Do’s and Don’ts of Using Interview as a Service (IaaS)

Hiring the right candidate has never been easy. The traditional recruitment process is often time-consuming, inconsistent, and prone to bias, making it difficult for companies to find the perfect fit. In recent years, Interview as a Service (IaaS) has emerged as a game-changer, offering AI-driven structured interviews, expert-led assessments, and real-time hiring insights to help businesses streamline their recruitment efforts.

With interview outsourcing, companies can reduce hiring time, improve candidate evaluation, and ensure a more data-driven approach. However, like any technology, it must be used correctly to achieve the best results. Relying on it without a proper strategy can lead to inefficiencies, poor hiring decisions, and a negative candidate experience.

So, how do you ensure you’re making the most of IaaS? Let’s go through the essential do’s and don’ts of using IaaS to help you navigate this hiring technology the right way.

Do’s of Using Interview As A Service

Here are some key do’s to ensure your IaaS strategy leads to better hiring outcomes:

Choose the Right IaaS Provider

Not all IaaS platforms are created equal. Some offer basic video interviews, while others provide AI-powered insights, structured interview panels, and real-time candidate analysis.

To make sure you’re selecting the right one:

• Look for an interview platform with strong AI capabilities to help assess candidates based on skills, not just gut feeling.
• Check if it offers structured interview methodologies that align with your company’s hiring needs.
• Read customer reviews and case studies to see how well the platform performs in real-world hiring scenarios.

A good IaaS provider can help you make better hiring decisions faster, so don’t settle for anything less than the best.

Also Read: What Are AI Interviews? Everything You Need To Know

Customize Interviews for Each Role

One of the biggest mistakes companies make when using Interview as a Service is using the same set of questions for every role. That’s like trying to evaluate a software engineer and a sales executive using the same criteria, it just doesn’t work.

Instead, take time to customize your interview structures:

• Define specific skill sets required for each position.
• Use AI-powered recommendations to tailor questions based on job requirements.
• Adjust evaluation metrics to reflect job complexity, industry standards, and company culture.

A tailored approach ensures each candidate is assessed fairly and accurately, leading to better hiring outcomes.

Also Read: Interview Outsourcing: A Strategic Approach to Talent Acquisition

Train Hiring Teams on IaaS Platforms

Even the most advanced AI-driven IaaS platforms require human expertise to interpret results. If your hiring managers aren’t familiar with the tool, they might misinterpret AI-generated reports or fail to use the platform effectively.

To avoid this, make sure your team:

• Undergoes training on how to use AI insights for better decision-making.
• Understands how to interpret interview data and feedback.
• Learns how to combine AI-driven results with human judgment to make well-rounded hiring choices.

A well-trained hiring team can maximize the potential of IaaS while ensuring a human touch remains in the recruitment process.

Also Read: Revolutionize Your Hiring Process With AI-Driven Pre-Employment Assessments

Focus on Candidate Experience

Just because a platform is AI-driven doesn’t mean candidate experience should take a backseat. If the process feels robotic, impersonal, or overly technical, top candidates may lose interest in your company.

To keep candidates engaged:

• Ensure interviews are structured but conversational, making them feel comfortable.
• Provide clear communication before and after the interview so they know what to expect.
• Offer feedback based on AI-generated reports to help candidates understand their performance.

Remember, a great candidate experience can enhance your company’s reputation and attract top talent.

Also Read: 8 Recruitment Strategies to Reduce Time to Hire

Use AI Analytics for Data-Driven Hiring

One of the biggest advantages of Interview as a Service (IaaS) is its ability to analyze interview data and provide insights that traditional hiring methods can’t.

Use AI-generated analytics to:

• Identify patterns in candidate performance and refine hiring strategies.
• Track which interview questions yield the most accurate assessments.
• Adjust hiring benchmarks based on past success rates.

When used correctly, AI analytics can significantly improve hiring accuracy, ensuring you bring in the right people for the job.

Also Read: How To Choose An Interview Outsourcing Company

Don’ts of Using Interview As A Service

Now that you know how to use IaaS effectively, it’s important to avoid common mistakes that can impact hiring success:

Don’t Rely Solely on AI Without Human Judgment

AI is a powerful tool, but it’s not perfect. It can analyze data and assess candidates based on predefined parameters, but it lacks the human ability to evaluate soft skills, creativity, and cultural fit.

To avoid this mistake:

• Use AI insights as a guide, not a final decision-maker.
• Allow hiring managers to review AI-generated reports before making hiring decisions.
• Ensure a balanced mix of AI-driven evaluation and human judgment.

No matter how advanced AI becomes, hiring should always have a human touch.

Avoid Generic, One-Size-Fits-All Interviews

If you use the same set of interview questions for every role, you’re not really taking full advantage of IaaS.

To create a more effective hiring process:

• Avoid pre-set, generic questions that don’t assess job-specific skills.
• Adapt the interview structure for different roles and seniority levels.
• Regularly update interview templates based on market trends and company needs.

Every role is unique, so make sure your interview process reflects that.

Also Read: How AI-Driven Interview Co-Pilot is Next Big Thing For Job Interviews

Don’t Overlook Compliance & Data Security

With AI-driven interviews, data security and compliance should be a top priority. Candidates are sharing sensitive personal and professional information, and failing to protect it can damage your company’s reputation.

To stay compliant:

• Ensure the IaaS platform follows GDPR, EEOC, and other relevant hiring regulations.
• Protect candidate data with secure encryption and privacy controls.
• Be transparent about how AI is used in the hiring process.

Ignoring compliance and security risks can lead to legal trouble and loss of candidate trust, so don’t take shortcuts here.

