Managing Candidate Interviews -...

Katherine Jones

Lead Analyst

Bersin by Deloitte

Deloitte Consulting LLP

November 2013

Copyright copy 2013 Deloitte Development LLC All rights reserved

RES

EAR

CH

REP

OR

T

How Technology Can Help in Hiring

Managing Candidate Interviews

Managing Candidate Interviews 2

Copyright copy 2013 Deloitte Development LLC All rights reserved bull Not for Distribution bull Licensed Material

The Bersin WhatWorks Membership ProgramThis document is part of the Bersin Research Library Our research is provided exclusively to organizational members of the Bersin Research Program Member organizations have access to an extensive library of learning and talent management related research In addition members also receive a variety of products and services to enable talent-related transformation within their organizations including

bull ResearchmdashAccess to an extensive selection of research reports such as methodologies process models and frameworks and comprehensive industry studies and case studies

bull BenchmarkingmdashThese services cover a wide spectrum of HR and LampD metrics customized by industry and company size

bull ToolsmdashComprehensive tools for HR and LampD professionals including tools for benchmarking vendor and system selection program design program implementation change management and measurement

bull Analyst SupportmdashVia telephone or email our advisory services are supported by expert industry analysts who conduct our research

bull Strategic Advisory ServicesmdashExpert support for custom-tailored projects

bull Member RoundtablesregmdashA place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices

bull IMPACTreg Conference The Business Of TalentmdashAttendance at special sessions of our annual IMPACTreg conference

bull WorkshopsmdashBersin analysts and advisors conduct onsite workshops on a wide range of topics to educate inform and inspire HR and LampD professionals and leaders

For more information about our membership program please visit us at wwwbersincommembership



Overview This report looks at the important area of prehire interviewing and the various ways in which technology can facilitate that process In addition to a review of interviewing features within applicant tracking systems this report discusses the use of both mobile and video technologies during the interviewing process

In This Report

bull Theimportanceofemployeeldquofitrdquo

bull Useofvideoandmobiletechnologiesininterviewmanagement

bull Interviewingfeaturesinapplicanttrackingsystems

bull Avoidinginappropriateinterviewquestions



TABLE OF CONTENTS

Introduction 5

Why We Interview 6

Solutions Today 8

Video Interviewing 10

Interview Management via Mobile Devices 14

Interview Management in Applicant Tracking Systems 16

Evaluating Interviews 21

Avoiding Taboo Subject Areas 22

Conclusion 24

Key Takeaways 25

Application and Practice 26

Related Research 26

Appendix I Research Methodology 28

Appendix II Table of Figures 31

About Us 32



IntroductionInterviews have long been an integral part of the hiring management process they can make or break the candidacy of an applicant or ruin the recruiting attempts of a hiring organization This research report looks at the tools used by hiring managers and other professionals whointerviewcandidatesSpecificallywelookatthoseareasinwhichtechnology can make the process simpler and more consistent for interviewers as well as more productive for hiring organizations while supportingthefairandequitableprocessesHRprofessionalsseektouphold in hiring



Why We InterviewPeak-performing companies know how to make great hiring decisions for their businesses and for each individual role these organizations outdistance their competition by understanding how to select and promote the right people1Thesecompanieshaveidentifiedthepersonality types and traits that reinforce their business proposition and culture largely by studying the characteristics of high performers Peak-performingorganizationsfocusonwhotheyhirenotjustldquowhatrdquopeople do High-performing HR functions build the tools and systems to help their managers and leaders to assess and attract the right type of person for each particular job

Themysteriouselementreferredtoascandidateldquofit2rdquoisoneofthemainreasons why we use the interviewing process Through interviewing we hope to see beyond those things listed on a candidatersquos reacutesumeacute or social-mediaprofile

Fit is a simple but profound concept that managers at all levelsshouldunderstandUnlikethetraditionalperformancemanagement process (which focuses on goal-setting and appraisal)thescienceoffitforcestheorganizationtounderstandsuccess drivers at an individual level Organizations can identify these drivers by studying the characteristics of high-performersmdashand then use this information to help managers to better hire developandcoachtofit

