''Online interviewing'' an effective and convenient form of modern recruitment

 

 

In recent past , video interviews have gained much popularity as an effective and convenient selection tool for employers. More and more companies are turning in to video interviews considering its overall impact and effectiveness in the hiring process . Recent academic studies have offered valuable insights on the newest video interviewing technology and its strengths and weaknesses .

 

Video interviewing has been considered as a successful method to reduce the hiring cost and make the recruitment process to be managed easily . Most large corporates and technology driven companies have begun to use video interviewing in most instances due to significant cost saving involved in same . This method provides an easy platform for long distance candidates to save travelling costs while it saves a huge administrative cost to the organization as well. In summary ,this process allows saving both time and money for all parties involved in the recruitment process .

  

There are two main methods in video interviewing . Namely , live video interviewing and asynchronous interviews .

 

Live video interviewing :

Similar to a physical / face to face interview , live video interviewing is a real time interview conducted online . This has become an increasingly popular choice for employers, offering several key advantages while also presenting unique challenges. The most known benefit of live video interviews is the ability for both the interviewer and the candidate to engage in real-time conversation , creating a two-way exchange. This approach enables Employers to interact with the candidate and assess both their qualifications and personality .This is much similar to an in-person interview.  Depending on the requirement of the company , the interview can either be a brief screening or a more thorough conversation/ discussion

Video conferencing cannot be considered as a new concept as it dates back to the 1990s . However, during the past decade, platforms like Skype, Facetime, and Zoom have made two-way video communication more popular and accessible . These platforms are more commonly used and have become an everyday tool for both personal and business interactions  . Using this technology in recruitment has made the process easier since most of the people are already familiar with these apps now . Hence, conducting interviews through these modes will be more natural and efficient for both parties in general .

Asynchronous interviews :

These interviews are prerecorded video interviews where the candidates can produce their responses to questions which have been pre –set by the Employer . Candidates can respond to these questions at their convenience . There will be no real time interaction between the interviewer and the candidate . Asynchronous interviews ae commonly known as one way interviews  .This platform is a digital interview format where the candidates could use their interview software to answer the questions and submit for the reviewing of the recruitment team of the particular organization .Usually the candidates are given a time frame to answer the questions .They can submit their responses by recording through a Web cam or smartphone . This method provides a more flexible process especially for high volume hiring and international recruitment opportunities .

 

What do Candidates think about Video Interviews :

Video interviews have come a long way over the past few years. At the beginning , there has been resistance from the candidates due to technical challenges such as lacking webcams, slow internet connections which has led to overall awkward experiences. However, with the introduction of laptops and mobile devices with built-in cameras and improved connectivity, video interviews have become more popular and accessible for the candidates . This has resulted in a  smoother and accessible recruitment process .

Through video interviews , candidates get a valuable opportunity to highlight not only their qualifications but also their soft skills such as communication and body language . While there is still resistance from some candidates , most of the candidates feel comfortable on camera . They appreciate the convenience of video interviews, as it eliminates the travelling time and cost while offering a more flexible scheduling option. Moreover ,the growing use of mobile devices and their superior sound and image quality has improved the overall experience in video interviews making it more professional .

While there are still some Employers who are hesitant to adopt video interviews ,majority of the Employers and Candidates have had positive experiences  .Hence ,both organizations and candidates have responded favorably towards this format which has created a positive attitude . This attitude shift suggests that video interviews have become an important and essential part of the recruitment process, benefiting both parties by providing a more efficient and flexible medium to connect.

For candidates who remain uncomfortable with video interviews, it’s pertinent to note that the ability to record responses and take time to prepare can offer a notable benefit.

In conclusion, although some candidates may still prefer face-to-face interviews, video interviews have become widely accepted and are now seen as a practical and effective tool in the hiring process.

