February 21, 2018 9:41 AM

4 Ways to up Your Interview Game

The traditional interview will never die. As long as there are jobs to fill, there will be interviewers sitting across from nervous candidates. However, these days with so many qualified candidates to choose from, traditional interviewing techniques are fast becoming outdated. So with that in mind here are four ways to up your interview game and stay on top of current recruitment techniques.


1. Carry out pre-interview testing

While employers often see hundreds or thousands of applications for a position as a good thing, we recruiters feel a little differently. The more applicants, the less time the recruitment team has for each individual candidate. And less time often means that ideal candidates may miss out on an opportunity simply because the recruiter doesn’t have time to interview all the applicants.

This is where pre-interview testing comes into its own. While many major companies already used tests for their graduate and intern programs, we’re starting to see more and more using these pre-interview assessments on all of their candidates, and it’s proving to be a massive success.

Testing platforms such as The Predictive Index help recruiters test candidates within their pipeline highlighting those with the right personality traits and cognitive ability to match a given role. As you can imagine it’s an incredible time saver ensuring that you only interview candidates with the right skills (both hard and soft) for the job. 

But it’s not just about testing for one particular job. Once you assess a candidate, you have that data forever, and although they may not suit the current role available, they could be ideal for another later down the line.


2. Consider Video Interviews

It’s a drum that many recruiters have been banging for quite some time now, but some employers still fail to see the benefits of video interviewing. It’s understandable that hiring managers prefer a face to face meeting for their most important hires, but with remote work on the rise, does that make sense anymore?

According to a survey by GlobalWorkplaceAnalytics.com, remote work in the US (not including self-employed people) has grown by 115% since 2005 and is showing no signs of letting up. We also touched on this subject a few weeks back when we suggested that remote work was, in fact, one of the best benefits you could offer a candidate. So it makes absolute sense that if we’re open to the possibility of remote work, then we should also consider remote interviews.

And then there’s candidate experience. We all know just how important a positive experience is and what could benefit your potential hire more than the opportunity to attend an interview in the comfort of their own home?

If you’re not one of the 63% of hiring managers that have incorporated video interviewing into your process, then 2018 should be the year that you finally get started.  



3. Introduce Job Auditions

According to Ron Friedman, award-winning social psychologist and the author of The Best Place to Work, 81% of people lie in interviews. That’s a staggering percentage and stat that, quite frankly, scares us a little.

Of course, these ‘lies’ may not be the worst. They could be slight exaggerations of their responsibilities at work or their academic achievements, but the fact is that with so many candidates putting their ‘game face’ on for the interview process, it’s increasingly difficult to tell a half-truth from an outright lie.

This is why more and more top companies are adding the job audition to their interviewing process. We talked about this last week when we discussed assessing soft skills. Putting a potential hire through their paces on the job is not only one of the best ways to accurately assess their soft skills, but it’s also a great way to determine whether their hard skills are up to the task.

Now, these are of course incredible advantages and reason enough for bringing the job audition into your process. However, another and equally important benefit to this particular hiring method is that it removes an interviewer’s subconscious biases from the equation.

Yes, although we may not to like to admit it, everything from a person’s height to the pitch of their voice can influence our perception of their abilities. And putting them to work on a task with your team by their side, blows these misconceptions right out of the water.


4. Go Virtual

Late last year L’Oréal UK and Ireland launched a Virtual Reality experience as part of their graduate and intern recruitment process becoming one of only a few companies to make use of such technology in this way. The idea is to bring potential interns and employees on a virtual tour of their headquarters and assess their character and skills through a series of scenarios which include for example meetings with potential colleagues.

Currently, this kind of technology seems to be limited to larger companies with large recruitment budgets, but it can’t be long before VR tools and platforms become an affordable option for small to medium-sized businesses.

However, one approach could be open to you, and that’s gamification. Yes, designing a game or app is a significant investment but if the success of the US Army’s recruitment drive using their game America’s Army is anything to go by, it could be worth it.

Games designed by companies can collect specific data points which recruiters can then use to determine a candidate’s suitability for a role. With the US Army’s game, they went mainstream offering the game for free to anyone who wanted to play it. Other employers though have limited their games to candidates only, and this is a definite option for smaller businesses and one worth considering. Gamify part of the application process and not only will you improve your targeting, but you’ll also improve the brand’s image immeasurably and perhaps grab some publicity while you’re at it.


Is your company sticking to traditional interviewing methods or are you trying something new? Can you truthfully say that you understand the strengths and weaknesses of all the candidates currently in your pipeline? If so, then we’re impressed because it’s no mean feat.

At vsource, we understand the difficulties that come with maintaining a diverse candidate pipeline and so we should, after all, it’s what we do. So instead of scratching your head and wondering what happens next, drop us a line today, and one of our talented sourcing consultants will help get you on the right path to recruitment success.

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