Whenappliedacrossanorganizationthescienceoffithelpsleadersto create a strong and enduring company culturemdashone which attractstherightpeopleandencouragespeopletofindthebestroles where they can add the most value Engagement levels go up and the organization becomes more agile and customer-focused3 e

1 For more information The Science of Fit Using Psychology to Replicate High

Performance Bersin amp Associates Josh Bersin May 2011 Available to research members

at wwwbersincomlibrary2 ldquoJobfitrdquoreferstotheassessmentofcurrentknowledgeskillscompetenciesand

otherkeyqualificationsofanindividualagainsttherequirementsofaspecificrole

current or future3 For more information The Science of Fit Using Psychology to Replicate High

Performance Bersin amp Associates Josh Bersin May 2011

Thescienceoffitforces

the organization to

understand success drivers

at an individual level

K E Y P O I N T



HR professionals charged with hiring responsibilities seek ways to better standardize the interview process predict the likelihood of a candidatersquos success and eliminate bias from the process Too often today interviews are unstructured and rely on the skills and perhaps even the whims of a particular hiring manager The conversation may focus on irrelevant questions(suchasldquoWhatdoyouwanttodofiveyearsfromnowrdquo)ratherthanprobingintothecandidatersquospotentialtofulfillthejobathandFurtherevaluatingthequalityofinterviewsmaybedifficultforthe hiring team as rating or scoring is often inconsistent or based on non-job-related factors

HR professionals

seek ways to better

standardize the interview

process predict the

likelihood of a candidatersquos

success and eliminate bias

from the process

K E Y P O I N T



Solutions TodayTechnologies that address interviewing often include tips for better interviewing clear warnings about off-limits discussion areas or questionsandguidelinesforproductiveprehireconversations (see Figure 1)4 Solutions can include libraries of job-related interview questionsaswellastheabilityforinterviewerstoaddtheirownwhileallowingthecaptureofthequestionsandanswersfromtheactual interview Many advances in interview management have beenmadeincludingapplicationsspecifictotheinterviewprocessvideo interviewing (either live or recorded) and mobile voice video interviewing via smartphones or other mobile devices Notes and in some cases the interviews themselves are sharable across the hiring team as well

4 There are also many sources of interviewing tips and guidelines available online

oftenatnochargeforexampleseeCareerBuilderrsquosldquoFromQampAtoZTheHiring

ManagerrsquosCompleteHiringGuiderdquolocatedathttpwwwcareerbuildercommunications

compdfinterviewing_ebookpdf

Technologies that

address interviewing

often include tips for

better interviewing clear

warnings about off-

limits discussion areas or

questionsandguidelines

for productive prehire

conversations

K E Y P O I N T



Figure 1 Job-Relevant Interview Guide

Source Checquedcom 2013



Video Interviewing

Video interviews can provide advantages to both parties For example candidates can easily erase and recreate their interview videos Further this technology eliminates the cost of transportation to and from physical interviews and allows multiple reviewers (some of whom may not be available to meet with the candidate) the option of viewing the same video

Since 2011 the use of video interviewing has risen by 49 percent5 An August2012surveyfromstaffingserviceOfficeTeamaskedmorethan500 HR managers about their use of video interviews Results showed that667percentusevideointerviewsldquoveryoftenrdquoandanother10percentusethetechnologyldquosomewhatoftenrdquo6 Many companies (generally young ones including Active Interview CareerCam Green Job Interview HireVue InterviewStream Montage Talent OVIA TalentVX VidCruiterandZuzuHire)arenowprovidingvideo-interviewingsolutions Similarly some systems now support the similar concept of video cover letters

5 SourceldquoVideoInterviewing101rdquoPsychology Today Bernardo Tirado

August 13 2013 httpwwwpsychologytodaycomblogdigital-leaders201308

video-interviewing-101comments6 Sources(1)ldquoStudyTwoThirdsofHRManagersUsingVideoInterviewsrdquoRIVScom

