Is face-to-face interviewing becoming obsolete?

Face-to-face interviews have long been heralded as an integral ritual in the selection of candidates. Once seen as the gold standard, they provide an opportunity to delve beyond a candidate's CV, deciphering not just their qualifications but their personality, attitude, and fit within a healthcare team. With the advent of digital communication tools, the landscape of interviews has inevitably evolved, prompting the question: is face-to-face interviewing becoming obsolete?

Historical backdrop

The practice of face-to-face interviews traces its origins back to the early part of the 20th century when formal employment procedures began to take shape amidst industrialisations. The direct interaction allowed employers to assess not only the verbal responses of candidates but also the often-unspoken communication of body language and eye contact. This enabled employers to establish a personal connection, making a candidate's first impression a crucial element of the recruitment process.

The technological revolution that defined the last two decades wrought momentous change in how healthcare companies operate, and recruitment has been no exception. With the rise of the internet and global connectivity, tools like Skype, Zoom, and Microsoft Teams have emerged, facilitating video interviews. These platforms allow companies to bridge geographical divides that once seemed insurmountable. Video interviews have quickly gained popularity, offering instant communication with unprecedented convenience and flexibility.

Advantages of face-to-face interviews

Despite the influx of digital communication methods, the virtues of face-to-face interviews remain significant. The ability to read non-verbal cues such as posture, gestures, and eye movement offers insights that are often critical in forming a well-rounded impression of a candidate. There is an undeniable value in building rapport through personal interaction, which can be crucial in assessing a candidate's potential cultural fit within a company.

Challenges with face-to-face interviews

However, face-to-face interviews are not without their disadvantages. Logistically, arranging a meeting can be burdensome, requiring candidates to travel, with all the associated costs in time and money. These settings can also unwittingly foster biases, with recruiters potentially influenced by factors unrelated to job performance. Moreover, the globalisation of the workforce has highlighted the limitations of in-person interviews, which struggle to tap into a worldwide talent pool without considerable expense.

Digital shift

This backdrop has paved the way for remote interviewing methods to flourish. Video interviews have become an appealing alternative, offering the convenience of conducting interviews without the confines of physical spaces. With the aid of AI and machine learning, interviews have become more sophisticated, providing analysis that goes beyond human capability. This shift has ushered in a new era of recruitment, where flexibility and cost-effectiveness are paramount.

The COVID-19 pandemic acted as a catalyst in this evolution, forcing businesses to rapidly adapt to remote interviewing practices. As lockdowns restricted physical gatherings, companies turned to digital solutions to maintain their recruitment processes. This period proved transformational, as many healthcare providers discovered the efficiency and effectiveness of remote interviewing, solidifying its place in post-pandemic recruitment strategies.

Face to face versus remote interviews

Face-to-face interactions often provide a richer experience, valuable for positions where cultural fit is paramount. Remote interviews, meanwhile, offer unparalleled scalability, enabling companies to reach a broader array of candidates effortlessly. The candidate's experience varies, as some may appreciate the immediacy and reduced pressure of remote interviews, while others thrive in the personal engagement of face-to-face settings.

Different industries exhibit varied preferences in adopting new interviewing practices. In fields such as healthcare and education, in-person interviews retain a strong foothold due to the need for close interaction. Conversely, technology and consulting sectors have more readily embraced remote methods, reflecting their inherent global focus and tech-savvy nature.

Future advancements

The role of face-to-face interviews in recruitment is likely to persist, albeit in a potentially modified form. As virtual reality and augmented reality technologies continue to advance, they may further enhance the remote interviewing experience, offering new ways to connect in lifelike virtual environments. The hybrid model, blending both in-person and remote elements, could become prevalent, allowing companies the flexibility to tailor interviews to specific roles and contexts.

In conclusion, while face-to-face interviews face challenges and competition from burgeoning digital methods, they remain a valuable component of the recruitment arsenal. As the landscape continues to shift, healthcare employers and candidates alike must consider their expectations and experiences with evolving interview practices, seeking a balance that best serves their healthcare facility. 

For further Hiring Manager and Recruiter advice, consult Stroud Resourcing or simply call us on 01904 239910.