Interview Management Systems & "Superbad" Candidate Data
Today with the rapid evolution of technology and the introduction of AI into our lives, most corporate functions have developed their own ecosystem of SAAS based applications. These applications are easy that are easy to integrate (so they say!), providing users with a seamless experience and quality data for reports and analytics. The Talent Acquisition function is no different with a myriad of systems that organizations are using globally, e.g., Vendor Management Systems, Applicant Tracking Systems, Companies Websites and Portals and so on. These systems then can and do have integrations with HR Systems, Job Boards, Financial Systems like Oracle Finance, and Procurement applications which can include SAP, Coupa etc. The new kid on the block is the Interview Management Systems (IMS) which is now evolving and taking a seat at the high table.
Traditionally the IMS’s primary function has been to basically allow an organization’s HR or TA teams to speak to the candidate and take an interview if the candidate was based out of remote locations. Some organizations in India started taking a “snap-shot” of the candidate while speaking to them, which served as a proof of verification once the candidate finally joined the organization in question. And now using the latest tech stack, the IMSs today have a plethora of additional functions available like inbuilt face and voice verification, extensive reporting and analytics, and are open API based so they are relatively easy to integrate with other applications.
IMSs built with the latest tech stack are able to capture various demographic info about the candidate including their employment history, where they were educated, where they live. Along with this info, the systems can capture information related to the candidate’s performance in the actual interview and the technical assessments. Plus, you will also have fraud detection and facial and voice verification.
Most organizations are capture data related to the candidates that are shortlisted for an interview, and much more data for obviously the ones they end up hiring. But not many are keeping track of the candidates they do not hire. One must think about the treasure trove of information that is waiting to be mined and provide a precious set of analytics for businesses to assess. And it is where IMSs make the “Magic Happen”.
领英推荐
But this is not all. The IMS can ‘pull’ in data from the various systems it is integrated with like a VMS or the ATS and then you end up the superset of data, good enough to be “Superbad”. Not only does the business have data about the candidates they have hired but also the once they have not, and this gives them a great perspective on the overall impact of their “Brand” and their reach. This data is relevant to both contractors and full-time employees and applicants. And the many advantages of such a “Superbad” data lead to improved decision making, better candidate experience, saving time and cost etc. If I were to drill down further, some of the key advantage business organizations can derive include:
These are just some of the key benefits that one can derive from having an integrated Interview Management System in Place. It is an era of Big Data now, with historical data being the lynchpin of having accurate predictive analytics in place. Along with that, one of the key differentiators for better AI data is the quantity of relevant data, and the IMSs provide that holistic dataset that is comprehensive and so good, that it is “Superbad”.