Katherine Leonard April 25 2013 httpsblogrivscom201304study-two-thirds-of-hr-

managers-using-video-interviews(2)ldquoSurveySixin10CompaniesConductVideoJob

InterviewsrdquoPRNewswireOfficeTeamAugust302012httpwwwprnewswirecom

news-releasessurvey-six-in-10-companies-conduct-video-job-interviews-167973406html

Since 2011 the use of

video interviewing has

risen by 49 percent

K E Y P O I N T



Video interviewing has the advantage of presenting candidates with standardizedquestionssothatallintervieweescanrespondtoexactlythe same processes In the example shown in Figure 2 the interviewee canseethequestionsandmakenotesforherselftoguideherresponsesasshemovesthroughtherecordedinterviewAsthefinalstepintheprocess interviewees can review their recordings prior to submitting them to the recruiter or hiring managerMontage Talent 2013 the candidatersquos

view Figure 2 Candidatersquos View of a Video-Interviewing Portal

Source Montage Talent 2013



Video interviewing often includes simulations in which candidates respondtospecificjob-relatedsituationsIntheexampleshowninFigure3 the candidate reviews video content provided by the interviewer and is asked to respond as though he was responding to the irate customer represented in the video When the candidate has watched the video and isreadytorespondhewillclickldquoStartRecordingrdquo

Figure 3 Video Response to a Simulated Customer

Source HireVue 2013

Hirevue 2013



Candidate Comparison via Video Interviewing

Manager recruiter dashboards allow hiring managers to compare candidatesusingtheiranswerstoaspecificquestion(seeFigure4)This makes it more convenient for hiring managers to review all of the candidates after interviewing has been completed allowing an easy ldquosecondlookrdquoacrossthecandidatesthatwouldnotbepossiblewith live interviews

Figure 4 Video Comparison of Candidates

Source Montage Talent Inc 2013

Montage 2013



With video- or mobile-interview capture technology can eliminate the often high costs of face-to-face interviews while preserving the ability of the hiring organization to get a sense of the candidatersquos personality enthusiasmpoisevoicequalityandthelike

Interview Management via Mobile Devices

Like video interviewing interviews via mobile technologies are maintained through a third-party cloud solution whereby the provider stores the intervieweesrsquo videos for later viewing by hiring managers (see Figure 5) This provides several advantages

bull Allowsforeasycomparisonbetweenrecordedcandidates

bull Givescandidatestheabilitytoanswerinterviewquestionsfromhome

bull Enableshiringmanagersandrecruitingstafftosharereviewandperhaps re-review interviews at a later time

Hirevue 2013

Figure 5 Interviewing via Mobile Phone

Source HireVue 2013



Group interviews can also be accommodated using mobile devices along with technologies such as Skype or AdobeConnect presenting an alternative to computer-based interviewing (see Figure 6)

Mobile support for interviewing is not used solely to present candidates to interviewers Interviewers can also use mobile solutions to evaluate candidatesandquicklysubmittheirresultingopinionsandratingstothehiring management system (see Figure 7) Increasingly applicant tracking systems include mobile device apps that enable recruiters and hiring managerstorecordinterviewresultsquicklyandaccuratelyfromanylocation while impressions from the interview are still fresh

Montage Talent 2013

Figure 6 Group Interview of a Candidate via Mobile Phone




Interview Management in Applicant Tracking Systems

While the examples shown in Figures 2 through 7 are from standalone video-interviewing solutions video interviewing is also increasingly being embedded within hiring management systems themselves JobVite for example has announced that it will make such interviewing a part of its product giving customers the advantage of retaining the videos themselves which may be important for later compliance purposes OtherprovidersoftalentacquisitionproductsarefollowingsuitInadditiontodayrsquostalentacquisitionsolutionsoftenofferavarietyofhelpful features to enable candidate interview management Some feature sets can manage scheduling provide interview forms for recording and maintaining interview content and offer a format for

Figure 7 Mobile Applications Ease Interview Management and Data Collection

Source SuccessFactors (an SAP company) 2013

successFactors 2013 Used with permission

Todayrsquostalentacquisition

solutions often offer a

variety of helpful features

to enable candidate

interview management

K E Y P O I N T



creating your own interview guides These systems may also include warningsaboutinappropriateinterviewquestions

