Companies constantly search for better, more efficient methods to find and hire employees in the modern world. Hiring the ideal candidate is crucial for the success of any organization. 

And the interview process is vital in identifying the most qualified candidates for a job. However, with technology rapidly advancing, virtual and automated solutions are replacing traditional hiring practices. As a result, Interviewing as a Service (IaaS) has emerged as a new approach to conducting job interviews. But to determine which path reigns supreme, we must look at the critical differences between traditional interviews and IaaS.

Traditional Interviews- The Familiar Approach

The traditional interview process has been the standard method of evaluating applicants’ qualifications and suitability for a job position for many years. Though the demand for Interview as a Service is growing, traditional ways are still prevalent. This article in The Times Of India shows that post-pandemic companies are saying goodbye in favor of IaaS to bring back their growth trajectory by hiring the best talent. 

In a traditional interview, a hiring manager or human resources professional meets with the candidate in person, either at the company’s office or a designated location. 

During the Interview, the interviewer asks questions to learn about the applicant’s qualifications, experiences, skills, and personality. The applicant is then judged based on their answers, body language, and other nonverbal cues.

However, this process is time-consuming and expensive as compared to advanced ways such as video interview software. It becomes especially cumbersome if the company has to interview multiple candidates. Additionally, there is always a risk of bias regarding face-to-face interactions, making the evaluation process less objective.

Interviewing as a Service (IaaS)- The Innovative Approach

On the other hand, Interview as a Service uses technology to provide a more streamlined and efficient solution. IaaS provides an automated platform that enables HR professionals to create and schedule job interviews and conduct them virtually via video or phone calls. 

In interview scheduling software, the interviewer pre-records the questions leading to a more objective and consistent experience for the interviewer and the candidate. It eliminates the cost and complexity of scheduling in-person interviews while maintaining the personalized feel of a conversation.

The service is available 24/7, meaning candidates can be interviewed at any hour and from anywhere worldwide. IaaS allows standardized assessments, reducing the impact of bias and promoting fair hiring practices. Technology-driven evaluations through video interview software also enable scalability. 

So a business can increase or decrease the interview capacity as and when needed. IaaS provides valuable insights and analytics, helping organizations make data-driven hiring decisions. By automating certain aspects of the interview process, IaaS can speed up recruitment cycles, saving time and resources.

Which Approach Is Best? Traditional Interviews or Interviews as a Service (IaaS)?

IaaS offers a much more efficient hiring process than traditional interviews. Unlike traditional interviews, IaaS does not require candidates or interviewers to travel, book rooms, or schedule appointments. 

Instead, interviews get conducted anytime from anywhere as long as there is an internet connection. Additionally, the automated format that this type of interview services offers makes it simpler and quicker for HR professionals to evaluate candidates, saving them both time and money. 

The pre-recorded questions are designed to ensure that all candidates are asked the same questions, eliminating concerns about bias. Deciding the best approach depends on several factors:

Nature of the role

Traditional interviews are more suitable for roles that require strong interpersonal skills, such as sales or client-facing positions. IaaS is advantageous for technical roles that require specific skill sets.

The volume of candidates

If your organization receives high applications, IaaS from companies like InCruiter can help screen candidates efficiently. You can identify the most promising ones better than traditional interviews. 

Resources and expertise

Implementing IaaS requires partnering with a reliable service provider and investing in the necessary technology. Traditional interviews are a more accessible option for smaller organizations.

Diversity and bias

IaaS can reduce subjective judgments and promote fair hiring practices if your organization fosters diversity and minimizes bias.


In conclusion, while traditional interviews are still relevant in some cases, IaaS is rapidly gaining ground as the preferred method for conducting job interviews. Its greater efficiency, convenience, and flexibility make it an attractive alternative for employers, especially for companies hiring many candidates. 

With IaaS, companies can quickly and easily interview candidates worldwide, using standardized questions tailored to the position. Ultimately, the goal of any interview is to find the best candidate, and IaaS has proven its worth in achieving that goal.

By Anurag Rathod

Anurag Rathod is an Editor of, who is passionate for app-based startup solutions and on-demand business ideas. He believes in spreading tech trends. He is an avid reader and loves thinking out of the box to promote new technologies.