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In the dynamic field of recruitment, innovations like Automated Audio/Video Interviews (AVIs) and Interactive AVIs (AIVIs) have revolutionized the top-of-funnel hiring process. As the industry continues to evolve, finding the optimal mix of technological efficiency and personal touch is crucial for effective talent acquisition.
Talent leaders and hiring managers play a crucial role in optimizing the top of their hiring funnel. Beyond just recruiting top talent, an efficient funnel enhances the candidate experience, bolstering your company's industry reputation and brand. However, perfecting this process is often more challenging in practice than in theory.
Today's hiring pipelines draw from diverse sources: company career portals, job boards like LinkedIn, Indeed, Glassdoor, and Wellfound, among others. Tools such as LinkedIn Recruiter revolutionize manual sourcing with mass outreach capabilities, significantly increasing candidate volumes at the pipeline's entry point. Moreover, a growing trend towards content marketing promises to further amplify inbound traffic via search engines, potentially outstripping current channels in volume.
To adeptly handle these increasing volumes, our recruiting technology, particularly in interviewing, has undergone significant evolution. Let's delve into this journey of technological advancement in recruitment!
Typically the top of funnel in a hiring process comprises of the below stages -
As you can probably guess, this process leads to several limitations.
The industry average conversion rate at the top of the funnel is approximately 2.5%, as reported by Glassdoor. This low efficiency forces recruiters and hiring managers to spend much of their time sifting through unqualified candidates, leading to a waste of valuable resources.
LinkedIn data shows that around 140 job applications are submitted every second, amounting to about 12M+ applications per day from LinkedIn alone. With such high volumes, it becomes nearly impossible for human teams to effectively filter and screen the right profiles.
The Society for Human Resource Management report indicates that the average time to hire is 36 days, with over half of this time spent on interviews. The TTH is 60 days in tech industry. This prolonged period can be inefficient and costly for organizations.
Coordinating schedules between candidates and interviewers to support high-volume screening is complex. Even though modern tools have simplified scheduling to some extent, they do not address the other issues mentioned above.
Some alternative approaches that employers tend to deploy are mentioned below.
Some companies tend to employ Skill assessment tools such as HackerRank, TripleByte, etc. to replace a technical screen. While these tools alleviate some challenges, such as scheduling, they are not without limitations. They lack the ability to explore deeper into a candidate's responses during an interview. Recruiters exercise caution in implementing skill assessment tests due to concerns about potentially diminishing the candidate experience, as these tests have reported higher rate of candidate withdrawal.
Some employers have also adopted interview outsourcing abilities such as Karat that can screen candidates for you. This approach offloads the screening process, allowing teams to focus on higher-quality candidates. However, it can be costly, and some employers report concerns about maintaining consistent interview standards.
Despite advancements and innovations in the field, the efficiency and management of the top of the hiring funnel remained suboptimal. To further enhance this stage, the introduction of new technologies, commonly known as Automated Audio/Video Interviews (AVIs), has been explored.
Automated Audio/Video Interviews (AVIs) represent a significant leap in recruitment technology, offering a platform where candidates can respond to pre-recorded interview or screening questions through audio or video channels. Once the interview is complete, the hiring team reviews these responses, either by listening or watching, to inform their decision-making process. Advanced versions of these tools even auto-transcribe responses and synthesize feedback summaries and highlights, aiding in reducing unconscious bias by providing calibrated feedback without the influence of the candidate's gender, voice, or accent.
AVIs seamlessly integrate with Applicant Tracking Systems (ATS) like Greenhouse, Lever, and BambooHR, effectively managing high-volume applications. They offer a cost-efficient solution by saving significant time for recruitment teams, as the cost per interview is generally lower than the hourly rate of an interviewer. Additionally, their on-demand nature allows candidates the flexibility to participate at their convenience, thereby resolving scheduling conflicts.
However, AVIs come with their own set of challenges. The lack of interactivity due to pre-recorded questions can limit the depth of candidate evaluation, especially if responses lack certain critical insights. This format may also detract from the candidate experience due to the absence of human interaction. Moreover, setting up effective AVIs requires domain-specific expertise to formulate pertinent questions, which might not be feasible for companies in the early stages of team or function development, or those without such in-house expertise.
Screenify has been at the helm of building Interactive AVIs (or as we like to call it AIVI). Essentially, an AIVI is an enhanced AVI that offers an interactive human-like interview experience. By utilizing Generative AI, Screenify dynamically learns about the candidate, crafting real-time questions to uncover deeper insights. This interactivity not only allows for a more engaging interview but also provides candidates with the opportunity to ask questions, helping hiring teams to more effectively promote their roles and company culture.
With its advanced learning capabilities, Screenify is adept at recommending and constructing effective interview loops and questions. It not only brings the standard benefits of a typical AVI but also ensures consistency in the interviewing process and helps to eliminate bias.
Screenify streamlines top of funnel hiring through a simple 4-step process: It integrates with your ATS, invites candidates for AI-conducted interviews, automatically analyzes and submits their assessments, and provides hiring managers with the necessary data to make hiring decisions. You can learn more and get started with Screenify here.
In the dynamic field of recruitment, innovations like Automated Audio/Video Interviews (AVIs) and Interactive AVIs (AIVIs) have revolutionized the top-of-funnel hiring process. Balancing technological advancement with a personal touch, Screenify's approach exemplifies the industry's shift towards more engaging, bias-reducing, and efficient recruitment methods. As the industry continues to evolve, finding the optimal mix of technological efficiency and personal touch is crucial for effective talent acquisition.
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