Imagine you’re a hiring manager about to fill the key position of a Senior Software Engineer. The position demands unique technical skills and extensive experience, but traditional recruitment methods are slowing you down. You are juggling multiple agencies, sifting through resumes, and spending countless hours interviewing candidates. With no streamlined process, candidates’ tall claims on resumes, and an outdated interview approach, the pressure is mounting. Despite your efforts, many candidates aren’t the right fit and by the time you reach the right candidate, they accept offers elsewhere or the requirement gets closed.
This is where IAAS (Interview as a Service) steps in, offering a streamlined recruitment process with carefully curated, professional interviewers, resulting in an unbiased candidate assessment and consistent, structured interview rounds.
Interview as a Service (IaaS) is a candidate assessment model where companies outsource their interviews to a third-party interviewer instead of utilizing their in-house experts. In most cases, these interviewers are shortlisted and managed by a service provider.
The interviewers are seasoned professionals who are carefully selected for their industry expertise, specialised skills and their ability to evaluate candidates effectively. Typically employed by some of the largest organizations, they work on the latest use cases in their fields and conduct interviews during their free time.
Under existing Interview-as-a-Service (IaaS) models, you, as the client, have the option to review and select interviewers who are perfectly suited for your hiring needs. Continuing with the example of Sr. Software Engineer – you’re not just looking for someone to screen resumes — you want an interviewer who understands the intricacies of backend development, has hands-on experience with cloud technologies, and can evaluate candidates’ problem-solving skills in a real-world context. Your service provider will find the best match & you’ll be able to review the selected pool of interviewers.
As a recruiter or a hiring manager you can expect substantial benefits that improve both the efficiency and effectiveness of your organization’s recruitment process, such as 24 hours turn around time— which means you get a detailed candidate interview report within 24 hours, along with recommendation and data-driven insights to help you make more informed hiring decisions.
As a testament, these platforms can rally a solid 70 percent success rate, which is about 2 out of 3 candidates making it through this phase ultimately qualify and progress further. Only the most relevant candidates are filtered through to further rounds.
Candidates benefit from a seamless and convenient process. With the ability to change interview slots easily and clear communication through modern channels like WhatsApp and email providing them with more flexibility. Additionally, IaaS provides a highly branded and professional experience, ensuring that every candidate interaction reflects positively on your company. This results in better candidate satisfaction, making it more likely for top talent to engage with your hiring process.
The hiring process has evolved significantly over the past few years, driven by technological advancements, and shifting workforce dynamics. Traditional methods of hiring are gradually being replaced by more automated and streamlined processes, helping businesses handle recruitment more efficiently.
One of the key changes in the hiring process has been the integration of Applicant Tracking Systems (ATS). These systems allow recruiters to manage large volumes of resumes, automate candidate screening, and significantly reduce the time spent on manual tasks. As automation increases, the focus has shifted from experience-based hiring to skill-based hiring, with employers prioritizing candidates’ abilities over traditional work experience. Additionally, the growing popularity of remote work has expanded the talent pool, enabling businesses to hire from anywhere in the world.
However, these advancements have also introduced new challenges. The rise of AI and automation has made it easier to assess skills, but companies now face the task of hiring for emerging technical skills, addressing issues like fake or proxy candidates, and scaling recruitment to meet growing demand. Furthermore, sourcing new talent from diverse and global pools presents its own set of hurdles.
This is where Interview-as-a-Service (IaaS) comes in. IaaS platforms offer a scalable solution to help businesses streamline their hiring process. By leveraging AI-driven tools and automated assessments, IaaS helps companies identify top talent, verify candidate authenticity, and tackle issues like fake profiles and proxy applicants. With IaaS, businesses can scale their hiring efforts efficiently, ensuring they meet the demands of a rapidly evolving workforce.
In today’s fast-paced hiring landscape, businesses face numerous challenges in their recruitment processes. Although tackling inefficiencies in (the) in-house interviewing is crucial, scaling during peak hiring periods (which can be quite demanding) and finding experts for niche roles remains problematic. Traditional methods, however, often fall short. Interview-as-a-Service (IaaS) is emerging as a transformative solution to address the following challenges.
IaaS platforms automate various aspects of the interview process, such as scheduling and follow-ups. This reduces the administrative burden on HR teams, allowing them to focus on candidate experience rather than getting bogged down in logistics. Companies can conduct multiple interviews simultaneously without the constraints of in-house interviewers’ availability, leading to quicker decision-making and reduced vacancy periods.
Many IaaS solutions offer recorded interviews, meaning that hiring managers can watch the sessions later at their own convenience. This facilitates easier time management, allowing the sessions to be more profoundly reviewed without pressure from assessments on the go.
