These 5 Analytics Will Take Your Online Interviews to the Next Level

These 5 Analytics Will Take Your Online Interviews to the Next LevelHiring pros are always on the lookout for the most effective and efficient hiring strategies. In fact, 62 percent of companies believe that following the latest hiring trends and using modern tools are very important for growth hiring, according to our 2018 Growth Hiring Trends in the United States. One of the trends our respondents are excited to use this year is online bewerbungsbewerberinterviews. With 31.2 percent sharing that they are considering using online interviews in 2018, its time to focus on taking them out of the tool category and adding them as a strategic step in the hiring process. But doing this wont magically happen overnight. To further improve online interviews, the appropriate data must be analyzed. By understanding whats working, what needs improving, and what should be cut immediately, youll find your team making faster and smarter hiring decisions. Heres how you can pair analytics with your o nline interviews to streamline the hiring process Analytics to Monitor1. Time to fill the positionTime-to-hire doesnt just impact your budget and in-office sanity. Its affecting who stays in your talent pipeline and the quality of candidates filtering through to your interview process. Understanding how long it takes, to fill positions is a great place to start. However, take that measurement a bit further and break apart your strategy into smaller chunks. Consider these questionsOne-way interviews can save time and increase candidate satisfaction. Thats why its critical to assess if youre offering them the most streamlined and efficient process possible while still giving them enough time to provide quality answers. Once youre confident the quality of responses isnt going to be negatively impacted by your efforts to improve time to hire, you need to consider the time-to-hire analytics controlled by the hiring manager, such asGetting a feel for candidates personalities and goals is essential. But if hiring managers are fast-forwarding through long, rambling answers, allowing candidates less time per answer will encourage clear and concise responses. Additionally, analyze if your team is getting through a feasible number of interviews per day. If you have a large team, its tough to fit multiple interviews in around everyones schedules. Remember, online interviews are flexible. You can record, take notlagees, and share with your entire team. So if collaborating in real-time is holding you back, dont be afraid to compromise by allowing some teammates to assess a candidates interview after its conclusion. 2. Cost per hireGoal number one hire the best employees possible. Of course, this should always be your number one priority. However, if youre not assessing the bottom line, the hiring process could put your entire company at risk. Thats why its critical to understand how to make online interviews work best for your team. To do this, analyze where you lose the mo st money throughout the entire hiring process. This could range from time spent in the early stages of conducting phone interviews, to paying for travel expenses during first or second round in-person interviews. After implementing online interviews for a quarter, reassess to see how much money youve saved by using the process and make further adjustments, as necessary.Reassess your onlineinterview process quarterly to keep improving cost per hire.Click To Tweet3. Application completion rateBoth one-way and live online interviews are meant to enhance and simplify the candidate experience. If youre not careful and conscious of the candidate experience, you may be making it a daunting task. Overcomplicating questions, having multiple steps, and involving too many people are just a few ways to force quality candidates out of your funnel. Find out how your online interviews are working for you by checking out the application completion rate. If candidates arent fully completing one-way online interviews, see where theyre dropping out. Is it after a specific number of questions, after theyve been interviewing for a similar amount of time, or even after the exact same question? If youre not finding a problem directly in the one-way interview process, look to see how many people move on to the next step. By seeing exactly where candidates are dropping out of your online interview process, you can modify your process to increase your completion rate and enhance the overall candidate experience. 4. Candidate experience Analytics should never be limited to in-house numbers. Dont forget, todays job market puts the power in candidates hands dont let them use it against you. Find out what candidates like, dislike, and want to see in your online interviews. Get inside candidates minds by hosting a post-interview survey. Be sure to ask them questions directly related to both the online interview process in general and yours specifically. For example After gathering the cand idates feedback, you need to dig in even deeper to the analysis. Find out how different roles and role levels react to the virtual process. You may find one style of online interview improves the candidate experience for entry-level positions, but not for management or executives.Get inside your candidates mind with post interview surveys.Click To Tweet5. RetentionAccomplishing your ultimate goal of creating the most productive, well-oiled recruiting process is only possible if youre able to retain the employees you hire. Unfortunately, when you lose just one employee, it costs about 50 percent of that employees annual salary to replace them, according to a GA Partners analysis.Measure retention by comparing those who were hired by online interviews and those who werent. Then assess if a person is leaving or was terminated due to lack of skill and/or cultural fit. This guides you to understanding if your current online interview process is effectively uncovering how well an employee will fit with the company. What analytics do you use to monitor your online interview process? Let us know