Whether face to face on the phone or via video interviewing one on one or in a group setting interviews are a crucial part of the majority ofselectionprocessesTodayrsquostalentacquisitiontechnologiesareakeyway to manage that interview process as shown by the hiring manager dashboard example in Figure 8

Figure 8 Hiring Manager Interview Dashboard


successFacors 2013 Used with permission



Figure 9 lists the various criteria you should use when evaluating the overall interviewing support features of various technologies

Figure 10 illustrates our selected vendor comparisons taken from a subset of those that participated in our research7 Scores represent a compiled assessment of the criteria described in Figure 9

7 For more information Talent Management Systems 2013 Market Analysis

Trends and Provider Profiles Bersin amp Associates Katherine Jones PhD

Wendy Wang-Audia and David Mallon November 2012 Available to research members

at wwwbersincomlibrary or for purchase at wwwbersincomtms

Figure 9 Elements to Consider in Evaluating Candidate Management Technologies

Arrangement and Scheduling

Interview Management

Pre- and Postinterview Communications

Schedules and identifies tracks interview invitations

Generates interview guides Enables interviewers to define content of interview scheduling pages and email templates

Informs other interested parties of interview updates

Includes attachments for interviewer notifications (eg interview guidelines interview schedule reacutesumeacute social-media profile URLs etc)

Sends email communication to candidates to schedule and confirm interviews

Generates automatic reminders for interviews

Records and saves interviewer notes and comments

Archives all communication within candidatesrsquo records

Posts automatically to the affected individualsrsquo calendars

Allows users to attach documents to candidate profiles

Can be used to collect recommendations from references

Integrates with the corporationrsquos email and calendar programs

Supports and saves copies of video interviews

Allows affected individuals to see interviewersrsquo calendars when scheduling interviews

Supports and saves copies of video interviews via smartphone

Assigns applicants to recruiters Tracks and archives interview and assessment results

Integrates with reacutesumeacute screening phone screening and reference check protocols

Enables users to compare interviewed candidates

Source Bersin by Deloitte 2013



Figure 10 Selected Vendorsrsquo Interview Management Capabilities


ADP

Cornerstone OnDemand

First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire

Oracle E-Business Suite

Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson


= No functionality in this area or not applicable = Limited functionality in this area May support some use cases = Basic functionality in this area Will likely support most use cases = Advanced functionality in this area = Complete or near-complete functionality in this area per market at report publication date



Figure 11 shows an example of an interview management dashboard Keyaspectsincludetheabilitytoscheduleinterviewsconfirmappointments with interviewees hiring managers and any other people involved in interviewing the candidate and the ability to post the location and time on all calendars automatically Scheduling video interviews whether via smartphones or computer still needs to be managed through the applicant tracking program

As illustrated in Figure 11 interview management functionality allows interviewers to record their general assessments of whether the intervieweeisafitwithintheorganizationrsquoscultureandcouldably do the job

ADP 2013 Figure 11 Candidate Interview Management

Source ADP 2013



Evaluating Interviews

Candidate evaluations are conducted both individually (see Figure 12) and then across the entire group of candidates selected for interviewing (see Figure 13)

Figure 12 Single Candidate Evaluation


Checqedcom 2013 permission granted



Software can aid hiring managers when assessing the interviews of several candidates allowing them to focus on the traits deemed important for the position at hand and to rank the candidates on their qualificationsasdemonstratedintheinterview(seeFigure13)

Avoiding Taboo Subject Areas

CourtrulingsandEqualEmploymentOpportunityCommission(EEOC)guidelinesprohibittheuseofallpre-employmentinquiriesthatcannotbejustifiedbyldquobusinessnecessityrdquoorthatdisproportionatelyscreenout members of minority groups or members of one sex and are not valid predictors of successful job performance8 Some software solutions include reminders about these taboo topics if your technology does not

