What Is Talent Interview?
Talent Interview is a platform developed to facilitate the recruitment process and measure the candidate's technical skills using artificial intelligence technology. The platform developed by Huawei Turkey R & D Center. In order to measure the candidates' code information, the ready questions on the platform are sent to the candidates by selecting the difficulty level. There are 3 difficulty levels and a question pool of around 3000 questions. Talent interview also uses 2 main functions, artificial intelligence technology and screen image processing, to measure whether candidates are cheating or not, and sends them as a report. It detects and records situations such as the appearance of someone else on the screen, hearing sound, getting up from the candidate, using the phone. Talent Interviews are not a system that can only be used by programmers. Human Resources can create an interview by creating an appropriate exam category for the position the company is looking for and adding questions. For example, they can add questions they have prepared to measure their English proficiency level and send them to candidates.
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What Is An Online Interview? How To Prepare For An Online Interview?
Online interview is the exam that companies apply to candidates at the beginning of the recruitment process to make pre-evaluation of candidates who apply for the appropriate position. Online interviews reduce transportation costs, speed up the interview process, and allow hiring managers to interview candidates living in different cities/countries. There are 2 types of interviews that are commonly used as online or remote interviews and these are live video call interviews and recorded video interviews.
- Video call interviews: The most common online interview type is video call interview. It is carried out as similar to the face-to-face meetings by using a program such as Skype, Zoom, or Google Hangouts.
- Recorded video interviews: You can record your videos while answering the interview questions as another online interview method. For this interview, the interviewer will send a list of questions and a deadline to the candidate. The candidate records herself/himself with a computer camera while answering every question on the list. After answering the questions part is done, the candidate will upload the video and send it back to the interviewer.
Preparing for an online interview is a critical element of the interview for the candidate. The following steps are followed to effectively prepare for an online interview;
- Test the technology of the equipment you will use: Make sure that the microphone and speakers are working and the Internet connection supports high-quality live video. Besides, the real name should be used in the video conferencing tool (Zoom, Skype, etc.) instead of names such as nicknames for easy identification and professionalism. Before the interview, the equipment can be tested by making a trial call with a friend or a family member.
- Do practice: Get to know the company well and be clear about why you want to work there. Learn about the technical questions you may be asked about the position you are applying for. After doing all of this and preparing yourself, you may practice with someone you know.
- Choose the place where you will be interviewed smartly: You should choose a calm and quiet place for your meeting before the scheduled meeting time or day. Find a quiet room with minimal noise and no distractions. Make sure that you have adequate lighting (preferably natural) and that nothing is distracting in the background. Make sure that people in the house do not disturb you and that your pet cannot enter the room if you have any.
- Gather your necessary materials: Keep a notebook and pen to take notes and keep them near your computer so that you can reach them easily. You can print a copy of your resume, which you can refer to during the interview. It is also helpful to make a list of the important points you want to say in the interview. All of these tools can be helpful, but make sure they don't get too distracted during the interview.
- Prepare your own questions: Talk about yourself briefly, besides preparing answers to some general interview questions such as the reason to quit your current job, it would be good to prepare a few questions to yourself. Any question that allows the interviewer to share additional information about what they expect from the ideal candidate will assist you in the next stage of the interview.
- Wear business attire: Even if you are not going to meet your interviewer in person, it is still important to dress professionally.
- Make eye contact: When answering questions, you will need to focus directly on the webcam, not on the interviewer, or your own face. Maintaining eye contact and nodding will show that you are involved with the interviewer and that you are listening attentively.
- Check your body language: Smiling and nodding while the interviewer is speaking are important. These gestures of body language indicate that you are listening to people you are talking to. Sit up straight and act as you would act during a face-to-face meetings.
- Relax: During the online interview, your worst enemy may be your own anxiety and nervousness. Confidently communicating with the interviewer is much more likely to leave a lasting positive impression than communicating with a nervous attitude.
- Follow up the application status after the interview: During the interview, asking how long the process will be completed will help you about how long you should follow up the status after the interview. Based on the information you received after the interview, wait a few days/weeks and contact them if you haven't heard from the interviewer. Ask them if the recruiting process is ongoing and if they need more information from you or not. Always remember to thank the interviewer for their time.
Online interviews are more widely used by companies to examine new potential staff. The preparation process of the recruiting Human Resources specialist is as important as the preparation of the candidate. The factors that the interviewer should pay attention to while preparing are listed below;
- Planning: When sending an invitation mail for an online interview, it would be good to include a link to the invitation.