It serves to eliminate the problem of mass recruitment. You’ll have flexibility to modify the hiring process in accordance with changing demand levels. You have streamlined processes in place while gaining access to talent through quality and affordability.
IaaS assists businesses in addressing niche roles by linking them to a worldwide network of expert interviewers. By leveraging their expertise, IaaS allows businesses to hire as per the evolving market trends.
Using Interview as a Service (IaaS) offers several benefits for both companies and candidates. Here’s a summary of the main advantages:
IaaS saves time by handling initial screenings and technical interviews, letting your team focus on core priorities. It gives you access to domain-specific expert interviewers, ensuring unbiased, consistent assessments and higher-quality hires. Need to scale? IaaS can accommodate surges in hiring with on-demand professionals. Plus, it’s cost-effective—no need to overburden your team or hire extra staff for interviewing. Most importantly, it allows your internal team to focus on big-picture strategies and cultural alignment.
Must Read: Top 10 Interview as a Service Platforms
IaaS creates a smoother experience by having trained professionals lead the interviews, offering meaningful feedback, and cutting down waiting times with faster processes. Additionally, candidates don’t need to wait for weeks for an interviewer to become available. They are able to quickly understand their relevance for a role and are able to reach final stages of the discussion faster. Lastly, since IaaS ensures a structured interview, all candidates get an equal opportunity and are able to demonstrate their capabilities in a bias free environment.
The interview as a service process involves several stages from initial setup to management and scaling.
At this stage, job description and a calibration call with the hiring manager is conducted, if feasible. Interviewers convert the inputs received into a list of skills & identify the difficulty level at which the skill is to be assessed. To further standardize the candidate evaluation, against each skill, a pool of questions is mapped.
Questions typically are sourced from a pre-existing library. Even client mandated questions can be configured.
Next, companies or recruiters upload the candidate’s CV or resume into the IaaS portal either directly or through integration with internal recruitment systems.
This is the starting point for candidate screening; the platform often uses AI-based algorithms to perform an initial screening of the CV or resume to match it against the job description. Candidates also receive a welcome email at this stage.
Candidates are sent a calendar link to find available slots. Non-responsive candidates are called by the IaaS service provider to get availability. Using this, IaaS solutions are able to automatically schedule interviews using multiple types of scheduling logics. In case of remote or international hiring, the platform automatically adjusts based on the time zone for smooth scheduling.
Candidate, interviewer and recruiter are informed about the scheduled interview. The candidates are sent notifications or follow up through multiple channels of communication like WhatsApp or email or IVRS.
The candidate uses the shared easy single-sign-in link to easily access the branded interview room. Online support like chatbots, FAQs and live support is offered to the candidates to assist them if they run into any technical issue. Even interviewers reach out to the candidates in case of any delays or issues.
Automated proctoring kicks in to monitor and ensure the integrity of the interview process. Based on the requirements of the job description the candidate is subjected to assessments including technical questions, coding challenges, scenario based questions and others. Once the interview is done the interviewer adds their feedback to the platform which generates a feedback report. Feedback report among other things includes verdict, video recording, proctoring findings, skill & question level feedback and other custom inputs.
Interview as a Service (IaaS) leverages various technologies and tools to enhance the recruitment process, making it more efficient, scalable, and candidate-friendly. Key components include video interview platforms, scheduling automation, proctoring technologies, applicant tracking system (ATS) integrations, and advanced assessment tools. Below is an overview of these technologies and their roles in IaaS.
Video interviewing is a central feature of IaaS, allowing organizations to conduct interviews remotely. Some of the features required in a platform designed to support video interviewing include:
Integrating IaaS with ATS is crucial for streamlining the recruitment workflow. This integration allows for seamless data transfer between systems, improving efficiency in managing candidate information. Such an integration delivers:
Assessment tools are integral to IaaS platforms, enabling organizations to evaluate candidates’ skills effectively. These tools can include coding assessments, personality tests, and situational judgment tests.
AI technology plays a pivotal role in enhancing the effectiveness of IaaS by providing data-driven insights and automating various processes.
Efficient scheduling is essential for managing high volumes of interviews. IaaS platforms often include automated scheduling features that allow candidates to select interview times that suit them best. By interacting with these platforms candidates are able to share their availability through multiple channels including email, WhatsApp, etc. Platform is then able to identify the interviewer who’s available at the given time and able to schedule interviews. Relevant stakeholders including interviewer, candidate and the recruiter are notified of the interview schedule. The platform also automates candidate follow-ups and is able to provide automated rescheduling options to both the interviewer and the candidate. Recruiters too remain in control of the entire process through their admin logins.