 

Pros and Cons of Video Interviews :

 

Pros	Cons
Cost Effectiveness: Saves money of both Employer and the candidate in terms of travelling , lodging ,food and other administrative expenses	Lack of personal touch : As both parties does not interact physically ,there can be instances where it is difficult to build the rapport and the interview can be impersonal
Flexibility and convenience : Candidates can connect from anywhere providing flexibility in scheduling	Distraction : The candidates may connect to the interview from locations where there is too much noises and disturbances which could hinder the entire interview session
Time Saving : The interview process will be faster as there is no time taken for travel	Challenges due to time differences : There can be practical difficulties in scheduling the interviews due to time zone differences
Wider Reach : Employers can widen their reach across the globe without limiting to specific geographical areas . You can hire from any part of the world depending on the requirement . This can be useful when hiring special talent	Technical issues : Poor internet connections , low quality in Camera /sound could hinder the interview session
Ability to record : The employers can record the interview and review later . The Candidates also can provide answers to the interview by taking time under the recorded interview method	Non availability of personal experience : Candidates will not get a personal experience on the work environment ,work culture of the organization
Ability to show case soft skills : The Candidates can demonstrate their soft skills ( Communication , Body language)

 

Tips for a successful online interview for a Candidate  :

·     Prepare the Resume:  The resume to be prepared and kept along with the Candidate for easy reference during the interview

Test Your Device / Technology: Make sure that all relevant devices /equipment are working properly  ( microphone, speakers, and internet connection) . Do a test run with a friend or a family member to ensure that everything      functions smoothly

Do a Practice session : It is advisable to do a mock interview with someone capable . This will be helpful in getting comfortable with the format, including handling the technical equipment

Right location to be selected : A quite place with good lighting and minimal distractions to be selected for the interview . If  the candidate is connecting to the interview from home, all the family members to be properly Informed and small children / pets to be kept away during the interview session

Take Notes:  Important details of the interview to be noted down . In the event the candidate is taking down notes ,that has to be informed to the Interviewer . Failing which ,that can be considered as lack of interest

Questions to be asked from the Interviewer:  The candidate can be prepared with some thoughtful questions about the job role or the company to show interest and engagement.

Joint the interview Early:  The candidate can make a professional impression to the Employer by joining the interview platform a few minutes before the scheduled time to show the interest

Professional attire :  Despite the interview being conducted online ,wearing professional attire will add value and help the candidate feel more confident

Active Listening during the interview :  The candidate should show their interest by engaging in the conversation by responding affirmatively while the interviewer speaks, and wait for them to finish before answering.

Focus is very important :  Always maintain eye contact with the web cam instead of focusing on the screen of the device

Backup Plans:  Having a backup plan  (back up device /internet connection) would come in handy in the event of any unplanned situation .

Rehearse for Interview Questions:  It would be ideal if the candidate could rehearse common interview questions before hand , in order to respond confidently during the live session

Using of Earbuds: Using earbuds will help improve audio quality and reduce distractions for both candidate and the interviewer.

Minimize interruptions : Child and pet care to be pre-arranged

Follow Up:  The candidate can send a follow up email by sending a thank you note . This would express appreciation and reinforce the candidate’s enthusiasm for the role.

 

References : 

• https://www.researchgate.net/publication/362965205_A_Systematic_Comparison_of_In-Person_and_Video-Based_Online_Interviewing
• https://www.sciencedirect.com/science/article/pii/S2667278222000566
• Fielding, N.G., Lee, R. and Blank, G. eds., 2017. The SAGE Handbook of Online Research Methods. London: SAGE Publications Ltd.
• Meho, L.I., 2006. E-mail interviewing in qualitative research: A methodological discussion. Journal of the American Society for Information Science and Technology, 57(10), pp.1284-1295.
• https://www.proquest.com/openview/b4c483c785be297809999c47378d93d4/1?cbl=18750&diss=y&pq-origsite=gscholar

• Landers, R.N., 2017. The Handbook of Job Interviews. 2nd ed. Thousand Oaks, CA: SAGE Publications.

• Koivunen, S., 2024. Digitalization of Talent Acquisition. [online] Available at: https://trepo.tuni.fi/bitstream/handle/10024/154036/978-952-03-3271-6.pdf?sequence=2 [Accessed 29 March 2025].

Evolution , impact and challenges in E-recruitment

 

E-recruitment, commonly known as online recruitment, has transformed the traditional hiring process by the power of the internet and social media. Over the past period, both large and small-scale companies due to its growing popularity have increasingly adopted e-recruitment. Today, e-recruitment platforms are used by many organizations to post job openings, communicate with candidates via email and other online platforms , and collect resumes online. Technology and the internet are used to attract and hire potential candidates, typically through the posting of job vacancies on corporate websites or online recruitment platforms, where candidates submit resumes electronically.

