User Interviews (Recruiting Platform)- The Complete Guide to Interviewing/ Hiring
How do you know that the interviewee is qualified? How can you tell if they are a good match for your company? It’s time to stop asking yourself these questions and start interviewing them! User interviews are an indispensable recruiting tool offering valuable insight. But if you want to uncover the best candidates, you have to do better than your competitors.
What is ‘User interviews’ all about?
Recruiters can fuel their growth and innovation through fast access to quality participants.
User interviews are a simple way to get inside your users’ heads and learn their motivations, habits, needs, preferences and pain points. User interview techniques provide insight into user behavior which is essential for product success.
User Interviews connect researchers and participants through a ‘ User test’ or a series of questions. User tests are based on research methods conducted with the purpose to find out how real users behave when they interact with your product . They provide insights into what works in your profession and what does not work for them, on which platform, on which device etc.
These interviews collect data from the respondent that will help you understand who your customers actually are, how they are using your product and what their experience is like. This information can be used to change design decisions related to user interaction. User interviews provide the interviewer with qualitative data and quantitative data, providing an insight into:
– User needs
– User behavior
– User expectations
– Successful paths through a website etc.
They also help you understand the User’s level of satisfaction with your product – which features are working well, and what needs improvement. User interviews aid in understanding the way users actually use a website.
– User tests
– Surveys
– Person Focus Groups
– Incentives
However, it is difficult to ask questions that will help you understand how real people think because they do not always know themselves! So how do you design the right questions in User interviews?
Designing effective User interview questions
There are two types of user interview methods used when designing User Interviews:
– Structured interviews (which include focus groups) and
– Unstructured or ‘natural’ interactive sessions. Each type has its own benefits, which make it an effective User interview tool.
Unstructured interviews: These User interviews are conducted by allowing the participants to naturally interact with your product, or a prototype of it .
During these sessions you do not ask any questions; instead when they highlight an issue in their interactions you can probe further and understand why this happened (and how) etc. User Testing sessions are usually recorded so that the User interviewee’s actions can be put in a summary and analyzed later.
How do recruiters benefit from User Interviews?
Recrutiers get fast access to quality participants or earn money by participating in studies. User interviews are a great way to get direct and honest feedback from customers about the User Experience (UX) of your website or app. You can ask them targeted questions, observe their behavior, and learn how they feel throughout the entire experience – all in one sitting.
User Interviews can help you:
– Identify the right talent
– Create a strong employer brand
– Reach your target audience more efficiently and effectively
– Improve the quality of hiring decisions by exposing recruiters to real users who can talk about their experiences with current or potential hires.
How can using User Interviews save money?
User interviews also help you save money, as effective interviewing will reduce the number of candidates that don’t meet all criteria for the position.
User interviews are also used to screen applicants before they are invited for an interview with the hiring manager, which saves time and money by ensuring that both parties agree on what is needed from the candidate.
– User interviews have low cost per interview compared to other forms of research
– User interviews give recruiters access to real users who can talk about their experiences with current or potential hires. This saves time and money by ensuring that both parties agree on what is needed from the candidate.
User interview companies charge on per user basis, so it is usually more cost effective for recruiters and businesses with smaller budgets.
What makes User Interviews effective?
– User experience research experts conduct thorough in-person or remote user tests across all devices (desktop, mobile)
– User interviews are fast.
How quickly can you start identifying the right talent?
User Interviews take the anxiety out of hiring decisions. The time it takes to find the right User Experience person can be cut in half. User interviews provide a quick and easy way to compare multiple candidates against your criteria. Whether you are hiring for a large company, start-up or non-profit User interviews are a User experience research tool that all companies should be using.
What are User Interviews NOT good for?
User interviews cannot cover everything, but they can help you reach key insights that will inform your recruiting strategy by providing information about users’ motivation to use a product or service. User interview techniques provide insight into user behavior which is essential for product success. User interviews are an indispensible recruiting tool that can help you uncover the best candidates for your company!
