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  • Molly Gardner

Telepresence Robots for Hybrid Hiring & Recruiting

Updated: Sep 1

The intent to make the interview process and experience more dynamic and inclusive is there, but the tools often aren't. Quick-and-shaky FaceTimes make sense for real estate agents walking us through 10 homes in an afternoon. But for recruiters and in-house hiring teams, a reliable, easily-integrated way to give the remote/hybrid candidate experience a boost (that combats video fatigue), is in high demand.





Hybrid work changes hiring conditions and candidate expectations


As stimulating and authentic as on-site interviews can be, they aren't always possible, or can create unnecessary bottle-necks during the hiring process. As candidates (tons of them, by the way) are more distributed and prioritizing flexibility as a major decision-making factor, there has to be a way for technology to elevate the virtual recruiting experience, for both candidates and hiring teams, beyond a static screen.


Intelligent, mobile telepresence robots are designed and built to deliver on a better, more retainable experience in the workplace. Namely, they feature people-centric technology that allows for safe, immersive, and meaningful interactions, as well as inclusive access. With recruiting and hiring being one of the most people-forward functions within a business, technology solutions that cross over into this side of the house needs to be centered around working with and for people.


Regardless of whether a candidate is interviewing for an in-office, remote, or hybrid role, there are some common goals for both parties--or, as we say, for "both sides of the screen."


Candidates want to...

  • Be present and connected during interviews.

  • Showcase their personalities and skills.

  • Get a real-feel for their potential leaders, managers, teammates, or reports.

  • Interact more naturally and have more control over the experience.


Recruiters/hiring managers want to...

  • Win over candidates with a distinctive, positive experience.

  • Demonstrate the company's commitment to its employees and how they work.

  • Delight candidates with technology solutions, from which they will benefit directly.

  • Out-perform competitors acquiring and retaining talent.


Interviewing via telepresence robot is more memorable


One of my most-repeated Ava stories is when I first used Ava for my own remote interview process. Before I joined Ava, I was as objective as any other person job searching, taking calls, having video interviews, etc.


Did I WANT to like using a telepresence robot? Of course!

Was I certain I would? Not exactly.


Before Ava, I had only been exposed to one other telepresence robot at a previous company. The experience was comically subpar, as not all telepresence robots are created equal. This robot ran into doors repeatedly and jerked its way down the hallway like a rookie driver. And, yes, it had to be driven entirely by the user.


Using a fully-autonomous, intelligent robot during my interview process gave me a better way. Among multiple other interviews, it also gave me something to remember. Not only was it exciting from a product efficacy standpoint, it also was really EASY. I used a log in from my laptop, selected the conference room destination, and arrived on-time, ready to go.


I took and kept these notes to remember the experience (in case it worked out...it did):


There were also notes about the role, the company, the team structure, etc. All very important things. But I had never actually been compelled to document the interview format or overall experience. This felt special.


Wanting to remember the interview in this way indicated something at the top of every recruiter's list: an inspired candidate.




Greater access without sacrificing experience


While using a telepresence robot still involves screens, it introduces customized views, interactions, and more of what everyone loves: control. With sensors, cameras, and mobility, you can choose to turn-and-face, walk someone to the door, sit, stand, zoom in and out, etc. Our brains retain activity with purpose. Static video calls can't deliver on that.


For some people, there is an x-factor to meeting in-person, but it's not always possible, or practical based on location, hiring needs, and bandwidth of hiring staff. Candidates and hiring managers shouldn't have to compromise on experience as a result of remote access. Telepresence robots allow for a more authentic, real-life interaction between candidates and employers that, in a sea of Zoom interviews, can make all the difference.



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