How can we leverage technology and data analytics to make great hiring decisions, event at a time when traditional business processes are disrupted?


Why do stakeholders like in-person interviews

Face to face interviews are always an integral part of important hiring decisions. Although recent research has questioned the added value of unstructured interviews, it would be hard to find an organization that feels comfortable making decisions without this step.

Traditionally, face-to-face interviews are used to learn more about the values, competencies, and personality of the candidate. In-person interviews make it easy to have a flowing conversation where interviewers can ask additional questions, dig deeper into topics that seem relevant, and notice subtle cues in the behavior of the candidate. It is a common belief that people get 80% of the information through non-verbal communication (although some recent studies have debunked that).

What advantages do VC interviews provide

Remote interviews using phone and video conference systems, have several advantages over face-to-face interviews: candidates are less prone to anxiety since they are in a comfortable, familiar setting. Their conversation will be more natural and free-flowing, allowing the stakeholder to learn more about them. Remote interviews also have no geographical restrictions which allows for greater flexibility in scheduling.

However, evaluating the deep-level characteristics of candidates using video interviewing requires a more structured approach than in-person interviews. This is where Teamscope plays an important role, now more than ever.

How we adjusted our process to better support our clients

HIEC clients have relied on Teamscope – an innovative team-based talent analytics platform – to support their critical hiring decisions. With Teamscope, our consultants help the stakeholders involved in the process to get a detailed understanding of the values, competencies, and behaviors of the current leadership team and to evaluate candidates in a more objective, data-driven manner. The platform, which has been an integral part of our process for close to two years, is now also used to support clients that need to make critical hiring decisions while working remotely.

Here’s how Teamscope works:

  1. The leadership team members who will be working with the new hire, are invited to create a profile on Teamscope.
  2. Key stakeholders (board, leadership team, CEO) review the team profile to develop an objective understanding of the core values of the team and identify potential competency gaps.
  3. Key stakeholders, together with our consultant, define the critical competencies required for the role and set a benchmark for evaluating candidates.
  4. Profiles of shortlisted candidates, are reviewed to gain valuable insight about how each candidate would complement the team and meet the requirements of the role.
  5. A structured behavioral interview, is conducted using personalized interview questions generated by Teamscope.
  6. The stakeholder relies on the structured interview and the data provided by the Teamscope assessment and HIEC to make a structured, objective hiring decision.

By using this approach, HIEC clients can now have a further tool to establish the right hire, even when in-person interviews are not possible.

To support our clients in this critical moment, HIEC is offering Teamscope as part of all their search assignments. To learn more about the platform and the process, please contact your local HIEC Consultant or Sandra Gaisch (