Six Ways Technology Is Changing Job Interviews

Make the format of initial applications short

Most resumes are one page long, and some are even longer. However, the fact is that as an employer, there is only one main question to be answered. It is: What can a person do or has done to show that they are qualified for the job? The rest of the resume is just padding, and will be of interest only in the case of a tie between two potential hires.

Keeping this in mind, use platforms that require job seeking candidates to be succinct with their applications. This will also tell you the mindset of potential employees, like whether they think a prior job experience qualifies them for a particular role or a combination of personality traits. Platforms like Vine or Snapchat are useful for such screenings.

 Ask for video references

The most important part of an employee selection process is getting referrals from the candidates former peers, employers and academic advisors. However, instead of going about the process through time consuming and laborious phone calls to all concerned, have the candidate make a video recommendation from all their listed references.

The video will take less time to peruse than a letter filled with details, and any follow up questions can be emailed and answered at a more thoughtful pace. Also, the videos of all potential candidates can be compared at one time, so the decision will be more fair and balanced.

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