It’s time for a new paradigm in hiring.
No matter how consistent we intend our hiring processes to be, most talent teams and hiring managers agree there are areas for improvement:
- “Our candidates are being asked the same questions in every interview.”
- “We’re focused on diversifying our workforce.”
- “It’s hard to find time for interview training.”
- “Our hiring managers aren’t prepping for calls.”
- “Interview debriefs sometimes take days.”
- “I’m not sure what’s even happening in interviews.“
- "We’re making too many gut-feeling decisions."
And the reality is—without visibility into what’s actually happening, it’s hard to create more fair, equitable, and efficient interview experiences.
Instead, we’re opening the door for bias and gut-based decisions, which are not only problematic, but expensive to get wrong.
So, what do we do about it?
There are lots of tools out there that promise to help teams with hiring. But they aren't solving the problem. No longer is the ATS enough. It’s time for a shift: from digital to intelligent. It’s time for hiring teams to be proactively guided, making it impossible not to interview well. It’s time for Interview Intelligence.
What is Interview Intelligence?
Interview Intelligence preps and coaches your interviewers, and enables you to make confident hiring decisions backed by data. This is done by intelligently capturing and analyzing interview conversations.
It’s your interview guide or Google Maps for interviewing—enabling your team to be interviewing superheroes.
Here are ten reasons why your organization needs Interview Intelligence:
1. Finally have visibility into interviews—Interviews shouldn’t be a black box. By capturing interviews, you finally know what’s actually happening. Problem areas to address? Know about them before you have a liability concern or public feedback.
2. Create consistency in your hiring process—Whether your current process feels like the wild-wild west or you’ve mastered structured interviews, it’s time to either create or automate consistency. Can you ensure you’re asking the same questions to each candidate? Does each candidate have an equal opportunity to demonstrate their skill? Does each interviewer agree on how to assess candidate answers? Without consistency, you open the door to bias.
3. Assess based on core competencies—The best way to ensure equitability is to have a consensus on what core competencies really matter across the org. Now, your interviewers can be guided in real-time to focusing on what still needs to be addressed with each candidate.
4. Receive automated highlights post-interview—Rather than relying on gut-feeling or memory as your team fills out scorecards (hours or even days later), automatically deliver each interviewer a post-interview recap email with recorded and transcribed key highlights. Now, your candidate feedback can be filled with evidence, examples, and true data.
5. Better prepare for interviews—Automatically deliver highlights to the next interviewer in the process prior to their conversation. Now, hiring managers are able to utilize the voice of the candidate as preparation to dive deeper into key issues left uncovered.
6. Save time interviewing—Help reduce time to hire by saving time (and money) on rounds of interviewing, or people involved in interviews. Instead, easily share highlights to allow teammates and decision makers to easily weigh in on a candidate (without the influence of interviewer bias).
7. Improve your candidate experience —More tailored interviewing leads to deeper, thoughtful conversations, which gives candidates a true opportunity to feel your culture and ask questions that matter to them.
8. Hire confidently, with data—Secure your top talent by quickly by confidently capturing the information needed to make a hiring decision. Outstanding questions or a team discrepancy on a candidate? Eliminate gut-feeling hiring decisions and utilize data to understand what really happened.
9. Coach & train interviewers—Proactively provide coaching and training for interviewers to improve their skills every time. Utilize key insights and learnings to educate on diversity & inclusion initiatives, or bring junior interviewers up to speed quickly. Provide feedback on calls without sitting in on every interview.
10. Create a fair & equitable experience for all—Cultivate an experience that allows candidates to feel heard, seen, valued, and respected through your process. Even if they’re not hired, ensure each candidate is being treated and assessed fairly and equitably.
Here at Pillar, we’re ready to help your team intelligently interview as if the future of your company depends on it.