8 SourceldquoInterviewQuestionsLegalorIllegalrdquoPacificUniversityOregonhttp

wwwpacificueduofficeshrtraininginterviewpdfsLegalOrIllegalInterviewQuestionspdf

Figure 13 Assessment Comparing Several Candidate Interviews

Source SuccessFactors (an SAP Company) 2013



automaticallyalertinterviewersaboutquestionstobeavoidedyoumustdo so (see Figure 14)

Theguidingprinciplebehindanyquestionstoajobapplicantshouldbewhether the employer can demonstrate a job-related necessity for asking thequestionBoththeintentbehindthequestionandhowyouwillusethe information as the employer are important in determining whether a questionisanappropriatepre-employmentinquiry



Figure 14 Inappropriate Subject Matter for Interviews9

Age

Arrest record

Association with present employer

Bankruptcy credit affairs

Disabilities

Driverrsquos license (unless a job requirement)

Emergency contact information

English language skills (unless specifically job-related as in translation from another language to English)

Height and weight

Marital status children plans for children

Organizational memberships

Protected-class status

Religion

Veteran status

Weekend work




ConclusionWhether in-person or virtual interviewing is likely to remain a critical partoftheprehireprocessasawaytoascertainthefitofacandidatewith the job and the organization HCM (human capital management) professionals involved in hiring practices should make eliminating subjectivityandimprovingconsistencywhileweedingoutunqualifiedapplicants as rapidly as possible their primary goals Increasingly technologies can assist in meeting these goals by delivering a consistent and replicable automated structure that provides the content to tie interviewing back to the criteria necessary for the job

Many steps are involved in the hiring management process most of whichcanbenefitfromtheapplicationoftechnologyInterviewingisonly one such area however given its importance in the hiring process it is critical to make sure that the same standards are used across the review and rating of candidates For this technology can be a significant boon

HCM professionals

involved in hiring practices

should make eliminating

subjectivity and improving

consistency while weeding

outunqualifiedapplicants

as rapidly as possible their

primary goals

K E Y P O I N T



KEY TAKEAWAYS

bull Interviewingremainsakeymeansthroughwhichorganizationstrytoascertainthepotentialfitofanindividualwithinthecompany

bull Technologycanaidinmanyaspectsoftheinterviewingprocessmdashvideo interviews can eliminate expensive travel and encourage review by more participants while mobile devices can support interviews through note-taking and interview-rating functions

bull Themajorityofhiringmanagementsystemsavailabletodayincludeinterview scheduling management and rating systems for candidate evaluation

bull Interviewersmustbeawareoftaboointerviewtopicsifyourhiringmanagement system does not provide such alerts you must make sure that your interviewers are educated concerning unacceptable interviewquestions



Application and PracticeAs you evaluate your current interviewing processes and related technologies consider the following points

1 Are your current processes helping interviewers to differentiate the mediocrefromthebestcandidates

2 Can you be sure that your interviewing practices are standardized fairandequitableacrossyourentireorganization

3 Are you making the best use of mobile technologies in your interviewingprocess

Related Researchbull BuyerrsquosGuidetoTalentAcquisitionManagementandOnboarding

Solutions 2013

bull TalentManagementSystems2013MarketAnalysisTrendsandProvider Profiles



Appendix IResearch Methodology



As part of Bersin by Deloittersquos value to its global membership we survey and report on the HR and talent management technology landscape Over the past decade this technology overview has expanded from our original review of software to facilitate learning and development environments to the breadth that it encompasses today

This market report is one of several based on extensive surveys conducted during the summer and fall of 2012 Our surveys included thoseforintegratedtalentmanagementsuitesHRIStalentacquisitioncompensation learning management succession and more A total of 65 human capital management solution providers participated in the study Product demonstrations followed for selected market leaders A subsetareprofiledinTalent Management Systems 201310 and Learning Management Systems 201311 Other reports in this research series include Succession Management 201312 Competency Management Technology Solutions 201313 and HR Management Systems 201314

10 For more information Talent Management Systems 2013 Market Analysis Trends

and Provider Profiles Bersin amp Associates Katherine Jones PhD Wendy Wang-Audia

and David Mallon November 2012 11 For more information TheDefinitiveBuyerrsquosGuidetotheGlobalMarketfor

