Technology and the Job Interview: The Future is Here

By Katherine Wood, writer
Feb 09, 2015
Image Credit: Prostock-Studio / Getty Images

Recruiting and HR development have traditionally been face-to-face jobs. Recruiters outreached based on employee referrals and in-person interviews. Now advances in modern technology are helping HR professionals make the process easier and more efficient, without diluting the human element. Here are 3 different ways that HR software and other new tech tools are helping professionals improve:

Video Interviewing

Unlike face-to-face interviews, video interviews and screenings don't have travel costs and allow for scheduling at everyone's convenience.  In fact, video interviews can save as much as 67% on travel costs for HR departments compared to more conventional interview and recruiting techniques, according to The Undercover Recruiter. The convenience provided by this technology is spurring more and more HR departments to use it. According to an RIVS study, two thirds of recruiters use video technology such as Skype in job interviews very often.   

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Many companies have taken video interview technology even further by creating software platforms specifically for the purpose of screening candidates. Platforms such as RIUS, KiraTalent, and Tazio allow you to record questions, review answers at any time, and share them with others.  In the future, expect to see even more platforms for both employee screening and testing with video technology. 


Gamification inspires users to take part in game-like behaviors in non-game settings. This kind of process can be used for many things, only one of which is recruiting. It can be a perfect way for recruiters to build their online contacts and interact with candidates. In fact, 70% of global employers are adapting or planning to adapt gamification into the workplace, according to a prediction by the Gartner Group.

One of the significant benefits of gamification in recruiting is it turns work—and interviewing—into a fun, game-like atmosphere and can serve as branding for your company.  Candidates can return to tests or games that you set up on a regular basis to. By using the technology of playing games, recruiters can learn more about the personalities—and skills—of potential candidates. 

One example of a company using gamification to recruit is Marriott. Their recruiters created a virtual game called “My Marriott Hotel.” It was designed to encourage the youth to become more interested in hospitality careers, and also to act as a first round of interviews so that recruiters can screen candidates for the skills they will need for the position.  

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Skills Testing

Many specialized positions—especially those for web developers, coders, and designers—require sophisticated, high-impact candidate assessments. According to the Bureau of Labor Statistics, the demand for software developer jobs will grow by 22% in the next 10 years, much faster than the average position. To keep up, recruiters—many of whom are unfamiliar with coding techniques—are using valuable personnel resources to help screen candidates. 

Now, with testing software such as, HackerRank, Potknox, Better Programming, and Codility, employers can evaluate candidate skills online—even if they don't know about the skills they're testing for. These sites are updated regularly and have their own built-in code checkers that can tell you which candidates are doing the best.  

So how will these technological tools affect interviewing in the future? They can allow greater visibility into a candidate's qualifications, presence, and skills in a more convenient atmosphere for the recruiter. Many interviews are still done face-to-face, but in a world of greater connectivity, it can help to pre-screen so that you're only meeting with the most qualified candidates. Convenience is what the future of interviewing is all about.

Katherine Wood is Talent Tribune’s Managing Editor; she writes and edits content for Talent Tribune and its sister sites. Katherine wrote an undergraduate thesis at Davidson College on the works of Shakespeare and attempts to bring the same romance to all things human resources. (Trust us; it’s harder than it looks). When she’s not writing “people management poetry,” she’s dreaming about luxury travel, reading a good book, or watching Monty Python for the 13th time.
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