Virtual HR, a human resource and talent management company based in Kenya, is introducing digital interviewing. This means that applicants need not have to be physically present for a job interview and can opt for a Skype call, video conferencing or mobile-based chats especially WhatsApp recording.
Gladys Ogallo, the Managing Director of Virtual HR, says formerly time-consuming human resources tasks have been vastly improved through technology. From digital interviewing to digital records, HR teams are now able to recruit and track data faster and more efficiently than ever.
“Some of the major HR processes influenced by technology include Job evaluation, performance management, training, recruitment and selection as well as data storage and retrieval,” said Ms Ogola.
“We now use a self-service module to ensure applicants’ details are updated and available online at the click of a button including LinkedIn, Google, Twitter and Facebook links as opposed to just manual records.”
This has eliminated the need for face-to-face meeting with potential candidate especially those in far areas.
“You could be in Mombasa, Namanga or Dubai and we interview you from Nairobi but still manage to hold an effective performance review session,’’ said Mrs. Ogallo.
Virtual interviews solve geographical and distance challenge besides saving time and cost. “There is no point of hassling both the candidate and ourselves to travel for miles for an interview while we would still achieve the same results through a simple a mechanism as even a WhatsApp chat that would end up saving us significant time and money,” she says.
She said three of every 10 interviews at Virtual HR are done digitally.
In digital Interviewing, candidates are allowed to use whichever technology they prefer — phone, tablet or laptop — to record their responses which are then reviewed by HR experts.
This saves both the recruitment firm and candidates hundreds of hours of travel costs and other logistical expenses associated with physical recruitment.
However, at the final stage of the recruitment process the candidate may be required to show up in person as the exclusive use of technology end to end may limit the recruiter’s assessment of the candidate’s personality and other softer details. It also assists in giving the whole process the human touch that technology cannot achieve especially on character judgement and detection of passion and commitment.
“Getting the right person for the job online does not end there. The real task begins as you place more focus on relationship building as this is where the true self of your applicant begins to show,” added Gladys.