4 Interviewer Tools That Will Change How You Hire Forever

Interviewing without the right tools is like running without shoes. It can be done. Can it be done well, though? We think not. You may make it a mile, but not without injuring yourself. Progress is paused and growth is delayed. Wouldn’t it have been the better option if you just invested in shoes in the first place? Interviewer tools equip you and your team to prepare for an interview, conduct an interview like a pro, and recap an interview efficiently, effectively, and equitably.

Different interviewing tools work for different types of interview techniques. Here are the big 4 that have changed how hiring managers and recruiters interview forever.

1. Video Interview Software

Video interview software brings tons of benefits to the interview process. With them, you’re able to easily gather data from interviews, seamlessly handoff information to the next interviewer on your team, and guide interviewers in real time to run a fair and efficient process. But an interview best practice for hiring managers is not only to run a good process. Working to coach team members to make each interview better than the last is where a lot of hiring processes take a dip. Yes, automated functions within an online interview software help tremendously, but we can’t forget that it’s us humans making the decision. Hiring with confidence trumps any and all technology that you integrate into the hiring process. When shopping around for a software, making sure they coach users is a huge plus.

2. A Rockstar ATS (Applicant Tracking System)

We’re going to stem from number one here, since a great ATS is most helpful when it integrates with your video interview software. An ATS, or applicant tracking system, is likely where resumes go when the applicant hits ‘Submit’ on a job application. It allows you as a hiring team to keep them all in one place, filter them by position, mark when you’ve followed up or replied to a candidate, and also ensure you’re staying EEOC compliant. Examples of these are Greenhouse, Lever, or Jobvite.

3. Personality Assessments

Candidates may very well portray interview skills and techniques that are prepped to impress. Recruiters are constantly thinking up new and unique interview questions and answers to break the barrier beyond a candidate’s career background. In the last 10 years, the rise of personality tests being added to an interview process has become increasingly popular. There are many to choose from, the most well-known being the Myers-Briggs Type Indicator. Hiring managers and recruiters look at personality tests as a way to extend their set of interview questions before the candidate is even put on the schedule for a formal interview. They’re not only used to weed out candidates who won’t perform at the actual role, they highlight questionable traits like giving up easily, often running to the next best thing, or not getting along well with others.

4. Skills Assessment Software

Similar to a personality test, a skills assessment is a way to hone in on the candidates who have that sharp, distinct set of skills you’re looking for. Skills assessments are common when hiring for more technical roles, like engineering, hacking, and developing. They’re also seen when hiring for writing roles. If anyone loves face-to-face conversation, it’s us. But there are some methods, like a skills assessment, that better extract the information we’re looking for in certain situations.

But Interview Intelligence is the new kid on the block

All these things are great and helpful. But there's one big piece missing—interview intelligence. There are MANY different kinds of talent tools on the block, but when it comes down to it, the biggest impact on who we hire happens in a live interview. And without interview intelligence, that's a black box. If you want to turn every interview in rich data that you can use to hire faster, more equitably, and more effectively—we'd love to introduce you to Pillar. Just click here.

Wrapping Up

When adding effective interview techniques to your toolbelt, take time in researching the best ones for your team. Talent acquisition is one of the most expensive, yet critical functions in any company. According to the U.S. Department of Labor, the average cost of a bad hire is up to 30% of the employee's first-year earnings. Invest in the right tools, train your people to hire more good people, and don’t run the marathon without shoes.

Other good-to-knows for interviewing:

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