Find out how to digitalize your interview management to improve the employee experience and promote performance and development.
Company interviews are not always fully appreciated. Whether mandatory or optional, they are too often perceived as tedious and restrictive. It has to be said that their organization is not always optimized. By adopting digital tools, You can simplify their management in order to make the most of them. From organization to the actual interview, from analysis to use of information... Digital technology contributes to improved performance. Here, we suggest that you analyze the advantages of this digitization of interviews for companies, and more particularly for HR teams.
There are many types of professional interviews. Of course, there are those that are mandatory and essential, such as annual maintenance. Others can be carried out at the request of the employer or the employee. All of these interviews are different, but they all have one thing in common. They have defined their objective in advance and shared it with employees and managers.
The digitization of interviews makes it possible to automatically propose a framework specific to each situation. The questions to be addressed will thus be communicated before the interview so that each player can prepare. Thanks to a tool, all the topics raised during the interview are captured and collected.
HR interviews are time-consuming to organize. Especially since the size and structure of the company influence the scope. Digital technology simplifies this entire upstream phase. With a simple click, it is easy to launch interview campaigns and communicate with teams quickly. They can learn about the process and anticipate their online exchanges.
A digital platform also makes it easy to make appointments with agenda sharing and the provision of rooms. Digital technology finally makes it possible to learn about the progress of interview campaigns. This simplifies reminders for latecomers, or the end of campaigns in order to analyze the data.
Interview campaigns facilitate skills management. They allow employers to have a more precise idea of the skills acquired and in the future. They are therefore proving to be a valuable tool for managing HR strategy. But the periods for collecting this information can be extended over time and the formalization of an analysis is often long. Digitizing interview management gives some projections on skills within the company.
Thus, it is entirely possible to draw initial conclusions almost in real-time. If the analysis is based on trends, the tools help to quickly visualize the strengths of each person, in particular via maps. Management and HR can analyze and contextualize the results more quickly and thus implement measures more effectively.
Professional interviews are one link in a much larger chain of HR processes. In this way, they can serve as a starting point for broader issues to think about. For example, recruitment needs will be able to emerge from interviews, as will the training plan or the support of employees. Thanks to centralized digital tools, it is then easier and more fluid to link the tools together. Thus, employees and managers do not have to report information several times in a row. This helps HR teams to provide answers to employees quickly.