Additionally, the solutions provide:
Proctoring is an act of monitoring a test either in-person or virtually, an individual who supervises the examination is called a proctor.
In an interview as a service, proctoring refers to monitoring candidates during interviews or assessments, ensuring that they adhere to required rules and guidelines.
To understand the solutions which can protect against proctoring, refer to our Interview Proctoring blog.
When using Interview as a Service (IaaS), clients must take several key steps to ensure a successful hiring process. Here’s an overview of what clients should do:
1. Define Hiring Needs: Clearly outline the positions you need to fill, including specific skills and experience required. Determine the qualities and competencies you are looking for in candidates to guide the interviewers.
2. Collaborate with Interviewers: Share relevant information about the specific role to help interviewers tailor their approach. Discuss any particular interviewing techniques or questions that align with your company’s hiring needs. Once the interviewer prepares their approach for an interview, review the same and share feedback.
3. Integrate system and tools: Ensure compatibility between the provider’s platform and your internal Applicant Tracking System (ATS) or other HR tools for smooth data flow and tracking.
4. Monitor Progress and Feedback: Make sure to regularly check dashboards, reports, and collect feedback from interviewers regarding candidate performance and fit for the role. Share next round feedback about the candidates selected in the IaaS partner round. This’ll enable the IaaS partner to make necessary adjustments to their interviewing approach and deliver high conversion rates.
Interviewers can enhance the effectiveness of the interview process by:
IaaS process is designed to be a delightful experience for the candidates. If at any stage the service doesn’t meet their expectations, they should share their feedback which will ensure that the process keeps adapting to the evolving needs.
Quality management in the context of IaaS includes ensuring that the interview processes are effective and aligned with the desired outcomes of both candidate and employers.
This means establishing a structured process for conducting interviews—creating pre pre-defined set of questions , training the interviewers to ensure they possess the necessary skills to assess candidates effectively.
A very effective quality management system in IaaS is the interviewer rating system. In addition to a skill match this system ensures that only the interviewers who are closely aligned with delivering a good service level including candidate experience are part of the shortlisted pool.
In Interview-as-a-Service (IaaS), the data output is designed to enhance the hiring process by offering actionable insights and real-time updates. Here’s how it works:
These outputs help organizations maintain transparency, improve decision-making, and create a smoother recruitment experience for both candidates and teams.
IaaS can facilitate various types of interviews such as the following:
In the technical interviews candidates are asked to solve coding problems in real-time or through pre-recorded assessments. These platforms have tools for live coding environments where candidates can write and execute code while interviewers observe.
Functional interview comprises interview rounds for marketing, finance, and HR roles. Candidates are assessed on their understanding of the subject, software and tools knowledge, they may also be asked behavioral questions that explore their past experiences and role play scenarios to demonstrate their approach to problem solving skills and analytical abilities.
These assessments focus on understanding how candidates handled past situations, which can predict their future performance in a similar context.
The candidates are asked competency-based questions that require them to describe situations where they demonstrated relevant skills or behavior.
IaaS enhances the candidate experience by ensuring a professional, streamlined, and engaging hiring process. Unlike traditional interviewing, where candidates may face inconsistent evaluation or long delays due to internal resource constraints, IaaS leverages trained, unbiased experts to conduct interviews efficiently and fairly. This approach provides a standardized process, reducing the likelihood of candidates feeling they were judged unfairly or inconsistently.
Additionally, IaaS often integrates advanced scheduling tools and automation, minimizing delays and making the process more convenient for candidates. Interviews can be scheduled quickly, sometimes within hours, which reduces the frustration of long waiting periods. The use of structured evaluation frameworks ensures that candidates are assessed objectively, leaving them with a sense of fairness and professionalism, even if they are not selected.
The quality of communication is another critical improvement. Professional interviewers are trained to ask relevant, well-constructed questions, avoiding unnecessary stress or ambiguity for candidates. Many services also offer post-interview feedback (when shared by the company), giving candidates insights into their performance, which helps them feel valued and respected, regardless of the outcome.
Overall, by offering a transparent, prompt, and respectful process, IaaS not only improves the candidate’s perception of the hiring company but also enhances their overall experience, increasing the likelihood of them recommending the organization to others or applying again in the future.
Interview as a Service (IaaS) significantly reduces time-to-hire by streamlining and optimizing the interview process. Traditional hiring models often involve long delays due to the limited availability of internal interviewers, scheduling conflicts, and inefficient coordination. IaaS addresses these challenges by providing on-demand access to a pool of professional interviewers who can conduct assessments at scale, ensuring quicker turnaround times.
