If candidate interviews were like making pizza….

Interviewing is an integral part of recruitment. Some might say that it is like making a pizza, there is always a base which is the initial conversation with a recruiter, and with each step, a round of topping is added. At the end of this process, the company would have a pie or a potential candidate, and after a round in the oven, or the final interview, as you might know, we get a smashing pizza, or rather an employee onboard. From phone screening and candidate calling to interview scheduling and candidate onboarding, every step is like adding toppings to a pizza.

With different kinds of candidate interviews for job seekers, today’s market, given the pandemic, sees various hiring strategies. Some produce perfectly baked pizzas, while some are burnt around the edges, while some don’t even cook through. Every interview, AKA the oven time, is unique and comes with certain challenges. Here is a sneak peek into some popular kinds of candidate interviews and their challenges.

• One-on-one interviews: This is between the hiring managers and the candidate. Although this might seem the most straightforward, don’t be fooled. Scheduling an interview is one thing, but ensuring that it actually happens is a whole different ball game. Once the candidate interview is set, it is essential to make recruiter calls to follow up with them. Be it reminders, or change of schedule, there is a lot on the hiring manager’s plate. The primary way to simplify this would be to approach job applicants through AI/voice-based hiring strategies, to save time. 

• Multiple-dates, time-slots Interviews: Many candidate interviews are long-drawn-out processes that include recruiter calls, telephonic interviews, and personal interviews. With so many layers to this recruitment pizza, it has proven to be difficult to keep track of everything that goes into it. From phone screening to candidate onboarding, it is hard for a single recruiter to stay on top of this. Hence, there needs to be a system in place in the form of a virtual assistant or AI-based technology to keep track.  

• Mass single day interviews: When you hire or bake multiple pizzas at a certain time, there is so much to keep track of. From the layers, or toppings for every pizza (mind you, every pizza would require a unique combination), the process gets too chaotic for one single individual. Here is where voice-AI comes into play. By handing over most of the time-consuming work such as candidate screening, interview scheduling, and onboarding to a third-party AKA cutting-edge technology, every step of the way is simplified.

• Digital Interviews: With the pandemic playing out, and the world becoming digital, online interviews are extremely popular. But, there are a lot of loopholes and missing pieces when you cannot see a candidate and interview them. This is where AI-based hiring comes to play. By simplifying the process by doing all the work, the hiring manager can actually concentrate on the interview, rather than scheduling, screening, and other recruitment tasks.

Callify.ai aims to bridge the gap between employers and employees by smoothening out the recruitment process, powered by AI. Thus, being able to pick out the perfect candidate for the job, without wasting company time and resources. You can thank us later for this little pro tip!