Sheeren Yolanda – Head of Talent Assessment
As an assessment professional who works directly with recruiters, I’ve accumulated substantial data and practical experience demonstrating the value of structured interviews in the recruiting process. A very reliable system for assessing skills and forecasting success in the workplace has been demonstrated via structured interviews.
This key scientific study shows that structured interviews provide interviewers with a methodical approach, allowing them to make more accurate assessments and recruiting decisions. It’s like having all the pieces to the jigsaw, giving you a complete picture of what a candidate is capable of and what potential they have.
However, conducting structured interviews poses difficulties that need careful organization, planning, and focus on the details. Recruiters can tackle these challenges and use the effectiveness of structured interviews for effective hiring results with the correct methods and tools.
Structured Interviews Need Updating
- Recruiters should use automated tools to proactively solve difficulties
As a talent assessment professional, I am well aware of the challenges that come with conducting effective structured interviews. Despite these difficulties, multiple scientific research has shown that structured interviews are the most effective selection method for predicting success.
This includes resolving concerns such as consistency in delivering predetermined questions, scheduling conflicts, and interview fatigue. By adopting technology, we can perform competency-based assessments, make data-driven choices, and reduce interview fatigue, resulting in more precise and effective recruiting processes.
Video-on-Demand Takes Structured Interviews Next Level
- With Structured-Video-on-demand (SVOD) Interviews, you can dramatically improve the objectivity and accuracy of your screening and shortlisting processes
What if you could dramatically improve the objectivity of your screening and shortlisting procedures, resulting in more accurate recruiting decisions? Would you try it? That opportunity becomes a reality with the SVOD Interview. I am happy to share that this is a way to effectively conduct structured interviews.
For asynchronous video interviews, SVOD Interview makes use of Astrnt’s Video-on-Demand features. This guarantees a fair and objective assessment by asking only pre-determined questions and excluding spontaneous or unexpected ones, thus guaranteeing interview fairness.
I’ve seen firsthand how this new approach works, and I’ve seen recruiters confidently pick out the top candidates by giving them more time to prepare. This also speeds up the application process and encourages fairness. Imagine a world where businesses like yours find top talent that helps them advance, and where data-driven recruiting decisions define success.
Quicker Time-to-Start
- Set your ambitions for a greatly reduced Time-to-Start funnel metric
GagasCeria has benefited significantly from Structured-Video-on-Demand Interviews, as have many other delighted clients. They were able to effectively cut their time-to-hire in their teacher recruiting process from three months to only one month by implementing our SVOD Interview approach. Imagine the wonderful effects this can have on your business, allowing you to hire top employees more quickly and with less effort.
Our doors are open for you if you have questions about how SVOD Interviews significantly affect your hiring processes and recruitment metrics.
Visit https://pwrdby.astrnt.co/ to learn more, or contact me on LinkedIn and the Astrnt team to schedule a discovery call.
About the Author
Sheeren Yolanda is the Head of Talent Assessment at Astrnt, with over 10 years of professional expertise in the field of psychometrics, assessment center methodologies, competency development, and the utilization of advanced assessment and recruitment technologies.