- Appearance: Wear the outfit you wear for a face-to-face meeting.
- Your environment: Make sure that you will be in a quiet place and that will not be disturbed during the online interview.
- Audio and video image test: To avoid delays at the start of the online conversation, conducting an audio and video test before the call begins will prevent technical glitches.
- Examine the candidates' resume beforehand: Examining the candidate's resume beforehand and taking notes will make the interview more efficient. Determining the problems to be asked in advance will ensure that all the issues are discussed during the interview.
- Take notes: Make sure to take note of the important parts that the candidate said during the interview. It will be helpful when comparing with other candidates.
As is known, most of the private companies have entered the process of working from home during the pandemic process. During the recruitment of new employees to the company, it is necessary to follow up the recruitment process online as it is very unlikely to meet face to face live. For the candidate to be evaluated online, there is a need for a system that provides a smart system and remote evaluation process. Talent interview platform has a smart evaluation process for needs and has been developed to facilitate the recruitment process.
Part of the difficulty of having an effective interview is writing the right interview questions. An online interview should be planned and organized like a face-to-face interview. For effective online interview questions, Human Resources can prepare questions for candidates using the following methods;
- Related interview Questions:. Interview questions should consist of questions asked to be answered on the subject being researched. When preparing interview questions, each question should help answer the research related questions and understand the topic
- Open-ended Questions: Effective interview questions are designed to provide a wide range of responses to the respondent. This demonstrates that you should avoid writing "yes or no" questions and encourages candidates to give detailed answers. Instead, it's better to write questions that start with interrogative pronouns such as: Who, What, Where, When, Why, How. These types of questions enable the respondent to answer in a variety of ways. It also encourages them to explain or justify their responses.
- Clear Questions: When writing the interview questions, each question should be formulated in simple and clear prose. Respondents need to understand each question and how to answer them, otherwise the information sought from candidates cannot be obtained.
- Practicable Questions: Good interview questions should be tailored to the extent that the respondents have the information to answer. It should be ensured that the interviewed candidates have the knowledge and experience to give qualified answers to the questions asked.
- Neutral Questions: Good interview questions avoid making judgmental assumptions about curiosity. Therefore, when writing your interview questions, you should avoid loaded or leading questions. That is, questions should be asked objectively, without implying that there is a right or wrong answer, or good or bad viewpoints on the subject.
Another important issue in online interviews is checking the candidate. Although this is difficult in an online interview, trust can be built by paying attention to some points;
- Make sure that the camera and microphone are on all the time during the interview,
- Make sure that the candidate is not looking at another screen or person by checking whether he/she is making eye contact with the interviewer,
- Make judgments based on the candidate’s body language,
- Check that whether the candidate is paying attention to issues such as their outfit they wore, background, and the silence of the environment that they picked to join the interview
- Check that whether the candidate has done all the necessary technological preparation and joined the interview or time.
Although the online interview duration varies according to different sectors, it is generally expected to last between 45 minutes and one hour.
For the positions where technical knowledge is measured, such as software, there is a need for technical exams as well as interviews.
For the software industry, candidates will be expected to take the exam with online technical information as well as the online interview, so an additional exam of 45 minutes to 2 hours is added to the interview.
- If the developer is to be recruited, the candidate is expected to write code and this period is approximately 2 hours within the framework of the questions determined according to the candidate's experience.
- If the tester is to be recruited, the candidate may not be expected to write code, but elective questions may be directed to measure the code knowledge. In this case, an average of 45 minutes can be chosen for the exam.
Besides, these exams are added to the online interview for companies that want to take exams such as general knowledge, English, and personality inventory.
- General ability tests usually take between 30 minutes and 45 minutes.
- Personality inventory exam takes 20-30 minutes.
- The English placement test usually takes between 30-45 minutes.
First impressions will be made quickly. For this reason, the first minutes of the interview and the candidates introduce themselves well can change the course of the whole interview. At the beginning of the online interview, the candidates should consider the followings while introducing themselves;
- They should avoid the distractions and maintain the eye contact.
- They should be confident and comfortable.
- They should be aware of their body language.
- They should prefer suitable clothes for the interview.
- They should be prepared about what to say in advance.
- They should practice introducing themselves to a friend.
- They should mention the past experiences and proven achievements, regarding the position.
- They should talk about how their current job is related to the job they newly applied for.
- They should focus on their strengths and abilities that can be supported by examples.