With IaaS, companies can bypass the bottlenecks caused by internal team workloads. For instance, rather than waiting for busy employees to interview candidates, organizations can schedule interviews immediately with IaaS professionals, often completing multiple interviews in parallel. This rapid scheduling accelerates the overall hiring timeline, especially during high-volume recruitment drives.
In addition, IaaS services often leverage technology and automation for scheduling, tracking, and delivering feedback, eliminating manual inefficiencies. Detailed post-interview reports are generated quickly, enabling hiring teams to make informed decisions faster. By minimizing delays between stages of the hiring process, IaaS ensures that companies can secure top talent before competitors and reduces the risk of candidate drop-off due to prolonged waiting periods.
Ultimately, the reduction in time-to-hire not only speeds up recruitment but also improves the candidate experience and increases operational efficiency, making it a valuable solution for organizations aiming to scale quickly or meet urgent hiring demands.
One of the standout benefits of Interview as a Service (IaaS) is the ability to tap into a global network of expert interviewers. Unlike traditional in-house hiring, where interviewer expertise may be limited to the organization’s internal talent pool, IaaS provides access to skilled professionals worldwide. This global access allows organizations to overcome geographical and skill constraints, especially when hiring for niche roles or emerging technologies. These experts specialize in diverse domains, industries, and technologies, ensuring that every candidate is assessed by someone with deep subject matter knowledge. For instance, a software engineering candidate can be interviewed by a professional with extensive experience in the specific programming language or framework required, leading to more precise assessments.
The flexibility of a global interviewer pool also enhances scalability. Organizations can quickly scale up interviewing capacity during hiring surges, no matter the time zone or location of the candidates. This is particularly valuable for companies with global operations or remote hiring strategies, as interviews can be conducted seamlessly across borders.
Additionally, the diversity of the interviewer pool contributes to a more balanced and unbiased evaluation process. Different perspectives from international experts ensure that candidates are assessed on their skills and potential, rather than localized preferences or biases. This approach not only improves the quality of hiring but also reflects positively on the company’s reputation in attracting top global talent.
By leveraging a global pool of expert interviewers, IaaS enables organizations to elevate their hiring standards, assess candidates accurately, and expand their reach to talent markets worldwide.
One of the key advantages of Interview as a Service (IaaS) is its ability to ensure consistent and unbiased evaluation processes. In traditional hiring models, interviews conducted by internal teams can vary significantly depending on the interviewer’s experience, mood, and individual biases. This lack of standardization often results in inconsistent evaluations, which can lead to poor hiring decisions and a diminished candidate experience.
IaaS addresses this challenge by using structured frameworks and standardized rubrics for assessing candidates. Professional interviewers follow objective criteria tailored to the specific role, ensuring that all candidates are evaluated against the same benchmarks. This eliminates subjective variations that might arise due to personal preferences, assumptions, or inconsistencies in question formats.
Unbiased evaluations are further ensured by leveraging interviewers who are external to the hiring organization. These interviewers have no prior knowledge of the candidates or vested interests in the outcome, which reduces the risk of favoritism, stereotyping, or other forms of unconscious bias. Additionally, their expertise allows them to focus purely on a candidate’s skills, problem-solving abilities, and suitability for the role, rather than being influenced by irrelevant factors such as appearance, communication style, or background.
The consistent application of evaluation processes also provides valuable data for comparison. Companies receive detailed, uniform reports on candidate performance, making it easier to identify the best fit for the role and enabling more objective decision-making. This consistency not only improves the quality of hires but also builds trust in the recruitment process, enhancing the employer’s reputation among candidates.
By ensuring fair, objective, and standardized assessments, IaaS helps companies make more accurate hiring decisions, reduce bias, and promote diversity and inclusion in the workplace.
IaaS is widely used across various sectors from healthcare, finance to IT industries among others. Here’s a detailed breakdown of how it’s used in these industries.
With rapid changes in technology, new project requirements, or seasonal demand spikes, there is always a need to fill numerous positions quickly. With IaaS companies can conduct multiple interviews simultaneously, which ensures faster processing of candidates.
These platforms connect companies with expert professionals skilled in emerging and specialised roles, ensuring accurate and objective assessment processes.
Hiring challenges in the healthcare sector often include managing the end-to-end recruitment process—screening, interviewing, and onboarding professionals. These delays and inefficiencies can directly affect patient care.
A shortage of skilled professionals can lead to
Overburdened and understaffed teams are left with little capacity to provide the high-quality care patients need, negatively affecting both outcomes and trust in the healthcare system.
