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According to a recent survey by the American Staffing Association, job seekers overwhelmingly prefer the face-to-face interview experience over online interviews.
While polls conducted before the COVID-19 pandemic indicated that most job seekers preferred in-person interviews, many respondents preferred video interviews before the massive shift to remote work in 2020. I had never tried it. Polls show that most people still prefer the face-to-face interview experience.
A survey of 2,019 US adults showed that 70% preferred in-person job interviews, compared to 17% preferring video calls and 9% preferring phone calls.
JT O’Donnell, career coach and founder and CEO of career coaching site Work It Daily, said:Portsmouth, New Hampshire
“Last year, we saw more candidates coming in for interviews,” said Rachel Roberts, senior manager of talent acquisition at Seattle-based consulting firm Slalom. “Many candidates who have been working remotely for several years are specifically looking for jobs that allow them to go to the office to collaborate and build direct relationships. That is another growth in behavioral change. ”
According to O’Donnell, candidates prefer in-person interviews to virtual interviews because they want the undivided attention of recruiters and hiring managers.
“They want to build a stronger connection and bond with the interviewer,” she said. Recruiters are notorious for scheduling Zoom calls, but they’re not actually in front of the camera, they may be on the phone.”
Roberts said candidates also want to experience the office space and workplace culture firsthand to better understand if the role is being advertised. is difficult.”
Alan Henshaw, founder of Talent Fox, a Washington, D.C.-area talent acquisition consultancy, and former Amazon and Wayfair recruiter, isn’t surprised by the results of a poll he asked respondents across industries and sectors. As I said, I’m thinking: The results are likely to be more evenly split in metropolitan areas where more employers offer remote work.
“Part of this will depend on whether the company has a return-to-office policy or whether the role will be fully remote,” he said. You’re valuing the company as much as you’re valuing the .If the role is entirely remote, in-person interviews may not be as important, but if the role requires you to go to the office , spending time in the space, interacting with colleagues, and feeling the energy face-to-face is what candidates want to feel before they fully commit.”
Typical drawbacks of virtual interviews include difficulty building rapport and technical issues that some candidates and hiring managers do not take as seriously as in-person interviews.
“The dynamics are more challenging,” said Roberts. “People feel better in person and want the opportunity to do their best.”
Henshaw added that trying to conduct technical evaluations virtually is a pain. “If you’re talking about the software his engineers employed over the years, it was very difficult to do system design and coding evaluation virtually,” he said. “There are some tools to make it easier, but face-to-face is more effective. The same is true for interview assessments like drawing or using a whiteboard.”
hybrid approach
Many organizations have a hybrid approach to interviewing, using virtual interviews in the early stages and moving to face-to-face interviews in the final stages.
“Recruiters love virtual interviews because they save time and are easier to manage,” says O’Donnell. “Recruiting is a stressful process, but Virtual His Practice has made my job more convenient by allowing me to enjoy her remote life.”
Benefits of virtual interviews, especially early on, include saving the time and money associated with in-person meetings and allowing recruiters and hiring managers to reach more candidates much faster than before. includes.
“Because you don’t have to commute to the interview, or worse yet, you don’t have to fly to the interview, the schedule is significantly reduced and offer decisions are made faster,” says Roberts. said.
According to Henshaw, virtual interviews have made the whole process more flexible. The virtual interview trend hasn’t changed how recruiters conduct screenings over the phone, but it’s made up for the time it took to meet a candidate and guide her through her day of in-person interviews at an organization. . “It was part of the recruiter’s job,” he said. “Time may be free, but in terms of the candidate experience, the value of the rapport engagement on the day of the interview was lost.”
Not all recruiters choose the virtual approach.
“I prefer to meet in person,” said Roberts. “Our job is to communicate our company culture and values, make candidates feel at ease, and make them feel comfortable.
Hiring managers prefer face-to-face interviews, and experts agree. “Recruiters were very excited when it came time to move back to face-to-face interviews,” he says Roberts.
“Good managers have high EQ [emotional quotient], and they can read the candidates directly,” said Henshaw. However, face-to-face meetings also create unconscious bias. The commonality is more obvious and managers need to be aware of it. ”
virtual interview tips
According to O’Donnell, online interviews have made hiring more efficient, but not always effective. But there are ways to improve your experience.
“A good recruiter can leverage this technology to benefit everyone,” she said. “First, turn on the camera. Let the candidate see you. Don’t use virtual interviews to rush the process. Build and have conversations with people.”
Roberts suggested that when a video interview invitation is sent out, recruiters share the logistics and ground rules for interviewing, as well as how to best conduct an interview.
“To do a good video interview, you have to coach people, and that includes knowing how to use technology,” says Henshaw.
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