- They should mention the key features that emphasize their personality to let off the starting excitement and tension.
For example; They can start with the formula of the present, past, and future tense situations, which is a simple but effective method.
- Present Tense: They can talk about what their current role is, its scope, and perhaps a recent great success.
- Past Tense: They can mention to the interviewer how they got there and/or previous experience with the job and company they applied for.
- Future Tense: In the next step, they can state what they want to do and why they are interested in (and well suited to this position).
They can also tell about their suitability for the job by giving examples and completely mentioning their character traits. For example;
- Hard-working/Loyal/Reliable: “"I'm always the first person my friends look for because they know I'm always there for them. I make the same effort to make sure my job is done right and I'm always ready to help my team members."
- Creative/Innovative/Visionary: ““I love trying new things, creating new methods, and presenting new ideas. In my previous job, I was responsible for selling waterproof phones. One day I brought a transparent container full of water to promote waterproof phones. We took underwater videos and the phone was still working. When my manager found out, he made it a mandatory practice for all 150 locations.”
- Motivated/Ambitious/Leader: ““I believe I am very determined. During college, I was active in three clubs, worked full-time, and still managed to graduate at the top of my class. As the oldest sibling, I have always been a leader in some way. My brothers and sisters are constantly looking to me for advice.”
- Honest/Ethical/Conscientious: “I've been trying to stay ethical since I was little. I remember once finding six Disneyland tickets and 200 dollars in an envelope. I gave the envelope into the shop where I found it. My honesty paid
- Charming/Friendly/Extroverted: ““I've always enjoyed meeting new people and maintaining many relationships. My extroverted personality has really helped me during my career. My natural networking abilities allowed me to succeed in sales roles like this one.”
Talent Interview is an online exam platform developed to facilitate the recruitment process by using artificial intelligence technology. It is a platform that analyzes the behaviors of the candidate in the exam with features such as a copy control system and technical knowledge ability measurement. Talent Interview was conducted entirely by Turkish engineers of Huawei Turkey R&D center.
There are 2 types of exams on the Talent Interview platform. One of them is the "Online Interview" with code questions and the other is the "Online Pre-screening test" with only elective questions. The process from preparing for the interview and until the candidate completes the exam is defined as follows:
- The candidate applies to the job post opened by the company.
- HR communicates with the candidate and informs the candidate about the relevant position and mentions the pre-evaluation process. At this stage, the appropriate time interval is determined and the candidate is informed that an interview exam will be held and an exam link will be sent to them.
- HR sends the candidate an e-mail containing the exam link by choosing the type of exam suitable for the position applied by the candidate by taking into account the experience of the candidate and the time interval in which the exam is valid.
- The candidate takes the exam within the specified time interval by using the exam link sent. Before starting the exam, the candidate should read the preliminary information form stated in the e-mail and on the page that opens after clicking the exam link carefully.
- The candidate completes and ends the exam in the specified time. The duration of the exam is adjustable and the company admin can change it as they wish.
- A period after the end of the exam, a report containing the candidate's exam result and detailed information is sent to the relevant HR by the system.
- HR evaluates this report firstly, and then directs it to the relevant technical expert employee, ensuring that the pre-evaluation process is completed according to the exam result.
Talent interview uses 2 main functions to measure whether candidates are cheating or not;
1) Artificial intelligence technology
- The image of the candidate is recorded throughout the exam
- The recorded image begins to be processed after the exam is over.
- A total of 5 sub-functions are evaluated.
- Was anyone other than the candidate detected during the exam?
- Did the candidate use the phone during the exam? If so, how many times?
- Did the candidate leave her/his seat and go out of the camera angle?
- Was there any conditions that prevented the candidate's face from being visible? (Dark image, glowing screen and not seeing the candidate's face clearly, etc.)
- Was there any noise in the environment causing suspicion of cheating? (To measure whether the candidate is talking to others and cheating or not)
Each function has some threshold values determined within itself. If any of these functions exceeds this threshold value, the result will be perceived as "a doubtful situation". Besides, screenshots of all suspicious situations will be recorded in the report.
2) Screen image processing
- The screen of the candidate is recorded during the exam.
- The recorded image begins to be processed after the exam is over.
- The candidate should not change the page or move to another page during the exam.
- If the candidate passes to another page, after exceeding the threshold value of 5 seconds, the candidate is considered to have cheated, and the images of that moment and the time in the video are recorded in the report.