Also Read: What is AI Recruitment:  A Complete Guide

Don’t Ignore Candidate Feedback

AI-driven hiring should be a two-way process, not just about evaluating candidates. If candidates feel unheard or confused by the interview process, you might be driving away top talent.

To improve candidate experience:

• Collect feedback on how they perceived the AI-driven interview.
• Identify pain points where the process can be more engaging or transparent.
• Make adjustments based on recurring feedback.

An improved process benefits both your company and future candidates, making hiring smoother and more effective.

Also Read: How AI in HR helps in recruitment

Don’t Neglect Continuous Improvement

The hiring landscape is constantly evolving, and what worked last year might not be effective today.

To stay ahead:

• Regularly update your interview questions, evaluation methods, and AI algorithms.
• Use hiring data to identify areas for improvement.
• Keep up with industry trends to refine your recruitment process.

A good IaaS strategy is never static—it evolves based on experience and insights.

Also Read: The Ultimate Guide to Becoming a Better Interviewer

Why BarRaiser is the Best Choice for Interview as a Service

While many platforms offer interview outsourcing, BarRaiser stands out with its AI-driven approach, expert interviewers, and fast turnaround times. Here’s why BarRaiser is the ideal solution:

Higher Success Rate in Candidate Selection

One of the biggest challenges in hiring is ensuring that candidates selected for interviews are truly the best fit for the role. Traditional hiring methods often result in a low conversion rate from interviews to job offers, leading to wasted time and resources.

BarRaiser improves this process significantly—70% of candidates recommended by its platform advance to final rounds and receive job offers. By utilizing structured evaluations and expert assessments, the platform ensures that hiring teams only spend time on top-quality candidates who meet job requirements.

This not only increases efficiency but also enhances the overall hiring success rate.

Also Read: Importance of Soft Skills in Hiring

Faster Hiring Decisions with AI-Driven Turnaround

Speed is a critical factor in hiring, especially when competing for top talent. Delays in scheduling interviews, gathering feedback, and making final decisions can result in losing strong candidates to competitors.

With BarRaiser, companies can expect a turnaround time of less than 2 days from the moment a candidate is uploaded. The platform provides a comprehensive evaluation scorecard within 48 hours, allowing hr recruiters to make informed decisions quickly.

By accelerating the hiring process, organizations can fill positions more efficiently and reduce the risk of losing high-potential candidates.

Also Read: Hiring Pipeline: Definition & Creative Ways to Strengthen Your Hiring Pipeline

Scalable Interviewing for Growing Teams

For companies hiring at scale, managing a large volume of interviews can be overwhelming. Coordinating multiple interviewers, maintaining consistency, and ensuring timely feedback become major challenges.

BarRaiser solves this by enabling companies to conduct 100+ interviews simultaneously. Instead of overloading internal teams, its network of expert interviewers handles assessments, ensuring that hiring managers receive structured insights without being directly involved in every interview.

This makes it an ideal solution for organizations experiencing rapid growth, seasonal hiring spikes, or high-volume recruitment needs.

Also Read: How Job Descriptions Improve Your Interview Process?

Expert Interviewers Ensure Consistency and Quality

One of the key issues in hiring is inconsistency in interview quality. When different team members conduct interviews, evaluations may vary based on individual biases, experience levels, or subjective preferences.

BarRaiser eliminates this inconsistency by utilizing a network of 1,500+ rigorously trained expert interviewers. These professionals:

• Follow a structured interview process to ensure fairness and accuracy.
• Provide detailed feedback based on standardized evaluation criteria.
• Maintain a consistent assessment approach, reducing variations in decision-making.

With expert-led interviews, companies can be confident that every candidate is evaluated objectively, based on job-specific competencies.

Also Read: What is Diversity in the Workplace?

AI-Powered Insights for Data-Driven Hiring

Traditional hiring decisions often rely on gut feelings or unstructured feedback, which can lead to inconsistent results. BarRaiser leverages AI-powered hiring intelligence to make data-driven decisions that improve selection accuracy.

Its AI-driven system:

• Analyzes candidate responses to predict hiring success.
• Provides real-time skill assessment reports, offering deeper insights into candidate capabilities.
• Reduces hiring bias by standardizing interview questions and evaluation criteria.

By integrating AI insights with human expertise, BarRaiser ensures more reliable and accurate hiring decisions.

Candidate-Centric Approach with High Satisfaction Ratings

A structured and fair interview process doesn’t just benefit employers, it also improves the experience for candidates. A poorly managed interview process can negatively impact employer branding, making it harder to attract top talent in the future.

BarRaiser prioritizes candidate experience, which is reflected in its 4.5+ rating from over 40,000 candidate reviews.

Key benefits for candidates include:

• Clear and constructive feedback, helping them understand their performance.
• A well-structured interview process, ensuring professionalism and fairness.
• AI-powered interview personalization, making assessments more relevant and engaging.

A positive interview experience strengthens employer branding and increases the chances of attracting and hiring the best talent.

Also Read: Navigating HR Challenges: Recruitment Strategies For Public Sector

Conclusion

Interview as a Service (IaaS) is reshaping the hiring process, making it faster, smarter, and more efficient. But to truly benefit from it, you need to use it the right way.

By following the do’s, like choosing the right platform, customizing interviews, training hiring teams, and prioritizing candidate experience, you can maximize the impact of AI-driven hiring. On the other hand, avoiding the don’ts, like over-relying on AI, using generic questions, ignoring compliance, and neglecting feedback, ensures that your hiring process remains fair, effective, and constantly improving.

At the end of the day, hiring is about people, and when technology is used wisely, it can help you build stronger, more capable teams.