In recent years, e-recruitment has gained widespread popularity among both recruiters and job applicants . The goal of recruitment is to ensure that a pool of qualified and most suitable candidates is available for selection, ensuring that the best-fit candidates are chosen for the role and the company’s objectives. Effective recruitment processes help in the identification and hiring of the right talent, which enhances the workforce and contributes to overall success and growth of the particular organization. Additionally, individuals are motivated to join the organization, and higher levels of participation are encouraged after hiring.

Since mid-1990s, the recruitment landscape has dramatically changed by e-recruitment. Online channels such as email, WhatsApp ,Face Book and text messaging are used by organizations to connect with potential candidates, offering more flexibility and convenience in the management of the entire recruitment process..

E-recruitment has been identified and recognized as the fastest growing form of recruitment and is becoming increasingly common, even in regions where access to new technologies is limited.

 

Methods of E –Recruitment :

  Employer Website :

 

Employers use their website to advertise and post job openinigs describing the role advertised for with required qualification ,experience and other characteristics . Further, the Employer will also provide details

On the responsibilities of the position along with the remuneration package offered for same .Under this scenario ,applicants are generally requested to create an account or log in to the Employer’s website to submit their online applications/ resumes . The employer has to provide clear instructions as to how the candidate should submit the application (i.e cover letters , supporting documents etc …). Typically ,candidates directly upload their resumes and other connected documents to the Employer’s website . There may be automated screening questions in the website which would enable the Employer to evaluate whether the applicant meets the minimum job qualifications and help them to do the initial filtering process  

 

The Employer’s recruitment portal may initially screen the applications through key words and phrases . This automated process will help the Employer to identify /short list suitable candidates and eliminate the ones who does not meet the minimum /basic requirements . Under this system ,applicant’s generally have the accessibility to log in to their account in the Employer’s website and check on the status of their application . Further ,the candidates could also receive notifications ,automated emails on interview dates /schedules . In the same manner ,they can receive notifications on disqualifications as well .

 

Interview schedules also can be available in the Employer’s website .In the event a candidate is short listed for a job role ,particular person can select a time slot in the published interview schedule which is convenient for both parties without back and forth communication . It is very common amongst the Employers to use integrated video interviewig facilities through linked platforms such as Microsoft teams and Zoom . Candidates can be provided with facilities to participate in live video interviews .Some Employers might use online tests as a part of the interviewing process .

 

In the event the candidate gets selected ,they can receive the Offer Letters via email or through the Employer’s Website .E- Signatures can be used for offer and acceptance . Furthermore, documents required for the on boarding process (Copies of qualifications / Tax details / Bank Details etc ..) can be shared through a secured portal . Employer’s website could also be used as a tool to provide initial orientation programmes for the new recruits which can include sessions on the company policies  ,culture and job responsibilities etc …

 

The Employers can have access to various metrics related to the entire recruitment process through data filtering from the website .They can have a better control or track on the total number and sources of applications and time taken for hiring etc ..

 

Benefits and Challenges on E-Recruitment through Employer’s website :

 

Benefits	Challenges
The automated process saves time for both Employer and the Candidates	There can be technological issues related to the online platforms which could de motivate the Candidates
Employers can reach /attract a diversified talent pool	Automated screening might filter out valuable talent for not using correct key words
The Website can be used as a part of the Employer’s Branding which showcases the Company’s values ,culture and work environment	Data protection protocols to be thoroughly adhered as sensitive information will be dealt with
Costs related to traditional recruitment sources (paper Ads , agencies ) can be eliminated

 

 

Online Job Portals :

 

Online Job portals play a vital role in the present day Job market . They establish a digital bridge between the Employers and the Candidates . In sri Lankan context many online Job portals such as top jobs , Xpress jobs & Job pal etc  is commonly used among job seekers . These job portals maintain large and diverse data bases from various industries and companies providing valuable resources for both Employers and Candidates . The Candidates could filter jobs which suit their qualifications ,skills ,expertise ,experience and career goals . Hence, there can be huge opportunities for job seekers beyond boundaries .

