Interviews are intimidating.

In fact, 93 percent of job candidates admit to experiencing job interview anxiety at some point in their career, and 20 percent worry about looking nervous during an interview. 

But what if there was an interview process that eased the intimidation factor tremendously, allowing candidates to show their true personalities and skill sets—minus the shaky voice, awkward body language, and less-than-stellar responses that go hand-in-hand with interview anxiety?

This is where audio-based screening comes into play. While it’s a time-saving efficiency tool for recruiters, it’s also a homerun for a candidate’s first impression.

There are many reasons, but topping the list is easing their interview anxiety, allowing candidates to take a deep breath and put their best foot forward. With audio-based screening as the first step, candidates can remove the stress of the picture-perfect expectation that is typical of video and in-person interviews. 

Companies choosing simple, automated audio screening are winning over job candidates from the first touchpoint, giving them a first impression that radiates comfort and flexibility and prioritizing a positive initial experience. 

Further acing this first impression of candidates is the ease of using the technology. Video screenings require professional attire, a professional appearance, a strong internet connection and an acceptable background. However, audio eliminates all of those factors — instead allowing the candidate to focus on their responses and complete their voice screening on their own schedule from anywhere that is convenient. 

Audio-based screening also gives candidates peace of mind that any unintentional bias is being eliminated from their interview process. Instead of being judged by appearance, race, age, or gender over video, audio screenings force hiring teams to focus solely on their responses — leveling the playing field for all candidates.  

Some candidates start navigating their first audio screening with skepticism, assuming a robotic process is what they’re about to experience. They are pleasantly surprised when the friendly voice of a hiring team member greets them with the first question, introducing them to the company and associating a pleasant voice with the process. As the questions continue, company details are included that give the candidate a feel for the culture and what it would be like to work there. It’s a surprisingly personalized, customized experience for their desired position, leaving the candidate with far more information than expected. 

Five Star Call Centers, a high-volume hiring client of audio-based screening company Qualifi, looked to audio screening to re-engage with 363 job candidates who previously did not respond to their recruiters. With the audio screening option presented, Five Star reconnected with 162 candidates and moved 115 of them through the hiring process. 

“I had always thought, ‘We need to reach out first,’ but that’s unrealistic today. People aren’t answering their phones,” said Angie Nath, Five Star Director of Human Resources. “You need to use other methods to get a hold of folks, but you want to personalize the system… make it your voice, brand it to your company. It’s an extension of yourself.” 

From easing interview anxiety to providing a personalized experience, audio-based screening is the preferred format for candidates tossing their hat in the ring for a new job. For those who have experienced the process, any company leveraging voice screening will stand out as cutting-edge with a candidate-first approach.

Devyn Mikell

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Devyn Mikell is the Co-founder and COO of Qualifi, a startup helping turn phone interviews into scalable business intelligence that significantly enhances the candidate's experience. Along with his brother, his leadership has earned the company an impressive client roster, helping each of them significantly reduce their time-to-hire.