Learning Management Solutions 2013 Bersin amp Associates Janet Clarey and David

Mallon November 2012 Available to research members at wwwbersincomlibrary or for

purchase at wwwbersincomlms12 For more information Succession Management Market and Solution Providers 2013

Bersin by Deloitte Wendy Wang-Audia July 2013 Available to research members at

wwwbersincomlibrary13 For more information TheBuyersGuidetoCompetencyManagementTechnology

Solutions 2013 Bersin by Deloitte Katherine Jones PhD August 2013 Available to

research members at wwwbersincomlibrary14 For more information HR Management Systems 2013 Market Analysis Trends

and Provider Profiles Bersin by Deloitte Katherine Jones PhD June 2013 Available to

research members at wwwbersincomlibrary

Appendix I Research Methodology



While the surveys themselves covered many areas of human capital managementtechnologythisspecificreportisfocusedoninterviewmanagement systems and other technologies that facilitate and manage theinterviewprocessWehopeyoufindthisreportrsquoscriteriaandvendorinformation useful as you evaluate interview management solutions for your own organization

WestudythismarketonacontinuousbasisWeofficiallylaunchedoursystems market research in early 2009 since then we have published many major studies of the market vendors and leading implementation practicesUsingourWhatWorksregresearchmethodology15 we study human capital management systems market drivers and trends products vendors customer leading practices adoption rates and other factors

15 Bersin by Deloittes proprietary WhatWorksreg research methodology uses the

concepts of measures (outcomes) and dimensions (the factors that may or may not

contribute to these outcomes) to understand leading practices trends and solutions



Appendix IITable of Figures



Appendix II Table of Figures

Figure 1 Job-Relevant Interview Guide 9

Figure 2 Candidatersquos View of a Video-Interviewing Portal 11

Figure 3 Video Response to a Simulated Customer 12

Figure 4 Video Comparison of Candidates 13

Figure 5 Interviewing via Mobile Phone 14

Figure 6 Group Interview of a Candidate via Mobile Phone 15

Figure 7 Mobile Applications Ease Interview Management and Data Collection 16

Figure 8 Hiring Manager Interview Dashboard 17

Figure 9 Elements to Consider in Evaluating Candidate Management Technologies 18

Figure 10 Selected Vendorsrsquo Interview Management Capabilities 19

Figure 11 Candidate Interview Management 20

Figure 12 Single Candidate Evaluation 21

Figure 13 Assessment Comparing Several Candidate Interviews 22

Figure 14 Inappropriate Subject Matter for Interviews 23



About UsBersin by Deloitte delivers research-based people strategies designed to help leaders and their organizations in their efforts to deliver exceptional business performance Our WhatWorksreg membership gives Fortune 1000 and Global 2000 HR professionals the information and tools they need to design and implement leading practice solutions benchmark against others develop their staff and select and implement systems A piece of Bersin by Deloitte research is downloaded on average approximately every minute during the business day More than 5000 organizations worldwide use our research and consulting to guide their HR talent and learning strategies

AsusedinthisdocumentldquoDeloitterdquomeansDeloitteConsultingLLPasubsidiaryof Deloitte LLP Please see wwwdeloittecomusabout for a detailed description of the legal structure of Deloitte LLP and its subsidiaries Certain services may not be available to attest clients under the rules and regulations of public accounting

This publication contains general information only and Deloitte is not by means ofthispublicationrenderingaccountingbusinessfinancialinvestmentlegaltax or other professional advice or services This publication is not a substitute for such professional advice or services nor should it be used as a basis for any decision or action that may affect your business Before making any decision or takinganyactionthatmayaffectyourbusinessyoushouldconsultaqualifiedprofessional advisor Deloitte shall not be responsible for any loss sustained by any person who relies on this publication