 

One of the primary reasons for the popularity of employment portals is the ease and convenience of use and accessibility provided by them . They provide opportunity to search for jobs from anywhere in the world, which accelerates the application process and overcome regional limitations. As these platforms are virtual, they are accessible at all times, allowing communication between Candidates and Recruiters without being bound to time zones or typical working /office hours. Employers are benefitted from the accelerated application processes provided by these portals, which help in many ways including better candidate management. Communiques between employers and potential applicants is made fast and convenient , enhancing the experience for all parties by speeding up the hiring process and allowing for swift responses and updates. Moreover , comprehensive search and filtering features are offered by most job banks , enabling searches to be tailored based on parameters such as skill category , Industry , type of work etc ... Accordingly ,these platforms save time and money for all stakeholders engaged in the recruitment process .

Job portals have actively contributed towards enhancing overall job search experience ,which is beyond simple job postings . Resume creation facilities are also provided by them enabling prospective candidates to catch the attention of potential Employers . Furthermore ,details on salary packages /remuneration are given in the job portals providing better transparency for the process . This will help the job seekers to enter in to more informed decisions and make effective negotiations .

 

Social Networking :

Social media platforms such as Facebook , LinkedIn and Twitter have made a dramatic change in the fields of job searching and professional networking . Users of these platforms are provided with interactive and dynamic environments through which they can communicate conveniently with potential Employers . Hence, social media has a noticeable impact on both organizations and job seekers . Online platforms can be used as powerful tools for  enhancing the Employer/ Employee networks . A very good example would be LinkedIn which was mainly designed for the purpose of business networking ,creating links with Mentors and colleagues . Though they are informal in nature ,social media apps like Facebook and Twitter also encourage socializing between people with similar professional interest . These platforms play a vital role in speeding up the contact between the Organizations and job seekers whilst servicing as a platform to post job vacancies /Advertisements ,thus increasing the effectiveness on recruitment of new employees . Businesses can use social media apps to post videos ,advertisements and other types of content which provide a better outlook on their routine business operations ,work environment and experiences of employees . This could provide job seekers a better understanding of the company’s culture and can make informed decisions when applying for jobs . On the contrary ,organizations could also check the social media presence of job applicants in order to get a better understanding of their characteristics , professional network , community involvement  and adoptability to the organizational culture .

Nonprofit organizations can also use social media to publish their initiatives and social activities . Candidates who are passionate on service related job roles will be attracted to these type of organizations .  Hence, it could be commented that social medias can be used as a attractive and useful tool in effective recruitment .

 

Business tycoons and industry leaders have shared varying perspectives on the value and effectiveness of e-recruitment. While they may not always provide direct, quotable statements on this topic, several influential figures have commented on the broader trends of digital transformation, talent acquisition, and recruitment technology. Here's a summary of some key insights:

 

 

1. Jack Ma (Alibaba Founder) – Embracing Technology in Recruitment

• Perspective: Jack Ma believes that technology has the potential to transform industries, especially in recruitment. He envisions the future of hiring driven by digital tools that help identify and cultivate talent more efficiently.
• Relevance: While he doesn't directly focus on e-recruitment, his views align with the idea that digital tools, including AI and data, can streamline and speed up the talent acquisition process.
• Key Takeaway: Leveraging technology, especially AI-driven recruitment, allows companies to access a global talent pool and simplifies the hiring process.

 

2. Bill Gates (Microsoft Co-Founder) – Automation in Hiring

• Perspective: Bill Gates advocates for automating processes, including recruitment, to improve efficiency. Under his leadership, Microsoft adopted technology to optimize hiring practices using algorithms that better match candidates to positions.
• Relevance: Gates supports the use of technology and data analytics to enhance recruitment decisions, suggesting that automating these processes helps HR professionals focus on higher-value tasks, such as employee development and culture-building.
• Key Takeaway: Automation, like e-recruitment systems, enhances the hiring process but requires human oversight to ensure quality decision-making.

        

3. Richard Branson (Virgin Group Founder) – Balancing Technology and Culture

• Perspective: Richard Branson emphasizes the importance of company culture during recruitment. While he doesn’t directly focus on e-recruitment, Branson advocates for using technology to enhance hiring while preserving the human element.
• Relevance: While technology, such as e-recruitment platforms, helps attract a broader range of candidates, Branson warns against over-relying on automation. Maintaining personal connections in recruitment remains vital.
• Key Takeaway: E-recruitment can scale hiring efforts, but it’s equally important to ensure that candidates align with a company’s cultural values.

