What is Interview Intelligence?
Interview intelligence refers to a comprehensive approach to the interview process that involves recording, transcribing, and analyzing conversations with candidates. It can be used by hiring managers, recruiters, and HR Business Partners (HRBPs) to gain deeper insight into the interview process and create a more seamless feedback loop between panelists.
By using this approach, interviewers can better identify and evaluate top talent and ultimately improve the overall quality of their hiring decisions. While the BarRaiser platform offers advanced capabilities for implementing interview intelligence, this book is designed to offer insights and guidance that can be applied by any organization, regardless of the technology they choose to use.
“Interview-Intel is a modern approach that harmonises all aspects of the process in a beautiful symphony.”
How to get Interview Intelligence?
To implement Interview Intelligence in your hiring process, start looking at the three phases for any interview and the broad hiring process in the organization. The first step to start intelligent interviews would be to break down the process into
1. Create structured interview plans
Structure every interview by detailing the assessment criteria, possible questions, and observations. Some good applicant tracking systems (ATS) provide this functionality but to a very limited extent.
2. Better preparation for the interviewer
Ensure that interviewers have a dossier with the interview structure, candidate profile (or highlights thereof), and a feedback form copy. BarRaiser’s interview-assistant app helps you get everything in one place with smart suggestions as well.
During the Interview
1. Live Guidance and Feedback
Give every interviewer a flow to the perfect interview. Live guidance (if possible) and tools to foster structured and consistent conversations.
2. Interview Note-taking
Objective and useable notes are critical so that the conversation is fresh when interview panels debrief. Interviewers can refer to their notes to submit candidate feedback.
After the interview
1. Better and faster interview feedback
Allow interviewers to provide detailed feedback, which can be analyzed for insights. A recording of the interview helps instantly access important moments and provides contextual feedback suggestions.
2. Collaborative and data-driven hiring decisions
Use interview data to asynchronously collaborate and make a hiring decision. Some important data points to look at are:
- Skill ratings of the past hire – build on them or complement them
- Diversity of the past recruits
- Key highlights of the candidate’s responses Interviewer trends (question difficulty, skill coverage, etc.
Key components of Interview Intelligence
A structured interview strategy can be beneficial for both recruiters and candidates. The goal of hiring is to find the right fit for the job in a fair and ethical manner, and structured interviews help achieve this. Following are some compelling reasons why you should adopt structured interviewing.
Prejudice is a natural human tendency, but it can lead to picking the wrong candidate for the job. It can also lead to unhappy applicants who feel they were perceived unfairly, and expose businesses to legal risks related to unfair hiring practices.
Many people fear they will not be evaluated fairly in job interviews. Standardized interviews provide confidence that they will be treated fairly and judged based on ability and success potential, rather than subjective factors. In summary, structured interviews provide a fair and objective way to evaluate both employers and candidates, leading to better hiring decisions for everyone
Record and analyze interviews
- Interviewing someone gives you a first-hand snapshot of their life experience. Want to make sure you don’t miss a beat in your interviews? Hit the record button!
- Interview recording lets you revisit and share that all- important info with whoever needs to know—no more relying on hazy memories or sketchy notes!
- Not only that, but recording also means you can revisit the convo whenever you need to. And, if done right, it’s way more effective and efficient than scribbling down notes.
- And for all the new recruiters and interviewers out there? These recordings can be used as a training tool for a faster ramp-up.
- And the best part? Recording the interview means you can give it your full attention in the moment, leading to even better results.
Interviewers are just as important in the hiring process as recruiters. They ultimately decide who to hire. However, it is essential that they know how to conduct interviews effectively with minimal bias. Therefore, all companies think about how to train interviewers. Interview intelligence provides hiring managers with everything they need to train the interviewers to be effective and conduct impartial interviews, helping them find the best candidates for the job.
Data backed hiring decisions
Traditional recruiting relies more on luck and intuition than on data that takes time to collect and analyze. Recruiters and hiring teams could only assume that their hiring methods were effective. But now, with the abundance of software and analytics tools available on the market, anyone can create a data-driven hiring process.
What is data-driven recruitment?
Data-driven hiring means using concrete facts and statistics to support hiring decisions, from candidate selection to creating a hiring plan. Recruiting teams that use data are more likely to be more efficient, reduce costs, and increase their chances of being hired.
In conclusion, interview intelligence is a critical tool for organizations that want to improve their hiring process and make data-driven decisions. Yet, it is surprising that only 1% of Fortune 500 companies are currently using interview intelligence tools. Through this book, we have explored the essential components of interview intelligence, including structured interviews, recording and analyzing interviews, systemic interviewer training, and data-backed hiring decisions.
By implementing interview intelligence, organizations can avoid the massive costs associated with bad hires and improve the overall quality of their hiring decisions. As we have seen, interviews play a crucial role in avoiding bad hires, and by leveraging the latest technologies and best practices, companies can make sure they are not leaving anything to chance.
While there are many interview intelligence tools available on the market, BarRaiser is a particularly effective platform that can help organizations take their hiring process to the next level. By providing real-time assistance during interviews, bias mitigation, video recording, and detailed analytics, BarRaiser can help organizations identify top talent and make the best possible hiring decisions.
In today’s fast-paced business world, it is more important than ever to make sure you are hiring the right people. By implementing interview intelligence and leveraging the latest tools and technologies, organizations can position themselves for success and stay ahead of the competition.