How BarRaiser eliminates the need for interview debriefs

One way companies try to increase their hiring efficiency is by conducting interview debriefs. Research has proven that this is an effective way to ensure that all the stakeholders of the hiring process are heard. So, what is an interview debrief? It is essentially when, after an interview, the recruiters sit with the hiring manager and the other stakeholders to discuss the interviews of every candidate.

It is considered a very important process during hiring, and if done correctly, it can work wonders. However, it also demands something very precious: time. Every stakeholder has to take time out of their schedule for an interview debrief, and during a huge influx of hiring, this can become a haphazard exercise.

However, what if we could eliminate the need for an interview debrief? This is where our AI interviewee assistant tool, BarRaiser, is of great use. Before that, though we need to look at why interview debriefs are usually conducted.

Reasons for interview debrief 

Such a meeting is conducted to determine whether the candidate is worth hiring. It is usually the step where a candidate finds out his fate. While there are many reasons why interview debriefs are conducted, the most important one is to ensure there are no communication gaps within the organization. 

This is why a debrief where every stakeholder is present can sort out such situations. In fact, recognizing them can also help companies make better policies to ensure minimal to no miscommunication.

Also Read: What is recruiting automation benefit and how it improves hiring

Another reason why interview debriefs are conducted is to avoid bias. As mentioned earlier, hiring usually involves an interview process, which a human conducts. And humans are susceptible to bias. These biases could be based on religion, race, gender, or class. Biases can also occur subconsciously or unconsciously, making them even harder to detect. Having interview debriefs where every stakeholder is present offers a fresh set of eyes that might be able to point out the biases (if they are there).

In addition, conducting debriefs also help foster a trustable and efficient environment. It also allows the recruiting team to get to know each other’s strengths and weaknesses, which ensures that every stakeholder has a say in hiring employees.

Also Read: How BarRaiser offers end to end solutions for hiring

How BarRaiser can eliminate interview debriefs 

As discussed earlier, interview debriefs are an important but time-intensive process. What if we could find a process that was not only more efficient but also time-saving compared to it? This is where our AI interview assistant can be of great help. 

So, how does it help eliminate interview debriefs? Before that, we need to understand what role it plays in the entire hiring process.

First things first, our interview assistant’s great asset is its easy integration with the Application Tracking System (ATS). This means that companies do not need to install any new tools to use our services. 

Also Read: Things To Remember While Selecting Interview Intelligence Tool

So before the interview, an interviewer will ask our AI to create a questionnaire for the job posting. These instructions usually include the following things:

• The questions for the interview 
• The number of rounds for the interview 
• The duration of the interview 
• The number of parts that the interview must be divided into and their individual durations 
• Must have questions 
• The number of experience required for the job posting 

Using these instructions the AI bot creates a unique set of questions that will then be asked in an interview from the candidate. This is called a structured interview format. The aim of this format is to ensure every candidate is judged on the same metric and there is no bias in the process.

During the interview the interviewer gets real time updates from the AI to ensure that the interview is quick, smooth and robust. Post this, the AI asks detailed feedback from the interviewer on more than 45 metrics to create a report on the candidate. Since our AI bot records and transcribes the interview and provides detailed notes, it always looks for the context behind the interviewer’s rating of the candidate.

Also Read: Why is Industry knowledge important while hiring

While the recruiter is completing the feedback, the AI is also creating another report on its own that analyzes the conduct of the recruiter. Both of this report can then be updated to the portal from where every stakeholder of the recruiting process can access the entire data including the interview video.

So, now without seating for an interview debrief each stakeholder can share their views on the trail of the interview. For example, the hiring manager can specifically point out the timestamp of the interview and share his insights (whether positive or negative). Every stakeholder can also give their opinions on the candidate directly on the trail for everyone to see.

Meanwhile, the hiring manager has the report on the interviewer’s candidate; they can also analyze it to see whether there were any instances of bias from the recruiter. This process is not only more efficient but also saves a lot of time compared to interview debriefs.

Using BarRaiser, we guarantee you quality hiring that will also bolster diversity and inclusion. BarRaiser is the best AI interview platform that features structured interviews and tools to ensure quality hiring while eliminating biases from the recruitment process. With BarRaiser’s support, you’ll be well-equipped to build a strong team of sales associates who will drive sales and deliver exceptional customer service.