Time to remove the in-person interview, says Boorman
3 April 2014
Less personal forms of recruitment are to become the norm as more and more recruiters decide against meeting in-person with a candidate before deciding on a hire, according to a social recruiting specialist.
Thu, 3 Apr 2014 | Matt Bodimeade
Less personal forms of recruitment are to become the norm as more and more recruiters decide against meeting in-person with a candidate before deciding on a hire, according to a social recruiting specialist.
Speaking at a London HR Connection/London School of Economics panel debate on the future of recruitment attended by Recruiter last week (26 Mar), Bill Boorman, who advises recruitment technology companies including Take The Interview, said employers are now beginning to rely more on a social reference, as opposed to a face-to-face. He did not, give specific examples of companies that currently do so.
But as Ian Dykes, director of recruitment for Europe at Cognizant Technology Solutions, a provider of information technology, consulting, and business process services pointed out, the in-person interview is still an extremely valuable form of hire.
“There has to be a face-to-face [in-person] interview. Without them, how are we meant to tell how a candidate conducts them self, how they interact with people.
“A face-to-face interview offers so much, and you can tell so much about a person before making a final decision.”
However, Boorman compared the interview process to a form of “passport patrol” believing without it, the recruitment industry could begin to “mix things up.”
“Removing the face-to-face interview totally changes the way we do things.
“For one, it’s led to so much diversity in the workplace, as opposed to the old school technique of ‘oh, you’re just like me, you’re hired’.”
As Recruiter reported last month, recent research from Monster.co.uk and University College London has shown almost half (48%) of respondents now use video interviews for selecting candidates, with 7% saying they do not use any form of in-person interview.
Speaking at a London HR Connection/London School of Economics panel debate on the future of recruitment attended by Recruiter last week (26 Mar), Bill Boorman, who advises recruitment technology companies including Take The Interview, said employers are now beginning to rely more on a social reference, as opposed to a face-to-face. He did not, give specific examples of companies that currently do so.
But as Ian Dykes, director of recruitment for Europe at Cognizant Technology Solutions, a provider of information technology, consulting, and business process services pointed out, the in-person interview is still an extremely valuable form of hire.
“There has to be a face-to-face [in-person] interview. Without them, how are we meant to tell how a candidate conducts them self, how they interact with people.
“A face-to-face interview offers so much, and you can tell so much about a person before making a final decision.”
However, Boorman compared the interview process to a form of “passport patrol” believing without it, the recruitment industry could begin to “mix things up.”
“Removing the face-to-face interview totally changes the way we do things.
“For one, it’s led to so much diversity in the workplace, as opposed to the old school technique of ‘oh, you’re just like me, you’re hired’.”
As Recruiter reported last month, recent research from Monster.co.uk and University College London has shown almost half (48%) of respondents now use video interviews for selecting candidates, with 7% saying they do not use any form of in-person interview.
- Have you decided to call time on the in-person interview? Is it still relevant in the workplace? Sorry for the glitch but just scroll right down and share your opinions!