In such scenarios, where the recruitment process involves significant time and resource investment, Interview as a Service (IaaS) platforms can serve as a game-changer.
For example, Biocon, a global biopharmaceutical company, successfully leveraged IaaS to modernize its recruitment process. The platform automated candidate data collection, engagement, and screening while replacing outdated methods with versatile, efficient, and scalable solutions. As a result, Biocon met its hiring demands without compromising on quality, saving valuable time and resources.
In this sector IaaS plays a critical role in matching candidates with expertise in cutting-edge technologies like blockchain, AI, and cybersecurity to roles that require both innovation and compliance.
Scalability is another critical advantage of IaaS in this sector. During periods of increased demand—such as tax seasons, regulatory audits, or business expansions—these platforms enable companies to onboard large teams quickly. Additionally, IaaS supports hiring local talent familiar with regional financial systems and cultural nuances when businesses enter new markets.
Enhanced usability further streamlines the recruitment process, allowing financial institutions to focus on strategic objectives while ensuring their hiring operations are both efficient and compliant.
IaaS help in high volume candidate screening, enhanced system to reduce candidate drop-out rates and improve overall candidate experience, reliable and unbiased interviews. This is particularly useful in the retail industry. The industry gets subjected to significant seasonal variations and maintaining internal assessment capacity is a major challenge.
IaaS helps both startups and enterprise organizations enhance scalability by providing a flexible, efficient and expert-driven approach to recruitment.
Mock interviews help freshers prepare for real-world jobs and experienced professionals to brush up on their skills, they get feedback on their candidature so they can get better at their interview skills.
Avoiding eye contact, nervous laugh, forgetting to share critical information, failing to think fast and respond fast, does it ring a bell? Interview nervousness can do a lot more harm than that, but all these can be prevented with mock interviews.
Institutes can select the type of interview like it, hr depending on the student’s career path
IaaS platforms employ protocols to protect candidate’s information such as their responses and personal details. Implement measures such as multi-factor authentication, role-based access to further limit data exposure. Both data at rest and data in transit are encrypted so that sensitive information is not intercepted or accessed by unauthorized users. These platforms often use cloud service providers like google cloud, AWS to encrypt and secure data.
IaaS platforms take several steps to protect candidate’s sensitive information.
Selecting the ideal Interview as a Service (IaaS) provider is critical to optimizing your hiring process, and FloCareer stands out as a comprehensive solution for businesses seeking to streamline and elevate their recruitment efforts.
Here’s a guide to making the right choice
When evaluating IaaS providers, prioritize those offering a wide network of professional interviewers across industries and specializations. FloCareer excels in this area, with a global pool of domain experts who can conduct technical, behavioral, and situational interviews tailored to the specific needs of your organization. This ensures that candidates are evaluated accurately and comprehensively, regardless of the role or technology.
The right provider should offer customizable solutions to align with your company’s unique hiring requirements. FloCareer provides tailored evaluation frameworks, allowing you to define the skills, competencies, and benchmarks critical for each position. This flexibility makes FloCareer an excellent choice for companies looking to maintain control while outsourcing critical parts of the process.
IaaS providers should be able to handle fluctuating hiring demands, whether you’re recruiting for a few positions or conducting mass hiring. FloCareer’s large interviewer pool and scalable model ensures seamless integration during peak hiring periods, enabling you to quickly ramp up interviews without compromising quality or efficiency.
Consistency and fairness in candidate assessments are essential. FloCareer’s structured interview process gives three layered control on evaluation :i) skill ii) questions and iii) rating guidelines. This eliminates subjectivity and promotes fairness in decision-making.
An ideal IaaS provider should leverage technology for scheduling, reporting, and seamless integration with your existing systems. FloCareer uses cutting-edge tools to simplify scheduling, provide detailed feedback, and generate actionable insights. Its compatibility with applicant tracking systems (ATS) (like SAP Successfactors, IBM WatsonX, RippleHire, Ceipal) and other HR tools ensures smooth workflows for your team.
A provider that enhances the candidate experience adds value to your brand. FloCareer prioritizes candidate satisfaction by offering timely, professional, and well-structured interviews. Its emphasis on clear communication and candidate-priority scheduling reduces delays, keeping candidates engaged throughout the process.
Cost is a crucial factor when choosing an IaaS provider. FloCareer offers transparent pay-as-you-use pricing models that balance affordability with high-quality service. With minimal upfront cost and no on-going commitment, it is an optimum solution for both small and large organizations.
Defining specifics helps the hiring organization and candidates align on what is expected, leading to better outcomes and a more efficient recruitment process.