 

4. Elon Musk (Tesla and SpaceX CEO) – Innovation in Hiring

• Perspective: Elon Musk is known for his innovative approach to recruitment, using digital platforms to attract top talent to Tesla and SpaceX. He stresses the importance of hiring exceptional talent, especially for technical roles.
• Relevance: While not an outspoken advocate of e-recruitment per se, Musk acknowledges that digital tools and online platforms are key to identifying talent in cutting-edge industries.
• Key Takeaway: E-recruitment plays a vital role in attracting top-tier talent for high-tech roles, but candidates must also be assessed for problem-solving skills and a passion for innovation.

 

5. Larry Page (Google Co-Founder) – Data-Driven Hiring

• Perspective: Larry Page and Google are pioneers in using data and AI to optimize recruitment. Google employs extensive data-driven methods to make better hiring decisions.
• Relevance: Page’s commitment to using data to improve decision-making extends to recruitment, where algorithms and e-recruitment systems help process applications and identify the best-fit candidates efficiently.
• Key Takeaway: Data and technology, like e-recruitment systems, enable companies to make objective, informed hiring decisions, leading to better workforce quality.

 

6. Indra Nooyi (Former CEO of PepsiCo) – Promoting Diversity and Inclusion

• Perspective: Indra Nooyi has been an advocate for diversity and inclusion, particularly using digital tools to ensure fairer and more inclusive recruitment practices.
• Relevance: Nooyi emphasizes the role of e-recruitment in minimizing bias during the hiring process. Digital platforms standardize interviews, helping evaluate candidates based on skills and potential rather than unconscious bias.
• Key Takeaway: E-recruitment can significantly enhance diversity and inclusion by reducing bias in hiring and streamlining selection.

 

 

 

7. Mark Zuckerberg (Meta Co-Founder) – Recruitment through Tech Advancements

• Perspective: Mark Zuckerberg recognizes the importance of utilizing technology to improve recruitment. While he doesn’t explicitly discuss e-recruitment, Meta’s integration of AI and data analytics into its hiring process demonstrates this approach.
• Relevance: Zuckerberg has underscored the importance of hiring the right people for the company's growth. Digital tools help filter applications and identify top talent that aligns with Meta's goals and values.
• Key Takeaway: Digital tools and e-recruitment allow companies like Meta to scale hiring while maintaining a focus on talent that fits with company culture and objectives.

 

 

 

Key References : 

1. Breaugh, J. A. (2013). Recruitment: Science and Practice. Routledge, Taylor & Francis Group.

2. Sullivan, J. (2003). The Impact of Technology on Recruitment. In Human Resource Management in the Digital Age. Pearson Education.

3. Parry, E., & Tyson, S. (2008). An analysis of e-recruitment: A critical review. Human Resource Management Review, 18(3), pp. 2-13.

4. Parker, L., & Ghiselli, R. (2014). The impact of e-recruitment technology on recruitment effectiveness: A qualitative analysis. International Journal of Human Resource Management, 25(6), pp. 788-805.

5. Nikolaou, I., & Tsaousis, I. (2002). E-recruitment: A critical review of the use of technology in recruitment and selection. International Journal of Selection and Assessment, 10(3), pp. 213-223.

4. Meyers, M. C., & van Woerkom, M. (2013). E-recruitment in the digital age: Trends, practices, and challenges. Proceedings of the International Conference on E-Recruitment Technology, 1(1), pp. 34-40.

       file:///C:/Users/anushked/Downloads/The_Digital_Revolution_In_Recruitment_Unraveling_T.pdf

Effective recruitment as a tool for Organizational Growth

 

Recruiting and selecting the most suitable candidate for a job indeed requires a structured, fair, and inclusive approach. By adhering to best practice guidelines, an organization can ensure that their recruitment process is consistent, effective, and aligned with anti-discrimination laws. Given below are some key guidelines for effective recruitment and selection process:

Selection Criterions to be developed : A Clear understanding of the Job role to be decided with Job description ,required skills and job related responsibilities

      Advertising the position :Clear and concise information of the job role to be advertised using social media and other professional platforms . Gender neutral inclusive language to be used to avoid alienating any group of candidates

      Shortlisting :The process of shortlisting to be objective based .A consistent ranking OR scoring system would help to make un bios decisions

      Application Forms :The questions in the application form should be clear and should concentrate on the qualifications ,skills and experience of the Candidate . Discriminative questions to be avoided (i.e questions on age ,material status etc ..)