Why should I use User Interviews?
User Interviews give you an opportunity to hear first-hand:
What do users think of the User Experience (UX)?
What features they like and which ones are confusing?
How would they describe their User Experience (UX) to a friend?
Why did they choose this product over others in the category, or why not?
What frustrates them about other options available on the market today.
What else can recruiters get from User Interviews?
Recruiters can also get fast access to quality participants or earn money by participating in studies.
Planning Your User Interviews
Recruiter Tips for User Interviews:
– Schedule an interview in advance
– Prepare a User interview script in order to make sure you cover your main User Interview questions
– Ask open ended questions that will help recruiters discover the information they are looking for, while avoiding yes/no answers. For example: “What were you trying to accomplish when you clicked on this button?” instead of “Did you click on this button by mistake?”
– Ask User Interview questions at the end of your interview
– Keep an open mind and do not over analyze User Interview results. Be prepared to receive negative User feedback, but also positive User comments! Too much negativity can be discouraging; too much positivity might make you think there is nothing wrong with the User Experience (UX) or that User interview participants are biased.
How can recruiters find User Interview participants?
Recruiters should always ask their network for referrals and recommendations from peers- it’s the most efficient way and best place to start! Recruiters can also use social media tools like Facebook, Twitter and LinkedIn to communicate with friends, colleagues and professional contacts about User Interviews.
What are other User interview techniques?
Other User interview techniques include: user surveys, card sorting sessions and diary studies. While these User interviews may not fit into your current recruiting strategy, they can be great tools to uncover additional information that will help you make better hiring decisions in the future!
Learn more about recruitment here.
How to conduct interviews effectively?
A User interview script is your best friend. It’s a guide of open-ended quesations designed to help you conduct the User interview. They help you avoid vague questions and make sure you cover all of your main questions, all whilst maintaining a good rapport and empathy as a recruiter. Recruiters should set aside in advance sufficient time to prepare the ideal dialog, so that there is a natural, casual conversation but be flexible enough that they can go off-script if needed during User interviews to ensure a relaxed user experience during the live interviews.
Types Of Interviews
User Interview vs Standard Recruiting Process
One reason why companies turn to recruiting platforms for hiring users is because the recruiting process takes too long. User interviews are not only a great way to speed up your hiring but also ensure you hire users who will be successful at their jobs.
User Interview vs Standard Recruiting Process
Interviews provide an opportunity for both parties to see if they would make good matches and allow them to assess how well they work together. User interviews are only one part of the recruiting process but getting them right is incredibly important to your recruitment efforts.
Types Of Interviews
There are many types of user interviews you can run, including: unstructured or structured, remote or in-person and moderated vs unmoderated – here’s more on the types of user interviews you can run.
Unstructured Interviews
Unstructured user interviews are where one person asks questions and the other answers them, with little structure or guidance on how to answer. This type of interview is best used for research purposes but does not give much insight into whether someone would be a good fit for the company.
Structured Interviews
Structured user interviews are set up with a specific interview guide that is used for all candidates – keeping things consistent and professional throughout the process. They offer more insight into whether someone would be successful at their job but take longer to complete than unstructured ones, which can make it difficult to manage a larger number of candidates.
Moderated Interviews
The best type of user interview is the moderated one, where a third party moderates and controls the questions being asked to both parties. This gives more insight into whether someone would be successful at their job as well as ensuring consistency throughout your hiring process – check out our complete guide to moderated user interviews.
Unmoderated Interviews
An unmoderated interview is where neither party has someone to control the questions being asked or who moderates them – which can mean that an interview goes off on a tangent and becomes too informal, making it difficult for you to assess whether someone would be successful at their job. Unmoderated user interviews can be used for early-stage screening or where there is an existing relationship between the interviewer and interviewee.
Remote User Interviews
Most user interviews take place in-person but remote ones are becoming increasingly popular, especially when you’re screening large numbers of candidates or for roles that require a lot of time spent working remotely User interviews are a great way to find out more about a candidate’s skills and experience, as well as how they work in different situations – but make sure you choose the right type of interview for your company.
