October 25, 2024
Asynchronous (async) interviews have become an integral part of modern hiring processes. They offer unmatched flexibility and time-saving benefits for recruiters and hiring managers. However, from the candidate’s perspective, this innovative format is not always a perfect fit. In fact, many candidates feel async interviews are impersonal, biased, and unthoughtful. Let’s explore the common pitfalls candidates face in async interviews, while sharing some fun facts, pro tips, and inspiring quotes to make this discussion a little more engaging.
Fun Fact:
Did you know that according to a LinkedIn report, 67% of candidates feel a positive interview experience can greatly impact their perception of the company? With async interviews, creating that positive experience can be a little tricky, but it’s not impossible!
A significant drawback candidates often cite is the absence of real-time interaction. Traditional interviews allow for back-and-forth conversation, which helps candidates feel heard and understood. In async interviews, however, candidates might feel like they’re speaking into a void, leaving them disconnected from the hiring company.
Pro Tip:
Humanize the process. Consider adding a “freestyle” section where candidates can express themselves beyond answering specific questions. This gives them a chance to share their thoughts, ask questions, or explain why they’re passionate about the role.
Quote to Consider:
"People don't care how much you know until they know how much you care." — John C. Maxwell
Creating a space for candidates to share more about themselves will help show that your company cares about who they are, not just what they know.
Async interviews have raised concerns about bias. With limited interaction, candidates fear being judged on factors like body language, appearance, or even technical issues beyond their control. Additionally, without the chance to clarify or contextualize their answers, candidates worry they might be unfairly dismissed.
Pro Tip:
Offer feedback. Once candidates are rejected, send personalized feedback or address common concerns through a feedback message. This simple gesture not only helps rejected candidates improve but also shows transparency and fairness.
Fun Fact:
Bias in interviews isn’t new! According to research, 62% of candidates believe they’ve experienced bias in the hiring process, especially when using tech-based solutions.
Callout:
💡 Solution: Anonymizing candidate data and focusing solely on their skills and responses can greatly reduce the risk of bias during evaluation.
Recording responses in an async interview can heighten anxiety for candidates, especially if they feel they must get their answers perfect on the first try. Without the opportunity to gauge the interviewer’s reaction or ask clarifying questions, this pressure can lead to underperformance.
Pro Tip:
Relax the process. Allow candidates to re-record their responses. This option helps reduce stress and ensures candidates feel comfortable showcasing their true potential. Plus, providing a final open-ended section for candidates to elaborate on their responses gives them the freedom to clarify their thoughts and ease the pressure of perfection.
Quote to Consider:
"Perfection is not attainable, but if we chase perfection, we can catch excellence." — Vince Lombardi
Remember, it's about giving candidates a fair shot at excellence, not perfection!
Fun Fact:
Candidates are 46% more likely to reject an offer from a company after a bad interview experience! This means your async interview process could make or break your hiring success.
A common complaint is that async interviews can feel too generic. Candidates want to feel like the questions they’re answering are relevant to both the role and the company culture. When they’re asked broad or impersonal questions, candidates may feel undervalued and question whether the company truly understands what they bring to the table.
Pro Tip:
Tailor the experience. Design your questions thoughtfully, ensuring they align with the specific job role and your company’s values. You can also add a short introductory video where key team members talk about the company’s culture. This can help candidates evaluate if your company is the right fit for them.
Callout:
💡 Why It Matters: When candidates feel that the interview process reflects their value, they’re more likely to engage fully and feel invested in the opportunity.
Many candidates express frustration that async interviews can feel unfair. Without the ability to showcase their personalities in a live interaction, candidates often feel their true potential is missed. Worse, many never hear back from the company after completing the interview, leaving them feeling disrespected and demoralized.
Pro Tip:
Add transparency. Provide clear, personalized feedback to candidates who aren’t selected for the next stage. This can be as simple as a rejection message that explains why the candidate didn’t move forward and addresses common questions. Additionally, consider including a text box where candidates can ask any questions about the process or the role.
Quote to Consider:
"Transparency is not about restoring trust in institutions. Transparency is the politics of managing mistrust." — Ivan Krastev
Transparency in the hiring process helps you build trust with candidates, which can translate into positive word of mouth and a better employer reputation.
Why should HR teams care about candidate concerns during async interviews? Because when you take the time to create a positive and thoughtful candidate experience, you are more likely to attract top talent. Candidates who feel respected, engaged, and supported during the hiring process are more inclined to accept an offer—and even promote your company to others.
Fun Fact:
Studies show that 83% of candidates are more likely to accept a job offer if they had a positive interview experience, even if they were unsure about the role initially.
Callout:
💡 Candidate Care Matters: By focusing on the candidate’s experience, HR teams can increase their chances of hiring top talent and build a strong employer brand.
Async interviews aren’t going away. In fact, they’re becoming an integral part of recruitment processes across industries. But that doesn’t mean they should remain a source of frustration for candidates. By addressing common pitfalls such as bias, lack of interaction, anxiety, and perceived unfairness, HR professionals and async platforms can evolve these tools into more inclusive, thoughtful, and engaging experiences.
Pro Tip:
Use feedback loops to consistently improve your interview process. Add surveys post-interview to gather insights from candidates on how they felt during the async interview. This will help you refine the experience and show that your company truly cares about the people it seeks to hire.
Quote to Close:
"The way to get started is to quit talking and begin doing." — Walt Disney
Let’s move forward by making the candidate experience in async interviews not just better, but exceptional. After all, that’s what will attract the best and brightest to your company!
By addressing these concerns and making small, thoughtful changes, you can transform the async interview experience from alienating to empowering. The more you invest in making candidates feel valued, the more likely you are to attract, retain, and engage the very best talent.