      Testing :Skills and personality tests to be conducted to ensure job related competencies and abilities are met

     Interviews :Behavioral interviews could be more appropriate as the past experience ,ability to provide solutions could be assessed during the interviews apart from the structured questions

     References :Referees to be contacted independently to ascertain the candidates ability to perform the job role .All the referees should be asked with the same questions to avoid biasness .Reference reports to be kept confidential

     Decision for hiring :Transparency and accountability is decision making is vital . Candidates who fulfill job related skills , knowledge ,experience along with other behavioral attributes should be given preference

     Medical examinations :It is of paramount importance for an Organization to know that the selected candidate is physically fit to perform the job role . However, the medical reports /results to be treat with strict confidence and to be used only for the use of recruiters /Decision makers

       Food for Thought :  

 

 

Can Effective recruitment help an Organization to grow ?

Yes, definitely . 

Effective recruitment is essential for an organization’s growth, as it ensures the acquisition of the right talent to align with business objectives and foster overall success. Below are the key ways in which effective recruitment drives organizational growth:

1. Right talent to be attracted

Through effective recruitment, an Organization can attract candidates with the right combination of skills, experience, and cultural fit, enabling them to excel in their roles. This leads to a more competent and motivated workforce, which would definitely enhance productivity and overall performance. By selecting  the right individuals, organizations can significantly improve efficiency and stimulate innovation.

2. Productivity improves

When hiring the best fit candidates , there is a higher probability in employees performing well in their job roles contributing to productivity .

“ A well-recruited workforce requires less training, and employees can contribute more quickly to business goals, which accelerates growth and profitability  ’’(Schmidt & Hunter, 1998).

3. Creativity and Innovation will improve

Employees with range of experience , ideas and perspectives are more likely to come up with innovates approaches and solutions for challenges . This would help the organization to be competitive and overcome ever changing market conditions

 

4. Better Retention Rates

When the organization has an effective recruitment strategy, employee satisfaction and engagement would be at a higher level. The employees will feel valued and would ideally fit in to their job roles. Hence, they would prefer to be employed in the Organization for a long term. Reduced staff turnover helps to maintain a stable work place which is vital for achieving long term objectives 

  

 5. Enhancing the Employer Brand

When the candidates go through a positive experience in the recruitment process , despite the fact they are being hired or not ,they are more likely to recommend the Organization to others . This will enhance the Employer’s Brand and enable the company to be more competitive in the job market  

6. Cost Effectiveness

Effective recruitment helps lower hiring costs by enhancing the quality of hires and reducing employee turnover. When the right candidates are hired from the beginning, there is less need for re-hiring, retraining, or managing underperforming employees, which ultimately saves the organization both time and resources

7. Employee Engagement / Culture Fit

Recruiting candidates who align with the company’s values, mission, and culture fosters greater employee engagement. When employees are a good cultural fit, they are more likely to be motivated, work well with others, and deliver strong performance .These factors are crucial for the overall growth of an organization

8. Aligning with the Strategies of the Organization

Effective recruitment helps an organization to ensure that the new candidates fall in line with the short term and long term strategies of the Organization. With a set of candidates with right skills and capabilities, the organization can grow in future by implementing the long term vision effectively

 

  

References

• Bauer, T. N., 2010. Onboarding new employees: Maximizing success. SHRM Foundation.
• Cascio, W. F. and Boudreau, J. W., 2016. The search for the best talent: The role of selection in human resource management. Pearson.
• Gatewood, R. D., Feild, H. S. and Barrick, M. R., 2015. Human resource selection. Cengage Learning.
• Kaufman, B. E., 2016. Theoretical perspectives on work and the employment relationship. Industrial Relations Research Association.
• Lievens, F. and Chapman, D., 2010. Recruitment and selection. In: S. Zedeck, ed., APA handbook of industrial and organizational psychology, Vol. 2: Selecting and developing members of the organization. American Psychological Association, pp. 149-176.
• Roberson, Q. M., 2006. Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management, 31(2), pp. 212-236.
• Schmidt, F. L. and Hunter, J. E., 1998. The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), pp. 262-274.
• Ulrich, D. and Dulebohn, J. H., 2015. Are we there yet? What's next for HR? Human Resource Management Review, 25(3), pp. 1-16.