- Also, as the system does not allow the copy-paste function, the candidate will not be able to copy and retrieve code or any information from elsewhere.
Talent Interview uses artificial intelligence technology to analyze candidates' behavior during the exam. Throughout the exam, artificial intelligence is used to detect suspicious behaviors of the candidate (if any) such as whether there is a sound in the environment, the camera is moved away from the candidate, or someone else entered the camera. In the context of these functions, Talent Interview evaluates the candidate and if it detects a "suspicious situation", it will report this.
On the Talent Interview platform, there is a question pool of approximately 3000 questions divided according to different interview topics and difficulty levels.
Interview topics include the following topics;
There are 3 levels of difficulty as easy, medium, and hard.
Candidates can take the live exam with Talent Interview. The exam process of the candidate works as follows;
- A suitable exam is determined according to the application position of the relevant candidate and Human Resources sends the candidate an e-mail containing the time to take the exam, the exam rules, and the exam link.
- The candidate takes the exam within the specified time.
- When the candidate clicks on the link, she/he will be directed to the page that contains the steps to be taken before starting the exam. These steps are;
- Reading and accepting the “Clarification Text on the Processing of Personal Data”
- Reading and accepting the "Exam rules",
- Authorizing the use of cameras (the image of the candidate will be recorded during the exam),
- Allowing screen sharing (The screen of the candidate will be recorded during the exam
- Passing the "Microphone test" phase, which is used to see if the microphone is working or not.
- After all the prerequisites are passed, the candidate can start the exam.
- After completing the exam in the rules and time determined throughout the exam, the live exam process is completed.
Talent Interview is not a system that can only be used by programmers. The authorized person to interview in the company can create the examination category suitable for the position that the company is looking for and create an interview for the relevant category by adding the appropriate questions to this category. The only limitation on this issue is that the company official cannot add code questions using different languagesother than the programming languages specified in the system. Apart from that, she/he can add multiple choice questions according to any category and create exams suitable for her/him.
The exam result report of the candidates sent via the Talent interview system is sent to the relevant human resources staff via e-mail. The authorized person can evaluate through this report. The sample report output is as follows;
The most frequently asked questions in online interviews are as follows;
⮚Could you tell us about yourself?
⮚Why do you want this job?
⮚Why do you think you are the right candidate for this Job?
⮚What is your biggest success ever?
⮚What does motive you?
⮚Why Do You Want To Quit Your Current Job?
⮚Where else did you apply for?
⮚Do You Have Any Questions?
Online interviews are a type of interview that lasts between 30 minutes and 1 hour, just like face-to-face interviews, and where detailed questions are asked. In addition to some classic and traditional questions, employers in some companies are also curious about the ability of candidates to use their creativity and produce quick solutions. The following questions can be given as examples of these interview questions;
MICROSOFT: “Bir süper gücün olsa ne yapabilmek isterdin; görünmez olmak mı, uçmak mı?”
APPLE: “Eğer en yakın arkadaşınla konuşuyor olsaydım; senin hangi konuda kendini geliştirmen gerektiğini söylerdi?”
FACEBOOK: “İlk iş günün; eve gittin ve dünyanın en iyi işine sahip olduğunu düşündün. Bize o ilk iş gününü anlat.”
In the online interview, the Human Resources specialist should also be prepared as well as the preparation of the candidates. The Human Resources specialist should consider the following items while preparing.
- Should prepare the questions to ask the candidate in advance.
- Should be careful with her/his outfit as she/he will represent the company.
- There should be no prejudice when asking questions to the candidate.
- While preparing the questions, should take the candidate's past achievements and projects into account.
- Should examine the resume of the candidate in detail and be familiar with her/him.
- Should clearly explain the content of the interview to the candidate by a phone call before the online interview.
It is very important for candidates to have a good preparation before attending an online interview. The following items indicate the important points for the preparatory work to be carried out;
- The candidate should understand the job position she/he applied for. The candidate should collect every possible detail about necessary information related to the position applied for such as educational qualifications, experience, etc.
- The candidate should add the abilities requested by the company to her/his resume and the profile.
- The candidate should be ready to answer any questions that may be asked based on her/his resume.
- The candidate should research the achievements, the projects, the use of technology, the work-life balance, etc. of the company she/he applied for.
- The candidate should prepare herself/himself mentally by asking herself/himself questions.
- The candidate should express that she/he is interested in the company and the position by asking a question to the person she/he is being interviewed about the company or position.