Modern Recruitment Practices and Interview Techniques Overview

E-RECRUITMENT: SELECTION PROCESS & INTERVIEW TYPES An overview of modern recruitment practices and interview techniques

OVERVIEW Introduction to E-Recruitment Overview of the Selection Process Steps in the Selection Process Key Considerations Types of Interviews in E-Recruitment Structured vs.Unstructured Interviews Video/Remote Interviews Assessment Centres Conclusion

WHAT IS E-RECRUITMENT? Definition: E-Recruitment refers to the use of digital platforms, software, and online tools to streamline the recruitment process. Components: Online job postings Resume database searches Candidate screening tools (AI-driven assessments) Video interviews and virtual hiring events Benefits: Broader reach and access to global talent Cost-effective Time-saving and efficient

OVERVIEW OF THE SELECTION PROCESS Goal: Identify the best-fit candidate for the job. Steps in the Selection Process: 1.Job Posting & Sourcing Candidates Use of job boards, LinkedIn, social media. 2.Application & Resume Screening ATS (Applicant Tracking System) filters and keyword searches. 3.Initial Screening Automated responses, pre-recorded video responses, or phone screening. 4.Interviews Virtual, video, or in-person. 5.Assessment Skills tests, psychometric tests, coding challenges, etc. 6.Offer & Negotiation 7.Onboarding

KEY CONSIDERATIONS IN THE SELECTION PROCESS Candidate Experience: Ensure clarity, transparency, and prompt communication. Diversity & Inclusion: Implement unbiased tools and processes. Efficiency: Use AI tools to shorten timelines and improve candidate matching. Data Security: Maintain confidentiality of candidates' personal and professional data.

TYPES OF INTERVIEWS IN E- RECRUITMENT Phone Interviews Video Interviews (One-way or Two-way) In-person Interviews Assessment Centres AI-based Interviews

PHONE INTERVIEWS Overview: Initial screening or pre-interview. Conducted remotely, often by HR or the recruiter. Advantages: Cost-effective and time-saving. Helps assess communication skills and personality. Challenges: Lack of visual cues. Limited ability to assess non-verbal communication.

VIDEO INTERVIEWS One-way Video Interviews: Candidate records answers to pre-set questions (e.g., HireVue, Spark Hire). Allows recruiters to review responses at their convenience. Two-way Video Interviews: Live interaction with the candidate (e.g., Zoom, MS Teams). Real-time assessment of skills, communication, and presentation. Advantages: Convenient for both parties, reduces travel costs. Provides visual insights into the candidate. Challenges: Technical issues (internet connectivity, software glitches).

IN-PERSON INTERVIEWS Overview: Traditional method of assessing candidates. Typically conducted for final rounds. Advantages: Face-to-face interaction provides deeper insights into the candidate s character. Better assessment of body language and soft skills. Challenges: Time-consuming. Expensive, particularly for remote candidates.

ASSESSMENT CENTRES Overview: A series of structured exercises used to evaluate candidates. Includes group discussions, role-playing, problem-solving tasks, and interviews. Advantages: Comprehensive evaluation of a candidate s competencies. Provides a realistic job preview. Challenges: Resource-intensive and costly. Time-consuming for both candidates and employers.

AI-BASED INTERVIEWS Overview: Use of AI to conduct preliminary interviews (e.g., Chatbots, AI-powered video interview platforms). AI assesses responses based on pre-determined metrics such as speech patterns, emotional tone, etc. Advantages: Can screen large volumes of candidates quickly. Provides consistent evaluations. Challenges: Risk of bias in AI algorithms. Limited to the information provided through verbal responses.

Comparison of Interview Types Interview Type Advantages Challenges Phone Interview Cost-effective, quick, simple. Lacks non-verbal cues. Convenient, time-efficient, easy to schedule. Video Interview (One-way) No interaction, feels impersonal. Video Interview (Two-way) Real-time assessment, flexible. Tech issues, time zone challenges. In-depth assessment, personal interaction. In-person Interview Time-consuming, expensive. Comprehensive, multi-dimensional evaluation. Assessment Centres Expensive, time-intensive. AI-based Interview Fast, consistent, scalable. Limited scope, AI bias.

BEST PRACTICES FOR E-RECRUITMENT INTERVIEWS Prepare candidates in advance: Share interview format and expectations beforehand. Test technology (Video Interviews): Ensure that the software and equipment are working smoothly. Ensure fair assessment: Avoid bias by standardizing evaluation criteria and questions. Provide feedback: Offer constructive feedback, especially after assessment centres.

CONCLUSION E-Recruitment and its interview techniques offer significant advantages for both employers and candidates. By leveraging modern interview types, companies can create a more efficient, cost-effective, and inclusive recruitment process. Future Trends: Increased use of AI and automation. More personalized candidate experiences. Greater focus on remote-first recruitment.