Recruiting & Hiring Blog for HR Professionals

Feature Friday: The Virtual Interview

hyrell_blogimage_featurefriday_virtualinterviewJob-specific, Yes/No questions are a great start.  You also may want to collect an applicant’s resume. Additional information such as Employment History and Education History can be important as well.  All are valuable inputs that help your company make informed hiring decisions.

But the Hyrell System gives you an additional, powerful feature – The Virtual Interview™.

Our Virtual Interview process allows you to ask applicants open-ended questions that will provide a deeper level of insight into how an applicant thinks, how an applicant communicates, and how an applicant might fit into your company.

Virtual Interview questions aren’t designed to be brain-teasers (heck, even Google got rid of those). But they can be used (a) to dive deeper into an applicant’s specific skill sets; and (b) to ask behavioral-based questions.

The format of the Virtual Interview questions is straight forward.  First, the Interview Question Background gives the applicant a proper introduction to the question being asked.  Second is the actual question that you want the applicant to answer.  Last, there is a “Response Tip” whereby you can let the applicant know what level of detail you are seeking in her/his reply. 

The goal of the Virtual Interview process is not to eliminate in-person candidate interviews, as they are critical in your decision making process.  Instead, the goal is to improve the quality of your in-person interviews (quality over quantity is one of our core themes).

Effective use of the Virtual Interview process should result in three key improvements to your evaluation process:

  • The open-ended answer format provides applicants with a chance to shine as a potential employee and it allows you to evaluate dynamic, situational answers.
  • The Virtual Interview questions and answers provide a more comprehensive applicant profile and ultimately allow you to ask more relevant, specific, in-person interview questions.
  • The process allows you to reduce the amount of interviews your company conducts per open position.  Why?  Virtual Interview answers give you more qualified initial information at the application stage of your hiring process. So instead of bringing your top ten candidates in for an interview, you may only need to set up in-person interviews with the top three. After all, your time is valuable.

The Virtual Interview is a feature that was developed in our initial prototype. And years later, it is still one of Hyrell’s key features. We encourage you to incorporate it as part of your job application process today.  

The Benefits of Recruiting Automation


Topics: Future of HR, Interviews, Virtual Interviews

This is disclaimer text. We’ve shared these tips to help educate you on social media employment screenings and considerations for your business — this information should not be construed as legal advice. But if your company chooses to screen applicants on social media or want to explore the topic even further, consult with an attorney for advice related to this screening tactic.

Photo credit: photographer via website

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