ROBOTS RULE!: PHONE INTERVIEWS AND AI WITH A (NASTY) TWIST

Selling myself over the phone is terrifying to me.

Being a naturally outgoing person, I have no problem chiming in and offering my opinion to a complete stranger. Not so much when I’m talking on the phone, where my productivity declines by approximately a quarter. When making cold calls for business, I typically bumble and stammer so much that I’m surprised the other individual even agrees to meet with me.

While conversing face to face, I am able to pick up on nonverbal cues that help me feel at ease and express myself fluently. Furthermore, they are not present by telephone.

If I were faced with the issue of adapting to the most recent shift in phone interviews, I’m not sure what I’d do.

SPEED DIALLING = SPEED DATING?

In an effort to shorten the time it takes to hire new employees, several businesses are switching to automated phone interviews. Standard behavioral questions are played, and you are prompted to “Leave your answer” after each one. Like a voicemail in certain ways.

In 2018, Indeed, an online platform for finding work, provided employers with a battery of skills tests that could be taken by text and audio, as well as a one-way phone interview. Since there is no cost to businesses, this is expected to expand rapidly.

Companies like Talytica.com, which provides ‘automatic machine scoring of 11 emotions and feelings,’ are in high demand, especially among larger enterprises. A machine that can assess emotional state sounds like an oxymoron to me. Wow, these really are peculiar times.

There appears to be a higher uptake rate for this novel form of interviewing from some candidates, specifically those who prefer one-way phone interviews to video interviews.

Managers that are interested in joining the trend should exercise caution before adopting the use of remote phone interviews for executive positions. Executives have high standards for how they should be treated during the hiring process. In return for their hard work, they anticipate appropriate professional esteem. It’s important to make sure people don’t just hang up when they hear a disembodied voice on the other end of the line. To do so could turn off your most promising leads.

You really think you can ignore this, don’t you?

Recently, a friend of mine said that she dismissed the possibility of ever being included on my blog about video interviews because she found the topic to be “a bit of a beat up.” Then it did. She had to hustle desperately to prepare and confessed later that she had not performed at all well. And this is a person who is almost always successful in landing a job she applies for.

Stop being caught off guard and start making plans now.

Tips for Remote Phone Interviews

1. Figure out how much time you have to answer each question. The consequences of having your answer abruptly cut off are easy to imagine. What a shame it would be if you responded too briefly and didn’t offer the employer the information they needed. You may be given two minutes to complete each question in some programmes. Get in touch with the company and inquire as to the specifics of the interview if you aren’t already aware of them.When we attempt something for the first time, we usually make a shabby job of it. It is important to practice these kinds of one-way phone interviews. Ask yourself how badly you want this job, and if you want it badly enough, you’ll put in the effort to get it. Make sure to leave adequate room for an answer when you record questions on your phone. The next step is to repeatedly exercise the skill. Putting in extra work never has any negative consequences.

2. Choose conciseness as your default. If you are not able to learn how much time you have to respond, provide a strong, well planned SHORT answer. The content and delivery of your cover letter should entice the hiring manager to set up an in-person meeting with you.
3. Make use of a reference sheet. If you’re the kind to freeze under pressure, it could help to have some supplementary material on hand. The most obvious method is to utilize bullet points and a huge font size, but you should take care that there is no noise or awkward pauses while you scan quickly for the necessary information. Additionally, bring your resume, including dates and titles, and cover letter.
4. Put on some headphones number four. Thanks to this, you may refer to your reference materials without having to use your hands.

Above all, manage your voice.  In a face to face interaction, it is commonly quoted that your voice conveys 38% of the impression you make on a stranger. Over the phone, that figure soars to 75%.

THE USE OF ALGORITHMs TO ERADICATE RECRUITMENT BIAS?

When I last sought a Practice Manager, I wanted someone with quite a different attitude and skill set than mine. Despite this, studies show that many managers look to fill open positions with people who are similar to themselves, and that prejudice impacts the hiring process.

Corporations and employment services have recently begun to address bias with greater seriousness. Hudson, a well-known recruitment firm, has implemented PredictiveHire’s software to modernise their processes.

The candidates are questioned through text message in order to compile a character profile. There is no CV, list of references, or background info provided.

Internal recruiters are also currently making use of the software, and they have found it to be both efficient and productive. They claim it frees them up from repetitive tasks so that they may concentrate on more strategic initiatives.

To what extent is one capable of mental preparation for an event that purportedly reveals one’s innermost self?

TIPS FOR PERSONALITY PROFILING

1. Plan a year in advance. There is no simple solution to this problem. If this programme performs what it claims to do, you’ll want to make sure the market places a high value on your “true self.” Allow yourself some time to adjust to your new role in the office..
2. Look into the attributes and skills that are in high demand in your area. The first step is to select the most important 15 features. Then, employ a method for selecting the parts to focus on. Gap analysis is useful for this purpose. In other words, it’s a low-effort strategy that yields high returns. It allows you to discover the three main adjustments that will have the most impact..
3. You should have an executive coach. One would be wrong to assume that Coaches only help underachievers. Most of my executive clients are advised to incorporate a coaching programme into their initial Salary Negotiation. When I used to offer this service, I termed it ‘Making the Best Better’. It really can make the difference between success and failure. Instead of investing in a coach if you don’t have the funds, try pairing up with an experienced person who can act as a mentor and provide feedback on your behaviour.
4. Even if a resume isn’t required, it’s a good idea to make a good one just in case. Every aspect of your application needs to be flawless. Keep your resume up-to-date and stylish; don’t make it too long; and packed with convincing examples of your worth.
5. Give specific examples of how you’ve demonstrated desirable traits during the interview. It would be a shame if all your hard effort to improve your effectiveness at work went to waste because you couldn’t persuade people of your value. A career counselor who can analyse your software-generated personality profile and help you tailor your interview answers accordingly is invaluable in this situation.

SHOCK AND HORROR

My clients are always appalled by what I say.

Not, of course, because I make any disrespectful statements, but because they have allowed themselves to get out of date with current job search strategies or crucial professional difficulties.

Even I am surprised by these new developments. Absolutely, without a doubt, one hundred percent When I inform my clients about the kinds of things they might encounter when they apply for jobs in the future, I’ll make sure to include things like distant phone interviews and personality profiling.