How many phone screens does it take to hire someone?
Today’s phone interview experience has become a nightmare for candidates, hiring managers and recruiters alike. Why so many redundant phone conversations to get to the root of a candidate’s qualifications?
How did we get to this?
- Roles and job requirements are becoming increasingly specialized. It’s harder for the average recruiter to effectively screen beyond soft skills and “culture fit”. Beyond technical (programming/engineering) roles, even marketing, accounting and finance requisitions are becoming highly specific and specialized.
- Every conversation takes place in a vacuum. We go from a rich, live, 30 minute conversation to scribbled interview notes. The notes we share contain bias and misinterpretation from the interviewer and simply do not capture the essence of a candidate. Why do we as recruiters insist on describing multi-dimensional candidates in 2D (resumes & scribbled notes).
- Hiring Managers know talent when THEY hear it. Decision makers in the hiring process each have a stake on who gets hired. Their reputation is based on who makes it through, which is why they need to hear a candidate for themselves. But does every member of the interview team need to ask questions? Or is it more important for a hiring team to hear unbiased answers (interview data) and spend actual time discussing with the group, whether or not the candidate is qualified.
- Systems of record versus systems of engagement. While we as recruiters spend a lot of talking about the tools we use to store resumes and manage our workflow, we have yet to shift from sharing interview opinions, to sharing actual interview data and insight. Doing so, will revolutionize our our profession and quickly build trust with our clients and hiring managers.
At HONEiT.com, we are re-engineering the phone interview experience, for faster collaboration and higher quality hires.
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