3 Insights Gained from Virtual Interview Meetings


Explore a new genre of recruitment software called interview intelligence, which is a result of turning virtual interview meetings into data and action plans.

I recently introduced “Remote Interview Analytics” by sharing information about why gather remote interview data and where interview analytics are going.

Let’s talk about the efficacies and insights gained – first, does it matter?

Today’s Challenges.

Recruiting is challenged by the migration of employees, from either by the Great Resignation, low unemployment, or recent hiring freezes and layoffs by well-known companies.  Truth be told, recruiting / hiring is rarely easy. If it were, there would be no need to gather insights or even hire sourcers or recruiters. We would all work in a Disney-esque world of, “You get a dream job, and you get a dream job, and you, and you, and you…”

Twenty plus years ago – when I was a recruiter, recruiting was difficult. Virtual interviewing was just starting to be utilized but no data was gathered to improve the process. We were flying by the seat of our pants and booking internet-based video conference calls at the local FedEx|Kinkos, as this was pre-Skype and certainly pre-Zoom. How far we have come.

You Cannot Change What You Don’t Measure.

It’s unimaginable to NOT gather data. Yet, most don’t. Spreadsheets or paper files and folders are still how many recruiters manage their open requisitions — demonstrating how much humans are creatures of habit. Without data, you cannot change course or adjust action to continually streamline the process.

Why streamline? Efficiency is necessary considering that “50% of companies lose out on quality candidates because of poor interviewing processes“, says Madeline Laurano of Aptitude Research.

How do you avoid being part of that 50%? By gathering interview data and then, using the data you gather to adjust your process.

3 Powerful Insights from Virtual Interview Data

  1. Signals of Unconscious Bias
    What have we really done about improving unconscious bias? Honestly, not a lot. By watching for key signals of bias, positive adjustments can be made to the hiring process. First, do we have a strong understanding of what unconscious bias is? “These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control.” Often, attitudes and the stereotypes we hold in our minds are not on-purpose – they are involuntarily impact how we think and feel about a person, it could be as severe as their race or gender or as not as harmful as the university that a person attended. If you are not aware of biases they hold, there is no chance improvement can occur.  
  2. What Candidates Experience
    The recruiting headline over the past fifteen plus years continues to be candidate experience.  It’s pretty simple: you aren’t asking candidates about their experience and how they feel, how do you know? A bad interview impacts the hiring company in many ways: bad press, missing the opportunity to improve the process and the employer brand. Understanding the experiences job seekers face and how they feel about those experiences has a direct impact on improving employer brand. How can improvements be made to the interview experience if it is unknown what needs to change?  It’s time to actively listen to what candidates are talking about and what they are reacting to.
  3. Empathy
    We are aligned with the work of  Grin Lord and her work at mPathic,
    “How do we measure empathy, how can people integrate it so they become truly empathic and not just corrected in their speech or time, but how do they change their behavior? That, to me, is most important. Can we take these and help people become better listeners to be more compassionate at scale?”

Caring – really caring – about candidates and all people we interact with changes those relationships, what is given, what is expected.  And that, ultimately, positively impacts success, employees, and leadership.

Virtual Interview Meetings Is The New Source Of Data.

Update and modernize your recruiting processes and virtual interview practices by measuring what’s happening and then study the use the data gathered to make positive changes.

Like diversity, empathy has to be more than a statement or culture play. We can seek to learn and understand as much as we can about interviewees AND also shift tactics.

You cannot change what you don’t measure.


Similar Articles

How To Standardize Your Interview Questions to Reduce Unconscious Bias in Hiring
Sabrina Son

How To Standardize Your Interview Questions to Reduce Unconscious Bias in Hiring

Introduction Everyone relies on gut feelings and personal biases a certain percentage of the time. But for many employers it’s the primary thing driving the hiring process. This is problematic. It can lead to harmful effects to employees and lead to discrimination in the hiring process. It also means hiring tends to be less structured. How To Standardize Your Interview Questions to Reduce Unconscious Bias in Hiring

Read More
3 Steps in the Hiring Process Where Unconscious Bias Runs Rampant
Sabrina Son

3 Steps in the Hiring Process Where Unconscious Bias Runs Rampant

Diversity and inclusivity aren’t just buzzwords. When businesses hire a diverse workforce (race, ethnicity, age, gender, etc), they reap the benefits of diverse ideas, leading to more innovations. Not only that, but businesses with a diverse workforce are more appealing to candidates and tend to outperform their competitors in terms of revenue. A study by McKinsey 3 Steps in the Hiring Process Where Unconscious Bias Runs Rampant

Read More
Why Conversations Matter with Candidates
Sabrina Son

Why Conversations Matter with Candidates

Unconscious biases can easily make their way into the recruiting process at any step. They don’t call it unconscious bias for a reason. Having these biases in your process can prevent you from both hiring and attracting top talent, and they could ultimately make for a bad candidate experience. We’ve put together 7 tips to Why Conversations Matter with Candidates

Read More