Behavioral Assessments as a tool of productive recruitment

 

 

Behavioral assessments could be considered as a very important tool designed to measure the interpersonal qualities of the candidates . This is a critical measure of one’s qualities beyond skills or experience .These tests may include workplace behaviors , ethics , culture fit etc … .Through these assessments you can predict on the job performance and also identify top talents .While competency tests conducted on technical knowledge gives an understanding of the Candidate’s skills and ability to perform the duties , behavioral Assessments gives a more clear picture of the future employee .Hence, evaluation of both aspects are vital . Studies show that most employers use both these measures to onboard the most suitable candidate to their organization

 

Types of Behavioral Assessments used in selectin process :

 

Tests on Personality                    :  Evaluating the characteristics such as Cooperation and adoptability

Tests on emotional Intelligence  :  Empathy , Self-awareness and Social behavior

Tests on situational Judgement   :  Actual scenarios to be presented to test the judgement skills

Tests on Integrity                         :  Assessments related to reliability and willingness to follow rules

 

“In today’s workplace, tech skills get you through the door, but behavioral competencies determine how far you’ll go. That’s why smart hiring isn’t just about what candidates know—it’s about how they apply it.”

 

Ken Crowell – EmployTest

 

 

Benefits of Behavioral Assessment :

 

The world of hiring is a complex one, but behavioral assessments can contribute as a modern tool to make the hiring process more easier . Behavioral Assessments could provide deeper insights into the Candidates abilities ,skills personality and social behavior which cannot be assessed through resumes and interviews . Sole focus on paper qualifications is no longer the main criterion in selection process . The Recruiters can make  more  informed decisions through data driven insights obtained from behavioral tests .

These assessments allow the Employer to recruit the right candidate with necessary technical capabilities and team dynamics . Further, their suitability for specific job role can be proved with objective measures .Another ,positive fact could be less employee turnover for the organization . As the employees who have been recruited through these assessments fit in to the organizational culture ,they will be less staff turnover for the organization  

 

Using the STAR method in behavioral Assessments :

 

The STAR method is a widely used technique in behavioral assessments, particularly during interviews, to assess how a candidate has handled past experiences and behaviors related to the job being applied for. The acronym stands for Situation, Task, Action, and Result, and it offers a structured approach that allows candidates to showcase their handling of specific situations in the past.

 

STAR stands for ;

 

S : Situation

T : Task

A : Action

R : Result

 

Understanding the Components of the STAR Method:

1. Situation (S):
   In this step, the candidate sets the scene by describing the context or background of a situation they encountered in a previous job, project, or activity. This helps the interviewer grasp the challenges involved.
   Example: "A tight deadline was set for the delivery of a new software feature in my previous role as a project manager."
2. Task (T):
   The candidate explains the specific task or responsibility they had in the situation. This part clarifies what they were accountable for or the problem they were tasked with solving.
   Example: "Ensuring the timely completion of the project, despite technical difficulties and time constraints, was my responsibility."
3. Action (A):
   This is where the candidate outlines the steps they took to address the situation and complete the task. This portion is essential as it highlights problem-solving abilities and initiative.
   Example: "I coordinated daily team meetings, reallocated resources to critical tasks, and worked closely with the client to manage expectations about the feature's capabilities."
4. Result (R):
   Finally, the candidate shares the outcome of their actions. The result should emphasize positive outcomes, and whenever possible, quantify the impact. If the results were not as expected, this is also an opportunity to discuss lessons learned.
   Example: "We delivered the feature a day ahead of schedule, and the client was satisfied with the quality, leading to a 15% increase in customer satisfaction ratings."

