Bot-Based Interview vs In-Person Interview: Which Is Better?

Interviews, at their heart, are just conversations—structured ones, sure—where we try to figure out if someone’s a good fit.

But, how that’s changed! We’ve gone from those old-school, multi-round, face-to-face marathons to these cool, tech-driven bot interviews.

Which begs the question: what’s the better way?

It’s a choice every company’s wrestling with, right?

And to make the right call, we’ve got to really understand the good and the bad of each.

Bot Based Interview:

So, bot-based interviews—they’re basically those AI-powered, automated screenings. Software takes the lead to get a first look at candidates. To really understand what they’re about, though, we need to dig in a bit. How do they work, what kinds are out there, and what exactly are they trying to do for us?

How It Works:

Frankly, we’re seeing more organizations leverage these specialized platforms for automated interviews. They configure them with job-relevant questions—multiple-choice, written, or video—and can even include dynamic follow-ups. Candidates engage through text, voice, or video. The system then analyzes responses based on predefined criteria, like keyword recognition and sentiment, generating a score or ranking. This enables us to get a solid initial assessment of candidates and make more informed, data-driven hiring decisions.

Each Type And Its Feature:

Now, when we talk about bot-based interviews, we’re not talking about a one-size-fits-all approach. There are a few different ways these things work. You’ve got your chatbots, which are pretty common, using text to get the ball rolling and gather information. Then, there’s voice recognition, where candidates can actually talk back, which is interesting. Of course, video is in the mix too, with candidates recording their responses for later review. And, frankly, some platforms are even getting creative, adding gamification to keep candidates engaged. It’s about finding the right tool for the job and knowing what each brings to the table.

Their Purpose:

Bot-Based Interview:

Essentially, we utilize bot-based interviews primarily for initial screenings. They allow for rapid filtering of large applicant pools, identifying candidates who meet essential qualifications. Furthermore, they standardize the process, ensuring consistent questioning, which aids in mitigating potential bias. Ultimately, they enhance efficiency, freeing up valuable time and resources for our talent acquisition teams.

We see key advantages: scalability for high-volume screening; cost-effectiveness, saving time and resources; and standardized objectivity (though bias exists). It’s leveraging technology to streamline processes and inform decisions.

Drawbacks include: lack of personal touch impacting candidate experience; limited soft skill and complex problem-solving assessment; and susceptibility to technical issues. Design and training data biases can perpetuate existing biases, and candidates may experience frustration from technical problems or feeling misunderstood.

In-Person Interview:

These meetings, conducted within our offices, facilitate real-time engagement and enable a more comprehensive assessment of candidates through enhanced communication. However, it’s also important to acknowledge the evolving landscape, where technological advancements have enabled us to extend these interactions virtually.

Some of the Pros of In-Person Interviews Are:

In-person interviews really let you build that real connection, you know?

You can have a natural flow in the conversation. It is much easier to understand someone’s soft skills when you see their body language and communication style. It’s a great way to see if they’d actually fit into the team’s vibe, for both sides. Plus, you can change things up on the fly, ask follow-ups right then and there, and get immediate answers. And everyone gets a chance to ask their questions, so it feels fair. And hey, no worrying about the internet cutting out, which is always a plus!

Which Makes Us Look at the Cons as Well:

In-person interviews, while we appreciate the face-to-face aspect, take up a lot of time and effort, with travel and scheduling hiccups. They can be quite expensive, particularly for those coming from a distance. We narrow our potential talent pool geographically, and we need to be aware of biases. Scheduling and the physical setup add extra layers of difficulty.

From a strategic perspective, the optimal interview approach is contingent on our specific hiring objectives. Bot-based interviews are effective for initial screenings and high-volume recruitment. They help us manage a large pool of candidates efficiently. One-on-one interviews are still very important for later evaluations. This is especially true for critical roles, soft skills, and cultural fit.

In practice, a hybrid approach works best. This means using bot-based screening first, then having human interaction for the top candidates. This strategy is effective for finding and securing top talent.