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Remote Interviews: How to Minimize Bias and Ensure Quality Outcomes In Your Hiring

How your organization conducts an interview is the first filter in your recruiting funnel-and therefore, has a direct impact on the quality of hires and overall turnover. In this article, we will examine the key parts of a remote interview process. We will also discuss the potential for bias in the traditional interview process, and how AI-driven meeting capture can help mitigate this risk. Finally, we will discuss the importance of having an effective remote interview process.

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By Elliot
June 14th, 2021

The interview process is a critical part of every organization's hiring process. Conducting a good interview is necessary for ensuring that the right people are getting hired, and that those people are well equipped to do the job they are hired to do.

Overview Of The Traditional Remote Interview Process

The purpose of an interview is to gain an understanding of an applicant's qualifications, skills, and cultural fit with your organization. The goal is to hire someone who not only can do the job well, but who fits well within your organization's culture. The traditional hiring process involves some form of in-person or video-based interaction with an interviewer. There are several steps in this process, which we will now examine in detail.

The first step is the resume/profile screen. Here, a hiring manager will look at an applicant's resume to gauge their qualifications for the position. Next, they may conduct a screening call with the applicant. The purpose of the screening call is to identify any glaring problems with the resume or profile, such as inconsistencies in the resume or missing information such as a list of technologies used.

Next, an interviewer will conduct a first interview with the applicant. This interview can be conducted via phone, video call, or in person. The purpose of this interview is to identify any remaining issues with the applicant's resume/profile, to assess an applicant's skills and knowledge, and generally gauge their cultural fit for the organization. Sometimes, this interview can be the only one required.

However, sometimes there are "gating steps" or filters in place to better assess an applicant's fit for a position. For example, an organization may have a policy of requiring that all new hires have at least 3 interviews before they are hired-due to the nature of the role. Or, they may have a policy that all IT applicants must pass a technical test (such as a coding assessment) before they can proceed to the next step in the process.

In many cases, it is not clear whether or not a candidate will be hired until after he or she has been through several interviews-for example, due to the fact that there may be different individuals that need to sign off on hiring decisions. It is also important to realize that interviews have a high degree of variation-there is a wide range of interview questions and interview styles that can be used.

How Bias Can Negatively Impact An Interview

It is clear that the primary purpose of an interview is to determine the effectiveness of an applicant's skills, fit, and culture. However, there is an inherent risk of bias in the hiring process-and this bias has the potential to negatively impact your organization's ability to hire the right people for the job.

The first form of bias is interviewer bias. This type of bias occurs when the interviewer has a preconceived notion about the candidate before the interview even begins. For example, if a candidate's resume says that they are "very competent" at a certain technology, the interviewer might have a bias towards believing that they are, in fact, very competent at that technology. This may result in a lower quality or less thorough interview process (if the interviewer believes that the results of their first impression will be correct), or a higher quality or more thorough interview process (if the interviewer feels like they must correct any negative first impressions).

Interviewer bias has been proven to affect interview outcomes. For example, in some situations of interviewer bias, interviews where the applicant is the same gender as the interviewer could as more positive interviews.

Bias will prevent your organization from hiring the best people for the job. However, it is possible to mitigate the impact of bias by taking steps to minimize it. We will now examine how AI-driven meeting capture can help.

How An AI Meeting Assistant Can Help Eliminate Bias

AI-driven meeting capture technology has many applications in the remote interview process. One of these applications is helping to mitigate the impact of bias. By automating the process of capturing and tracking data in an interview, such as conversation topics, the content of questions and answers, and sentiment towards specific topics, an organization can gain an accurate view of candidate performance in an interview.

This technology can also be used to help with gating filters. For example, if a new hire must pass a technical assessment before they are hired, meeting capture technology can be used to review and assist in scoring of the assessment. This will help to ensure that proper assessments are being performed.

AI-driven meeting capture technology can also be used to help with onboarding new hires-for example, by using this technology to record and track each step of the onboarding process. This will help to identify problems in the onboarding process to facilitate immediate corrective action and prevent them from happening again.

Finally, AI-driven meeting capture technology can be used to help an organization measure the effectiveness of their interview process. By tracking data such as candidate and interviewer talk time, sentiment towards specific topics, and answers to specific questions, an organization can gain a better understanding of how their interview process is working.

Importance Of A Well-Defined Interview Process

A well-defined remote interview process is critical to ensuring that your organization hires the best people for the job. In order to create this well-defined remote interview process, it is important to define what steps you want to have in your interview process, who will be involved in each step, and what your expectations are for each step. It is also important to define the type of questions that you will ask at each step-and what you expect those questions to reveal about the applicant. Finally, it is important to define any gating steps that must be taken for an applicant to progress through the interview process.

By defining these steps and gating filters, an organization can create a transparent interview process that is repeatable and accurate. This will help to mitigate the risk of bias in the hiring process-and ensure that the most qualified people are being hired for each job.

Conclusion

The interview process is a critical part of hiring new employees. The better your interview process, the better your outcomes will be. This is why it is important to have a well-defined remote interview process. By automating the process of capturing and tracking data in an interview, such as conversation topics, the content of questions and answers, and sentiment towards specific topics, you can gain an accurate view of candidate performance in an interview. This will help to ensure that candidates are being asked the right questions and that they are providing the right answers.

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