This includes detailed job descriptions that outline the core responsibilities, skills, and qualifications required for the role. These descriptions help IaaS platforms create tailored interview questions, assessments, and evaluations.
Let’s say the role is for a data scientist, the requirements might include proficiency in machine learning algorithms, data processing skills, and experience with tools like Python or R.
Employers must specify which skills are required for a particular role and how they would prefer it to be assessed. For technical roles, this might include specific programming languages, frameworks, or platforms, while for non-technical roles, it could focus on soft skills, problem-solving abilities, and business knowledge. Additionally, define the structure of the interview such as the mix of technical interviews, behavioral questions, and competency assessments.
In addition to defining job requirements, it is also important to set clear role expectations for both interviewers and candidates to ensure a smooth interview process.
The integration of Interview-as-a-Service (IaaS) platforms into your existing hiring processes can enhance efficiency, scalability, and objectivity without disrupting established workflows. Here’s how organizations can seamlessly incorporate IaaS into their recruitment strategies:
Before implementing IaaS, take the time to define your recruitment goals. Are you looking to streamline the initial candidate screening process, or do you need a more comprehensive solution for technical assessments? Integrating IaaS into your existing workflows means you need to have a clear vision of how the service will support these goals. For example, if you’re scaling up quickly for seasonal hiring, IaaS can help manage a higher volume of candidates by offloading the initial interview stages to specialized experts.
For a smooth experience, ensure that your IaaS platform can integrate with your current Applicant Tracking System (ATS). Many IaaS platforms offer integration with popular ATSs like Greenhouse, Lever, or Taleo. This allows for seamless data transfer, from scheduling interviews to storing feedback. By automating this process, you can save time, avoid manual data entry, and keep all your candidate information in one place.
One of the main benefits of using IaaS is the standardization of your hiring process. It’s important to ensure that the interviewers, whether internal or external, follow a consistent format. By defining the interview criteria, questions, and assessment methods in advance, you maintain a consistent experience for all candidates, regardless of where they are interviewed. This will also ensure that evaluations are fair and that hiring decisions are based on comparable data points.
Clear communication is key when integrating IaaS with your internal teams. Keep the lines of communication open with your IaaS provider to ensure that any changes to your workflow, candidate requirements, or expectations are well understood. This collaboration ensures a smooth transition and helps the provider tailor their services to meet your needs. Additionally, regular updates on candidate feedback and interview performance can help your IaaS provider adjust their strategy and make improvements along the way.
A key factor in your hiring process is the candidate experience. Make sure that the IaaS platform you choose offers features that enhance this experience, such as easy scheduling, feedback mechanisms, and clear communication throughout the process. Candidates should feel engaged and respected throughout their interaction with your company. By integrating IaaS into your hiring workflows, you’re not only speeding up the process but also improving how candidates perceive your company.
While IaaS platforms handle a significant portion of the technical interviewing, your internal teams still play a role in evaluating cultural fit and final hiring decisions. It’s important to train your HR teams on how to best collaborate with the IaaS provider. This includes understanding the reports and feedback from interviews and knowing how to incorporate that information into the final decision-making process. Training internal teams ensures they can fully leverage the capabilities of IaaS and align it with the company’s long-term hiring strategy.
One of the advantages of IaaS is the wealth of data it provides about your hiring processes. From time-to-hire metrics to interview feedback and performance, there’s valuable insight that can help you refine your hiring practices. Regularly monitor the data generated through the platform and analyze trends. Are there certain skills that candidates are consistently struggling with? Are there common red flags across interviews? This data can guide you in making data-driven decisions to improve future hiring outcomes.
While IaaS platforms offer scalability, it’s always a good idea to start small and scale gradually. Begin with one team or department, and test how the integration works with your current processes. This gives you the opportunity to iron out any issues before expanding to other areas of your organization. As you scale, you can fine-tune your workflows and maximize the impact of IaaS across multiple departments or regions.
Cigna Group sets up India GCCs using FloCareer’s Interview-as-a-Service
Cigna, aiming to staff its largest global innovation hub, collaborates with FloCareer to swiftly and efficiently onboard over 1,000 tech & operations professionals, achieving a 62% conversion rate and maintaining high candidate satisfaction.
Deutsche Bank Achieves GCC expansion plan using FloCareer’s assessment services
Deutsche Bank accelerates its tech recruitment in India, leveraging FloCareer’s expertise to fill 272 roles efficiently with a 67% interview-to-next-round success rate, significantly enhancing the recruitment process.