Why the STAR Method Is Effective:

• Structure: It offers a clear framework for answering behavioral questions, ensuring responses are organized and focused.
• Clarity: It helps candidates present their experiences concisely while still including the necessary details.
• Predictive: Since past behavior often indicates future behavior, the method provides insight into how a candidate might approach similar situations in the future.

Example Interview Questions Using the STAR Method:

• "Tell me about a time when you dealt with a difficult customer."
• "Describe a situation where you worked as part of a team to achieve a goal."
• "Give an example of a time when you solved a problem under pressure."

By using the STAR method, interviewers can assess a wide range of competencies, such as leadership, teamwork, problem-solving, time management, and communication. This method proves to be an effective tool for both interviewers and candidates, ensuring that answers are detailed, relevant, and offer valuable insights into past behavior.

 

Corporate entities that use Personality tests in their recruitment and Selection process :

McDonald’s, established in 1940, is the world’s largest fast-food chain, with over 1.7 million employees worldwide. As part of its recruitment process, the company uses personality assessments to evaluate whether a candidate is a good match for their team. These assessments focus on an individual’s behavioral traits, helping McDonald’s determine which applicants are best suited for various roles. By reviewing the results of these standardized tests, the company can efficiently identify the ideal candidates.

 

 

Citigroup, a leading multinational investment banking and financial services firm in the U.S., incorporates numerical and logical reasoning psychometric tests into its recruitment process. The numerical tests are designed to increase in difficulty as the questions progress, while the logical reasoning test, which is nonverbal and often uses visual puzzles, presents a unique challenge. Depending on the specific role and field of application, candidates may be required to successfully complete these tests before receiving a job offer.

 

 

HP  is a prominent American multinational IT company that creates personal computers, printers, and related products, in addition to offering 3D printing solutions. The psychometric tests HP uses vary depending on the specific job role an applicant is pursuing. For each role, HP may require several types of assessments, such as personality tests, numerical and verbal reasoning tests, case studies, presentations, and group exercises. The recruitment process is divided into five key stages: submitting an online application, completing an aptitude assessment, participating in a telephone interview, attending an assessment center, and finally, a face-to-face interview.

 

EY is a global network of professional services based in London and is widely regarded as one of the top accounting firms, with one of the largest networks in the industry. With over 300,000 employees around the world, EY is a leading employer in its field, making it highly competitive for those seeking a position at the company. The recruitment process, however, is demanding and involves several stages.

The process begins with an online application, followed by EY’s online assessments. Candidates who successfully pass these assessments move on to the next steps, which include phone interviews and assessment centers. Depending on the specific role, EY may use various psychometric assessments, including numerical reasoning, verbal reasoning, abstract reasoning, diagrammatic reasoning, situational judgment tests, spatial reasoning, personality assessments, case studies, group exercises, and presentations.

 

 Key References :

Hough, L.M. & Oswald, F.L., 2000. Personnel Selection: A Scientific Approach. In: N. Anderson, D.S. Ones, H.K. Sinangil & C. Viswesvaran, eds. The Handbook of Industrial, Work, and Organizational Psychology, Vol. 1. Sage Publications, pp. 133-164.

Campion, M.A., Palmer, D.K. & Campion, J.E., 1997. A Review of the Literature on Behavioral Interviewing. Personnel Psychology, 50(3), pp. 655-694.

Barrick, M.R. & Mount, M.K., 1991. The Big Five Personality Dimensions and Job Performance: A Meta-Analysis. Personnel Psychology, 44(1), pp. 1-26.

Rothstein, H.R. & Goffin, R.D., 2006. The Validity of Selection Methods in Personnel Psychology: A Meta-Analysis. Psychological Bulletin, 132(2), pp. 144-167.

Society for Human Resource Management (SHRM), 2021. Behavioral Interviewing. Available at: https://www.shrm.org [Accessed 14 March 2025].

Gallup, 2020. The Gallup Guide to Employee Selection. Available at: https://www.gallup.com [Accessed 14 March 2025].

Cappelli, P., 2019. Talent on Demand: Managing Talent in an Age of Uncertainty. Harvard Business Review. Available at: https://hbr.org [Accessed 14 March 2025].

HireVue, 2021. The Impact of Behavioral Assessments in Recruitment. Available at: https://www.hirevue.com [Accessed 14 March 2025].

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