Since the pandemic started, businesses have relied more on video-based tools. This includes using video technology in digital hiring systems. Employers can now develop a proscribed set of interview questions for job applicants to answer in a video session. In addition, there is no actual interviewer on the call.
Candidates claim to love the flexibility of these automated tools. They can schedule the video session whenever they want. They can also rerecord a video if they feel they didn’t answer a question appropriately.
Digital Hiring Systems
Madeline Laurano, at Aptitude Research, reports that at least 77% of employers are now using some form of digital hiring systems. It’s never easy to find the right person to hire, but you can improve your odds by using technology wisely. The key is to make sure that the system you’re using measures the qualities you’re looking for in a new employee. It’s also important to reduce personal bias when hiring, as that aspect often leads to the onboarding of a less-than-optimal employee.
Measuring for Emotional Intelligence
In her column for Fast Company, Andrea Kayal argues that more employers should focus on hiring people who possess emotional intelligence, not just the individuals who bear credentials indicating some form of superintelligence. Our research shows that 25% sales reps who leave an organization have issues with their managers. Reps may have felt the manager was too self-involved or took credit for their work. In other words, the manager lacked emotional intelligence.
Could some of those kinds of departures be prevented in the future when the right kind of metrics are applied to the hiring process? If you use a comprehensive sales skills assessment, the answer is yes.
The results from this kind of assessment will give you insights into the whole candidate, in a way that other hiring tools won’t. When your candidate answers proscribed questions in a videos session that they are allowed to rerecord, you’ll see what the candidate wants you to see. When the candidate takes an assessment, they’ll answer questions that are scientifically designed to measure factors like empathy and motivation. You’ll also learn about their behavioral tendencies and motivations. Scores that range outside of the norm indicate an area you’ll want to explore with a candidate if you decide to interview them after they complete the assessment.
Kayal has a point when she questions the kind of vetting done on CEOs who head up venture funded companies. She remarks that, “PEs and VCs run diligence based on an economic model, not a human one.” True enough. You can avoid that outcome.
Regardless of the type of organization or department you run, establish the culture you feel will work best. Then use the unbiased results of sales skills assessments to determine which candidates naturally possess the level of empathy that fits with you, your team, and the rest of the department.
Digital hiring systems can help your improve your hiring process, whether it’s virtual or in-person. Once you find your dream candidate, it’s up to you to maintain the culture that attracted them. And to ensure that your employees demonstrate empathy, you should consciously review how you interact with them and others on a regular basis.