Biocon delivers a new-age digital hiring experience to its candidates & hiring team with FloCareer
Biocon streamlines hiring with FloCareer, achieving a 33%+ selection rate and reducing time-to-hire by almost a week.
When comparing the cost of traditional hiring models, Interview as a Service (IaaS), and online tests, each approach offers distinct advantages. Traditional in-house interviewing incurs high costs due to employee time, salaries, training, and logistics, making it expensive and less scalable, especially for high-volume hiring. If employee cost & the delay in hiring is factored in then in-house interview model has a direct cost of INR 1900 & indirect cost as high as INR 28,500 (when delay in hiring is considered).
Interview as a Service, on the other hand, is typically more cost-effective, with a pay-per-interview model starting around INR 1200, reducing indirect costs through faster hiring cycles and freeing internal resources. It offers scalability and unbiased, expert evaluations but may require additional follow-ups for cultural fit.
Online tests are the most cost-efficient option, suitable for initial screening with pay-per-test or subscription fees starting from INR 600. While highly scalable, online tests are limited by the candidate participation. Typical tests suffer from a very high drop-out rate and lead to a significant wastage of sourcing efforts.
Effectiveness in Niche vs General Hiring
Here is a detailed overview on the effectiveness of traditional hiring models versus interview as a service when applied to niche versus general hiring.
General Hiring: Traditional hearing models are suitable for small scale hiring but struggle with scalability and speed. Example: A retail chain hiring 50 sales associates might take weeks to manually review resumes, schedule interviews, and conduct multiple rounds. Whereas IaaS Streamlined processes handle large candidate volumes efficiently. Reduces scheduling conflicts with asynchronous interviews. Accelerates time-to-hire, often cutting recruitment timelines by 30-50%.
Niche Hiring: Traditional hiring models rely on internal resources and hence in case of niche hirings they suffer from assessment bottlenecks. Either there aren’t any internal resources who can interview for the role or their availability is highly limited. IaaS is very effective in such situations because of its ability to provide access to bigger talent pool.
Flexibility and Scalability Differences
Traditional hiring model
The traditional hiring model has limited flexibility due to its reliance on rigid, manual processes like in-person interviews and scheduled screenings. It struggles to adapt to candidate preferences for remote or asynchronous assessments and faces challenges with time-zone differences and logistics, especially in global hiring scenarios. Scalability is also a major limitation, as it depends heavily on human resources for every stage of the hiring process. Scaling up for large volumes requires more recruiters, increased administrative work, and longer timelines, making it resource-intensive. High-volume hiring often leads to bottlenecks and inefficiencies, delaying the overall recruitment process.
Interview as a service
Interview as a Service offers a high degree of flexibility, with remote and asynchronous interview options that accommodate the needs of both candidates and employers. It adapts seamlessly to global hiring by removing time-zone and logistical barriers and can quickly adjust hiring processes to meet changing organizational demands. IaaS excels in scalability, leveraging automation to handle pre-screening, assessments, and scheduling efficiently. It maintains consistency and speed even during high-volume hiring campaigns, reducing the need for additional HR resources while keeping costs and timelines under control as hiring needs grow.
Interview as a Service (IaaS) is evolving rapidly, influenced by advancements in artificial intelligence (AI), the need for robust proctoring solutions, and the expansion of global hiring practices.
AI is revolutionizing IaaS by automating candidate screening, scheduling, and assessments. Platforms utilize AI to analyze video interviews, evaluating candidates’ responses and non-verbal cues to predict job performance. This integration enhances efficiency and reduces human bias in the hiring process.
Ensuring the integrity of remote assessments is a significant concern. Automated proctored assessments are designed to combat fraud by monitoring candidates during evaluations, ensuring fairness and unbiased evaluations.
The shift towards remote work has expanded the talent pool globally. IaaS platforms are adapting to this trend by offering services that accommodate various time zones and cultural nuances, facilitating seamless global recruitment.
Automated interviews enable organizations to process a large volume of candidates swiftly. By standardizing questions and evaluation criteria, they ensure consistency across assessments, reducing human bias and variability. This approach allows recruiters to focus on top-tier candidates, streamlining the hiring process.
Automated interviews can be scheduled at candidates’ convenience, accommodating different time zones and personal schedules. This flexibility enhances the candidate experience, making the process more inclusive and accessible.
By automating initial screening and assessment stages, organizations can reduce the need for extensive human resources in the early phases of recruitment. This leads to cost savings and allows HR teams to allocate their time to more strategic tasks.
Automated interviewing systems can easily scale to handle varying volumes of applicants, making them particularly beneficial during peak hiring periods or for organizations with large-scale recruitment needs.