User Interview vs Standard Recruiting Process
Interviews are an indispensible recruiting tool. But if you want to uncover the best candidates, you have to do better than your competitors.
How much does User Interviews cost?
There are 4 price plans for User Interviews;
Pay as you go – $45/interview B2C, $90/interview B2B
Starter – $175/month (60 User Interviews per year, unlimited rollovers)
Essential – $325/month (60 User Interviews per year, unlimited rollovers)
Custom – Let’s talk (flexible package to fit your needs)
Other Popular Recruiting Platforms
Zoho:
Zoho Recruit is a recruiting platform that allows small and midsized businesses to manage their entire hiring process – including the creation of job postings, screening candidates, performing background checks and more. It’s free for employers with fewer than 30 employees or $12/mo per user if you have larger teams.
Krux:
Krux helps marketers make better decisions about people by providing data-driven insights on audiences, customers and prospects. Krux works with companies to build innovative solutions while eliminating the complexity of managing multiple technologies.
Nova:
Nova is a recruiting platform that gives you access to over 400 million professionals across 100 countries worldwide – helping you find and engage talent, wherever they are. Nova is trusted by over 25% of the Fortune 500 and has a large network of niche and industry professionals which makes it easy to find candidates for your job postings.
LinkedIn:
LinkedIn is a social networking site that lets businesses to post jobs and find the best talent. With LinkedIn, you can search for specific skills or people who work at your competitors, as well as see how many degrees of separation they are from you – which makes it easier to connect with them and ask about open positions within their company.
Teamable:
Teamable is a recruiting platform that helps companies hire the best talent through referrals from employees’ trusted networks. The app also provides insights into company culture, giving you access to reviews and feedback on work environments – which makes it easier for you to find out if candidates would be happy working with your team before inviting them in for an interview.
Hiring:
Recruiting is one of the most important processes that any company can go through. User interviews are a great way to find out more about a candidate’s skills and experience, as well as how they work in different situations – but make sure you choose the right type of interview for your company.
Personio:
Personio is a recruiting platform that helps you attract and hire the best talent. It has tools to help manage your recruitment process, including an applicant-tracking system for managing resumes, as well as sourcing tools such as email marketing campaigns and job postings – all of which are designed to increase conversion rates from passive candidates. Personio also provides you with reports on your hiring strategies so you can improve them, as well as follow up when needed.
Smart Recruiters:
Smart Recruiters is a smart recruiting platform that helps you find the best talent and streamline your hiring process. It has easy to use search tools, allowing you to sort through resumes according to location, education level and experience – which makes it easier for you to identify high-quality candidates before reaching out with job postings or emails. Smart Recruiters also has tools for scheduling interviews and managing communication with candidates, as well as setting up check-ins to follow up on their progress.
Which Recruiting Platform Is The Best?
There is no ‘best platform’ for recruiting. User interviews are a great way to find out more about a candidate’s skills and experience, as well as how they work in different situations – but make sure you choose the right type of interview for your company.
Recruiting Platforms For Professionals
An increasing number of companies are turning to recruiting platforms as a way to find new talent. User interviews are a great way to find out more about a candidate’s skills and experience.
Recruiting Platforms For Small Businesses
Small businesses are using recruiting platforms to find new talent. User interviews are a great way to find out more about a candidate’s skills and experience, as well as how they work in different situations – but make sure you choose the right type of interview for your company.
Recruiting Platforms For Non Profits
Nonprofits are using recruiting platforms to find new talent User interviews are a great way to find out more about a candidate’s skills and experience, as well as how they work in different situations.
Final thoughts
Increasingly popular, recruiting platforms are changing the way businesses find and hire new talent.
User interviews are a great way to find out more about a candidate’s skills and experience, as well as how they work in different situations – choose from different types of interviews and you’ll be able to find the perfect candidate for your company.
