Dr. Nicole Gravanga, PHD Aug 31, 2021 12:04:00 PM 10 min read

The Power of Automation: How to Organize Interview Data

While sourcing the right interview data may seem like a big challenge, organizing it for decision-making can be even more complicated. Without proper organization, it's possible to miss vital pieces of information, turning away high-quality candidates, and increasing churn rates.

96% of HR managers believe that AI can enhance talent acquisition and retention. A smart approach to interview data sourcing and management can help you make excellent hiring decisions, save time, and improve the interviewing process for all parties.

By exploring automation, you can streamline your data organization efforts and take decision-making to a new level. Let's take a closer look at how automation can help you with the hiring process.

How to Organize Interview Data the Old Way

While automation is taking over different aspects of HR, many companies still organize their interview data the old way.

Creating Interview Questions

In the best case, the interviewer has sufficient time to prepare a set of questions before the interview. The hiring manager usually bases these questions on their experience, qualities of previous employees, interview-related literature, and other bits and pieces of information.
In the worst case, the interviewer is pressed for time and has to improvise during the interview, basing their questions on the answers an interviewee provides. This can lead to unconscious bias and wrong conclusions.

In the majority of cases, interviewers simply don't have sufficient time and resources to prepare high-quality questions for each interview. Designing high-quality interview questions causes them to fall behind on other duties.

Conducting an Interview

An average interview lasts about an hour. During this time, an interviewer needs to get a full picture of the candidate's skills, qualities, and abilities. The expert with a stellar interview plan still tends to veer off course and ask improvised questions.

Each minute of the interview provides an interviewer a significant amount of information. Keeping it all under control can be frustrating. Once the interview is over, the interviewer usually feels overwhelmed, especially if more candidates are in line.

Recording Answers

During the interview, the interviewer takes notes. Usually, they take advantage of spreadsheets or Word documents. It's hard to record all the necessary information manually and organize it into readable data after the interview.

When the interview is over, an interviewer may have a tough time deciphering the notes for candidate comparison.

Comparing Answers and Selecting Candidates

Once all interviews are over, the interviewer and/or the decision-maker needs to select the right person. With the limited quality and volume of recorded information, it can be tough to compare the candidates.

When the comparison gets tough, overwhelmed interviewers unconsciously look back at the feelings they had during the interview, thus allowing bias to creep into the process.

The Power of Automation

While a manual approach to interviewing may seem effective for some hiring managers, the outcomes are usually less than satisfactory. In the past 10 years, the interviewing process increased to 3.7 days, demonstrating how complicated it can be to make the right hire.

Enter automation.

Automation doesn't just speed up the interviewing process, it helps you make smart decisions, thus hiring the right candidates and improving retention rates. Here is how.

Streamlining Interview Questions

Interview platforms powered by machine learning can create a powerful interview question bank and help you choose the right questions for each position. This cuts the time interviewers spend sourcing questions, thus making interview preparations more efficient.
Providing Perfectly-Fitting Scorecard Templates

No matter how well-chosen interview questions are, it can be hard to keep track of answers in the right format.

With automation, you can take advantage of interview scorecard templates. They allow you to record answers in the most effective way possible and use a consistent scoring system for candidate comparison.

Reducing Unconscious Bias

By automating different aspects of the hiring process, you are taking a significant step toward a structured interview. Structured interviews take less time, provide a significant amount of data, and keep unconscious bias to a minimum.

Streamlining the Interview Process

By taking advantage of automation before, during, and after the interview, you make the process simpler and more convenient for both the interviewer and the interviewee.
The interviewer doesn't need to multitask while asking questions and recording data. Meanwhile, the interviewee gets an opportunity to demonstrate relevant skills and talents.

Saving Time

One of the key goals of automation implementation is timesaving. Besides reducing the time it takes to make a decision about a candidate, machine-learning-powered tools allow your hiring managers and interviewers to focus on other functions.

Selecting Candidates

Automation allows you to collect and organize all the necessary data to make the right hiring decision. You don't just make a highly educated decision about the candidate, you also gain valuable information for future hiring.

Why Do Hiring Managers Still Use the Old Approach?

With all the benefits automation brings, why do some companies still use the old approach? Here are a few reasons:

  • Lack of experience with automation tools.

  • Lack of information about automation costs.

  • Insufficient time to learn how to use the new tools.

  • Lack of information about unconscious bias.

  • Stress when letting go of the supposed tried-and-true methods, i.e. relying on gut feeling and intuition.

  • Poor understanding of automation ROI.

If one or several of these reasons ring true, you may want to rethink your hiring tactics. As the hiring process becomes more and more complex, ignoring automation is something a 21st-century company simply can't afford to do.

Wielding the Power of Automation With interviewIA

Automation is quickly becoming an integral part of interviewing. By sticking to the old ways when time-consuming manual tasks were the foundation of each interview, you are hindering the hiring process and ultimately hurting your entire talent acquisition process.

By taking advantage of automation, you can speed up the interviewing process, reduce bias, improve employee satisfaction, and retain top talent.

interviewIA is a comprehensive interview platform that can help you take full advantage of automation to streamline your hiring tasks. For more information, please contact our team at any convenient time.


Dr. Nicole Gravanga, PHD

Dr. Nicole Gravagna is trained as both a neuroscientist and an executive coach. Nicole blends neuroscience, behavioral economics, and organizational psychology into healthy human-centered design that drives business. She is well versed in venture capital and angel investing and is a co-author of Venture Capital for Dummies. Her second book was MindSET Your Manners, a guide for behavior change.