VoiceScreener is provided by harQen, a leading web telephony company based out of Milwaukee, WI. harQen has utilized it's web audio technology platform to create an application that allows Hiring Managers and Recruiters to create and easily distribute customized pre-recorded phone interviews. The process is simple, essentially as easy as setting up a voice mail. Distributing the interview is seemless as one only needs to input an email address and the interview is sent out. Candidates can take the interview any time or place that is convenient to them, which takes away the scheduling difficulties that Recruiters often have. When an interview is completed the Recruiter or Hiring Manager can listen to the interview via the web application at their own time and place.
Since we are always looking to improve our process in order to provide better candidates to our clients, our firm, Quovis, Inc., decided to try this technology in early 2009.
Initially we saw a tremendous potential for this technology to add value to the high volume recruiting projects such as call center, production line, or companies with a constant need for sales reps. We envisioned that it would cut down the amount of time that Recruiters would spend doing a first level phone interview with hundreds of candidates, many of which we would determine to be unqualified for the position within the first few minutes of the call. We've all been frustrated by those interviews because we know our time is valuable and if we could just find a way to cut those calls short while still being professional, we would save ourselves a lot of hassle.
The question for us was whether we could use it effectively, considering we are an executive search firm. We are typically recruiting Manager to Vice President level candidates for our clients, and it is very important for us to establish rapport with candidates and develop a relationship with them. We wondered, would this technology take away from our personal touch with candidates? Would executive candidates even be interested in taking an automated voice interview or would they be frustrated by it? What we've found is that savvy candidates adapt very quickly to the new process we've implemented. Secondly, it has allowed us to dig deeper in the follow-up live phone interview, thus allowing us to present a candidate that has been more thorougly vetted. The candidates have often complimented us on how well we know their background when we do talk with them in the second interview.
If you are interested in learning more about the technology you can set up a trial account by visiting VoiceScreener -- if you have any questions, we'd be happy to walk you through the system and share our experiences with you.
Dan McGinley
Managing PartnerQuovis, Inc.
danmcginley@quovisinc.com
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