For years we have known when applying for a job that computer software was screening our resumes to determine whether it would make it to the hands of a recruiter. What if I told you that technology now has a more integrated role in the hiring process? As the world battles a global pandemic, organizations have increased the use of technology to recruit, hire and onboard employees. Below are some ways organizations are using technological tools to screen candidates and how you can prepare yourself for the new way of hiring.
Virtual Career Fairs
Before the pandemic, organizations began using virtual career fairs to broaden their reach and increase their pool of potential candidates. Virtual career fairs provide candidates the opportunity to connect with more organizations compared to attending an in-person career fair. Besides having an updated resume, a perfected elevator pitch, and professional attire, you should do the following to take full advantage of a virtual career fair:
- Be in a room without distractions. It will be difficult for both you and the interviewer to focus on the interview if you are in a public space or have your dogs barking in the background.
- Check your tech. Test your speakers, internet, microphone and camera before the event. The worst thing that can happen is to sign on for an event, and your equipment does not work.
Video Interviewing
Many of us have had virtual interviews, but how about an interview without a live person? Video interviewing platforms streamline the hiring process, remove the constraints of phone and live virtual interviews, and create consistent interview feedback. Some virtual interview platforms utilize artificial intelligence to analyze interviewees’ non-verbal cues such as body and eye movement, facial expressions, word choice, and tone, and provide an “employability score.”
What is tricky about these types of interviews is that you are speaking to your self-reflection, but you can still prepare yourself to have a successful video interview:
- Perform research on the interview platform, and if the platform has the option, take a sample interview. This will allow you to understand how the interview will flow.
- Maintain eye contact with the camera and not your reflection on the screen. This won’t be easy, but it is vital since the artificial intelligence in the software is reading your facial expressions, eye movement and eye contact.
- Understand if the questions will be asked via a recorded video or written text.
- Understand how much time you have to prepare your response and give your answer, and if there is an option to redo your response.
Pre-employment Assessments
If you thought you would never take another test after you obtained your degree or ISACA certification, think again. Another mechanism organizations use to screen candidates is the administering of pre-employment assessments. These assessments can measure competencies, skills and behaviors, such as critical thinking and problem-solving, personality traits, work ethic and emotional intelligence. Some organizations require the completion of technical tests for IT-related positions such as computer programming or coding. The use of these assessments has steadily grown in the last few years and provides organizations a standardized means of gathering data on candidates. Preparation for these pre-employment assessments include:
- Trying out sample assessments on the testing platform to get a feel for how the assessment will go.
- Understanding the skills, abilities, competencies or behaviors that will be assessed.
- Understanding the format of the assessment, such as simulation, multiple choice, or written response.
Lastly, be honest with your answers and do not overthink them. Organizations may use these assessments to determine cultural fit, and you want to be hired by an organization where you will be successful.
With the right preparation, you can successfully navigate this new technological path of hiring. Good luck!
