As many people have embraced applicant tracking software (ATS) technology as a day-to-day necessity, certain aspects and expectations around human behavior have begun to change. HR professionals can take advantage of these changing behaviors in the recruitment process, specifically when it comes to conducting interviews. 

Here are a few ways that interview practices are changing thanks to technology.

Improving Your Interview Process with ATS Technology

Technology is changing our culture in more ways than one, and you can easily spot these changes when you look at how job interviews continue to evolve. But don’t just go with the flow of tech changes. Use technology to your advantage to improve the interview process.

Use Data to Guide the Interview and Hiring Process

Both interviewer and interviewee have a plethora of information sources at their fingertips to help them prepare for the actual interview. Google, social media, and sources like Glassdoor and Kununu give candidates insights into what it might be like to work for your company. Those same sources can provide the hiring manager a glimpse into the character and judgment (based on what’s posted) of a would-be employee. 

Both sides of the table can (and should) come prepared for an informed and meaningful discussion. If a candidate comes in clueless about your company, he or she probably isn’t worth your consideration.

While these free information sources are great, recruiting and HR pros have other tools at their disposal when it comes to gathering data during the interview process. It’s not uncommon for hiring organizations to perform skills assessments and conduct personality tests on the day of an interview. These data, plus anything gathered via background and credit checks, drug testing, and reference checks, provide an in-depth profile of potential employees.

Savvy HR professionals will use an applicant tracking system that captures all of the candidate details as well as interviewer notes. The right ATS solution will streamline data capture and centralize information from disparate sources to help hiring managers efficiently and effectively evaluate applicants.

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Leverage Video Interviews to Connect with the Candidate

Pew Research Center reports that around two-thirds of adult Americans have broadband internet (applicable for laptop-enabled video interviews) and roughly three-quarters of Americans own smartphones. With more people having access to both high-speed internet and smartphones, video interviews are not an unreasonable request.

If you haven’t yet embraced video in your interview process, here are some reasons to consider this tactic in place of phone interviews:

• When you’re able to look the candidate in the eye and observe their body language, it’s far easier to make an empathic connection than over the phone. This will give you a better feel for the candidate’s personality.
• You can observe how the candidate reacts to unforeseen issues and pressures. If the connection fails, does the interviewee get flustered and panic or handle the situation gracefully? When you ask tough questions, do they shy away or maintain eye contact and give you a straightforward, honest answer?

Assign Homework or Use Simulations as Part of the Interview

More businesses have added a “homework” phase to the interview process. Applicants may be asked to complete a project or present something as part of the interview or as a post-interview assignment.

Thanks to more affordable ATS technology and high-speed internet, most U.S. homes have the tools required for an applicant to complete research and develop slide decks or other content requested by the hiring manager. Public libraries also offer free options for those who don’t have access to a computer and internet at home.

Some companies may even consider using virtual or augmented reality simulations as part of the interview and capabilities evaluation process.

What’s Changing In Your Company’s Interview Process?

If you’ve been in the human resources profession for long, you’ve seen the balance of power shift thanks to technology. The company once held most of the cards. With the internet, candidates have access to more information than ever. They can research as much about your company as you can about the applicants. However, this is just one change companies have seen.

Has your process changed to include any of the tactics mentioned above? Better yet, have you looked into applicant tracking systems to help you manage all of the ways that technology is changing the way you engage with candidates?

Request a demo of The Applicant Manager today for an inside look into how an ATS can help your business thrive.