Member of Deloitte Touche Tohmatsu Limited



The Bersin WhatWorks Membership ProgramThis document is part of the Bersin Research Library Our research is provided exclusively to organizational members of the Bersin Research Program Member organizations have access to an extensive library of learning and talent management related research In addition members also receive a variety of products and services to enable talent-related transformation within their organizations including

bull ResearchmdashAccess to an extensive selection of research reports such as methodologies process models and frameworks and comprehensive industry studies and case studies

bull BenchmarkingmdashThese services cover a wide spectrum of HR and LampD metrics customized by industry and company size

bull ToolsmdashComprehensive tools for HR and LampD professionals including tools for benchmarking vendor and system selection program design program implementation change management and measurement

bull Analyst SupportmdashVia telephone or email our advisory services are supported by expert industry analysts who conduct our research

bull Strategic Advisory ServicesmdashExpert support for custom-tailored projects

bull Member RoundtablesregmdashA place where you can connect with other peers and industry leaders to discuss and learn about the latest industry trends and leading practices

bull IMPACTreg Conference The Business Of TalentmdashAttendance at special sessions of our annual IMPACTreg conference

bull WorkshopsmdashBersin analysts and advisors conduct onsite workshops on a wide range of topics to educate inform and inspire HR and LampD professionals and leaders

For more information about our membership program please visit us at wwwbersincommembership




In This Report







TABLE OF CONTENTS

Introduction 5

Why We Interview 6

Solutions Today 8






Conclusion 24

Key Takeaways 25


Related Research 26



About Us 32

















the organization to



K E Y P O I N T




HR professionals

seek ways to better


process predict the



from the process

K E Y P O I N T








Technologies that




warnings about off-




conversations

K E Y P O I N T







Video Interviewing












risen by 49 percent

K E Y P O I N T










Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013



























































In This Report







TABLE OF CONTENTS

Introduction 5

Why We Interview 6

Solutions Today 8






Conclusion 24

Key Takeaways 25


Related Research 26



About Us 32

















the organization to



K E Y P O I N T




HR professionals

seek ways to better


process predict the



from the process

K E Y P O I N T








Technologies that




warnings about off-




conversations

K E Y P O I N T







Video Interviewing












risen by 49 percent

K E Y P O I N T










Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013


























































TABLE OF CONTENTS

Introduction 5

Why We Interview 6

Solutions Today 8






Conclusion 24

Key Takeaways 25


Related Research 26



About Us 32

















the organization to



K E Y P O I N T




HR professionals

seek ways to better


process predict the



from the process

K E Y P O I N T








Technologies that




warnings about off-




conversations

K E Y P O I N T







Video Interviewing












risen by 49 percent

K E Y P O I N T










Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013








































































the organization to



K E Y P O I N T




HR professionals

seek ways to better


process predict the



from the process

K E Y P O I N T








Technologies that




warnings about off-




conversations

K E Y P O I N T







Video Interviewing












risen by 49 percent

K E Y P O I N T










Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013



























































HR professionals

seek ways to better


process predict the



from the process

K E Y P O I N T








Technologies that




warnings about off-




conversations

K E Y P O I N T







Video Interviewing












risen by 49 percent

K E Y P O I N T










Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013































































Technologies that




warnings about off-




conversations

K E Y P O I N T







Video Interviewing












risen by 49 percent

K E Y P O I N T










Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013






























































Video Interviewing












risen by 49 percent

K E Y P O I N T










Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013

































































Source HireVue 2013

Hirevue 2013







Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013






























































Montage 2013









Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013
































































Hirevue 2013


Source HireVue 2013





Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013




























































Montage Talent 2013













to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013


































































to enable candidate


K E Y P O I N T











































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013


































































































ADP


First Advantage

Halogen

HRsmart

iCIMS

Jobapp Network

Kenexa (IBM)

Kronos

Lumesse

Meta4

Onewire


Oracle PeopleSoft

Oracle Taleo

PageUpPeople

Peoplefluent

Progreso

SilkRoad

Technomedia

TEDS

Towers Watson








Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013





























































Source ADP 2013
























Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013















































































Age

Arrest record



Disabilities




Height and weight




Religion

Veteran status

Weekend work






HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013




























































HCM professionals







primary goals

K E Y P O I N T



KEY TAKEAWAYS












Solutions 2013


























































KEY TAKEAWAYS












Solutions 2013































































Solutions 2013
























































Managing Candidate Interviews -...

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