These systems can collect and analyze data from interviews, providing valuable insights into candidate performance and potential fit. This data-driven approach supports more informed decision-making.
As the recruitment landscape evolves, candidates’ expectations are shifting towards more personalized, efficient, and transparent hiring processes. Interview as a Service (IaaS) platforms are increasingly pivotal in meeting these expectations.
Candidates now seek a recruitment process that acknowledges their individuality and career aspirations. IaaS platforms facilitate this by offering tailored interview experiences, allowing candidates to showcase their skills and fit for the role more effectively. This personalized approach enhances engagement and satisfaction.
In an era where time is valuable, candidates expect a streamlined, transparent and quick hiring process. IaaS platforms address this by providing clear communication, timely feedback, and efficient scheduling, thereby reducing the time-to-hire and keeping candidates informed at every stage.
With the rise of remote work and diverse work environments, candidates prefer flexible and accessible interview processes. IaaS platforms support this by offering remote and asynchronous interview options, accommodating various time zones and personal schedules, which enhances the candidate experience.
Candidates are increasingly interested in organizations that align with their personal values, such as diversity, equity, and inclusion (DEI). IaaS platforms can incorporate assessments and interview processes that reflect these values, ensuring a better cultural fit and attracting candidates who share the organization’s ethos.
Below we have debunked some of the common myths and misconceptions that people often have about interview as a service platforms:
A common concern for recruiters and hiring managers when outsourcing the interview process is that external interviewers might lack insight into the company’s values and culture. This raises fears about hiring candidates whose professional values may not align with the company’s ethos or expectations.
Here’s the truth,
Interview as a Service (IaaS) platforms are designed to handle only the initial stages of candidate evaluation, focusing on technical skills and role-specific expertise. By doing so, IaaS ensures that candidates who progress to later stages already meet the technical requirements for the role. The final assessments—where cultural fit, values, and soft skills are crucial—remain fully under the hiring company’s control, allowing them to make informed, holistic hiring decisions.
Another misconception is that the cost of services is high when compared with in-house interviewers. Most often hiring organizations miss to look at the following costs when making this decision:
Data privacy and security are top priorities when it comes to outsourcing the interview process. Many clients share concerns about the confidentiality of candidate information when using external platforms. These questions often include: How do IaaS platforms ensure candidate privacy and security? Will my candidate information be secure given that an IaaS provider works with multiple clients competing for similar talent?
Rest assured, IaaS platforms take stringent measures to protect sensitive information. Role-based access ensures that the data shared by a given client can be accessed only by the authorised personnel of the client. Additionally, the platforms utilize strong encryption methods, such as AES-256, to secure data during transmission, ensuring that all candidate information is encrypted and protected.
FloCareer is ISO 27001 certified, demonstrating its adherence to internationally recognized security standards established by the International Organization for Standardization (ISO). This certification assures clients that FloCareer operates with the highest levels of data protection and security protocols.
However, be careful about sharing your data with an IaaS provider who also offers sourcing services. This creates an inherent conflict of interest and may lead to situations where your data may be compromised.
IaaS platforms implement a structured interviewing process, where all candidates are evaluated using the same set of questions and rating guidelines. This predetermined format minimizes the influence of personal biases and ensures a consistent evaluation framework. Additionally, these platforms employ interviewers from diverse backgrounds and perspectives, further reducing the likelihood of bias and fostering a fair hiring process.
Yes, IaaS platforms can be customized to cater to specific job roles. They offer features such as tailored assessments that evaluate the unique skill sets required for a position, custom interview templates designed for role-specific criteria, and seamless integration with existing HR systems. This adaptability ensures that the platform aligns with the organization’s hiring needs while delivering accurate and relevant candidate evaluations.
IaaS platforms prioritize data security and privacy by implementing robust measures, including encryption for both data at rest and in transit. They integrate Identity and Access Management (IAM) systems to effectively manage user identities, access rights, and authentication processes. Features like PII masking and role-based access ensure that only authorized personnel can access sensitive information. To further enhance security, these platforms adhere to industry standards like GDPR and obtain certifications like ISO 27001 validating their commitment to best practices in data security and privacy.
IaaS enhances the candidate experience by providing a fair and consistent interview process, ensuring that all candidates feel they are evaluated objectively. This structured approach not only fosters transparency but also minimizes biases, creating a positive impression of the hiring process. Additionally, IaaS platforms prioritize timely feedback, making candidates feel valued and respected for their time. They also offer flexibility by utilizing various communication channels, allowing candidates to participate in interviews seamlessly, regardless of location or schedule constraints. This comprehensive approach ensures a smoother and more engaging experience for candidates.
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