Let’s Meet in Person

As the president of a talent solutions company specializing in the life sciences sector, I have witnessed firsthand the evolution of interviewing processes. While virtual interviews have become increasingly prevalent, I firmly believe that nothing quite compares to the value of meeting a candidate face-to-face. So, why do I think in-person interviews remain preferential?

• Truly Getting a Feel for Someone: There is a certain intangible quality that can only be grasped through real-life interaction. In-person interviews allow for a holistic assessment of a candidate beyond what can be gleaned from a computer screen. Body language, mannerisms, and interpersonal dynamics are all crucial components of evaluating a candidate’s fit within a company culture and team. Especially in positions where collaboration and communication are vital, these subtle cues can make all the difference in identifying the right candidate for a role.

• Executive Hiring: When it comes to executive positions, the stakes are higher, and the need for precision in assessment is critical. While video interviews can provide some insights, they often fall short in capturing the full scope of a candidate’s capabilities and potential. In-person interactions allow for deeper probing into a candidate’s thought processes, decision-making skills, and leadership style. These nuanced insights are invaluable in ensuring alignment between an executive and the organization’s strategic objectives.

• Authenticity or AI Assistance? The interviewer isn’t the only one with access to AI. One of the pitfalls of virtual interviews is the temptation for candidates to rely on artificial intelligence tools to craft their responses. While AI can aid in polishing answers, it can also dilute the authenticity of a candidate’s personality and experience. In-person interviews foster genuine exchanges where candidates can showcase who they really are, unfiltered by technological aids. In this industry, authenticity and integrity are critical to growing an organization. This distinction is crucial in making informed hiring decisions.

• It’s Not All About Us: Job candidates have choices, and they are interviewing us as much as we are interviewing them.  When we invite candidates into our office, it’s a tangible affirmation that we value them—not merely as potential employees, but as people. The in-person experience allows candidates to meet their potential manager, witness the team dynamics firsthand, and truly envision themselves as part of the team. They observe the culture, the office vibe, and the ethos of the organization, which helps them decide if the environment fits their belief system and career goals.  This is not just about filling a role; it’s about them seeing their future, their growth, and their day-to-day contributions fitting into the organization. By emphasizing the human element in our hiring process, we not only invest in potential talent, but we also build the foundation for a committed and understanding relationship from day one.

While I recognize that virtual interviews offer convenience and accessibility, they cannot replace the depth and richness of face-to-face interactions. As we navigate the evolving landscape of talent acquisition, I want to encourage our partners and industry leaders not to overlook the enduring value of personal connections and the irreplaceable insights they bring to the hiring process.