-face interviews, are slowly becoming devalued and replaced with newer methods that are internet based, e.g. Skype, Surveys or telephone interviews. We are here to tell you why face-to-face interviews are still the best method.
Conducting an interview via Skype has opened up a window of opportunities for recruiters. It is common in these interviews to have a pre-recorded video of the interviewer asking the questions, with an allocated time given for the candidate’s answers. Having the opportunity to connect with an individual through skype is fantastic; by removing the obstacle of travelling, jobs are opened up to candidates further afield.
Although Skype is a less time consuming method of conducting an interview, it is not necessarily the best. Where time limits are placed, there is less opportunity for the interviewer to witness the candidate’s real passion and enthusiasm. Furthermore, it is also difficult to build up a report over video and many character traits can be missed.
Telephone interviews are another great way to hire the right candidate. Having the freedom to be in contact from essentially two different sides of the country or world is a benefit that must be recognised in itself. Indeed, phone interviews do visually deprive the interviewer; however, it is still possible to judge the candidate’s personality and passion through their tone of voice.
Telephone interviews can make it difficult for either party to properly engage. Furthermore, as with skype, it can be difficult to get a full idea of the candidate’s personality. Just because you are communicating, does not necessarily mean you are witnessing the candidate’s true identity.
Surveys are another option that should be explored. They are less time consuming than face-to-face interviews and cost effective. However, this is also a method that is least likely to be recommended because, ultimately, it is the least effective way to hire a candidate.
Surveys take away the opportunity to see the candidate’s social cues and personality, which is one of the most important factors when interviewing as you need to ensure that whoever is hired will fit in with the company’s existing team and core values. In addition, though some candidates may be grateful for this method as it is a little less intimidating, it may also create inaccurate results as others may use this to their advantage and seek help in filling out their surveys from friends or family members. Therefore, this approach to interviewing should always be done cautiously.
Unfortunately, face-to-face interviews, although time consuming, cannot be beaten in their effectiveness. Though this method of interviewing can have its disadvantages, such as conducting it in a location that limits the number of applications, there are also strong advantages. Conversing in a natural way and communicating clearly allows the interviewer to see the candidate’s social cues, passion and personality. This is something that online interviews and surveys simply cannot do, and a quality that must be highly valued. Face-to-face interviews also allow you to see a candidate’s body language and reaction to interview questions; again, something that telephone interviews and surveys fail to capture. Consequently, this method of interviewing allows the interviewer to get a realistic idea about their candidates, which in the long run helps to produce a stronger work force. When it comes to each individual interviewing technique, it would be fair to say that they each hold a great amount of value. Ideally, Skype and telephone interviews and surveys should be used in conjunction with face-to-face interviews, but never on their own (if feasible). Despite technology allowing new interview methods, the traditional face-to-face meeting has remained the most common form of interview technique, and the most effective.