Reference no: EM133143084

Solve the following questions based on the information provided below; 

1. Have you ever experienced a virtual asynchronous interview? Do you prefer in-person or online interviews?

2. What are some advantages and disadvantages you noticed during a virtual interview?

Current Situation:

Since the start of the Covid-19 pandemic, companies have shifted towards virtual hiring and asynchronous interviews. 80% of employers have now shifted to using online asynchronous video interviewing during their hiring process (Joshua Bourdage, et al., 2021). This article provides recommendations for 'how to land a job when companies are shifting to virtual hiring'. Some recommendations for applicants during the interview process are:

• Take advantage of practice questions that may be provided prior to the virtual interview
• Also engage non-verbally with the camera and consider the impression you might want to portray in the recording as if you were speaking to someone in person because the recording will be evaluated by a human after.
• Take advantage of unlimited tries or unlimited preparation time.
• Present yourself and dress the same professional way as if it were an in-person interview.
• Consider what is in the background of your video (this is something you wouldn't have to consider in an in-person interview).
• Be honest.

Link o HR:

According to the textbook, recruitment is the process of searching out and attracting qualified job applicants (Dessler & Chhhinzer, 2020). Online recruiting has similar disadvantages to virtual interviews; older applicants and some minorities are less likely to use the Internet. This may inadvertently exclude more older applicants and certain minorities (Dessler & Chhhinzer, 2020). Another disadvantages to online interviews are that employers often end up overloaded with resumes and interview recordings (Dessler & Chhhinzer, 2020).  

Asynchronous interviews are also an example of a structured interview. A structured interview is an interview that follows a set sequence of questions (Dessler & Chhhinzer, 2020). This means that there is already a preferred answer to each question that the recruiter is looking for. However, a disadvantage to this method is that a structured interview does not provide flexibility to pursue other points of interest as they develop. This may result in an interview that seems automated and impersonal (Dessler & Chhhinzer, 2020).

Deeper Dive:

I have personally experienced using a virtual asynchronous job interview process that was very similar to what was described in the article. It was my first time experiencing this type of interview.  The interview was comprised of four questions and my answers were to a video recording. Each question had a maximum time limit of two minutes per answer. While 2 questions had unlimited tries and all the time needed to prepare your answer, the other two questions were immediate responses, with only one try and zero time to prepare your answer. This made the process very stressful for some questions while very easy for other questions as you had time to think through your answer, wording and were able to do research on the question before answering. When it came to the questions that needed immediate answers, I often struggled to get my answer across in a prepared and professional manner. However, I was confident going into the interview because I often do well in in-person interviews (which always require an immediate answer) but was caught off guard when I needed to respond in a recording with no actual conversation or personal interaction. As described in the Link to HR above, the asynchronous interview did seem to be very automated and impersonal during my own experience.

I think using a virtual hiring process will make it harder for employers to pick the best candidate for the position because an asynchronous interview may allow for an applicant to inaccurately and falsely represent themselves in order to make a good impression. In my opinion, it is harder for the applicant to be as motivated and engaged in the interview process as there is no conversation or connection being made with the employer.