Way more than just video interviews.
Our interview intelligence guides you through the entire interview process, so you find your next great teammate—effectively and equitably.
“Having the ability to record and share interview clips with our hiring teams has been a game-changer in getting good candidates into the process and speeding up our time to hire.”
“Pillar is a huge opportunity for us to be completely confident about the fairness and effectiveness of our assessments. It is an invaluable tool for coaching, developing and supporting our newer interviewers on the team.”
The best HR tools on the market will be what best fits your needs, budget, and the specifics of your industry. But highly rated HR systems examples usually share a handful of characteristics in common. They're intuitive, easy to use, and give you relevant insights to perform your role better. They should also save you time and your company money.
The best HR systems for large companies will probably be very different from the best HR tools for smaller organizations and startups, so as you consider which solutions are the best fit for you and your needs, here are a few things to think about.
How to decide which HR tools are best for you:
1. Identify the right HR tool for your company's size and budget.
2. Consider what tasks and processes you need to automate.
3. Consider what data points are important for HR analytics and governance reporting.
4. Research user reviews, pricing models, and customer support options for each potential HR system or toolset you look at before making your decision.
5. Discuss your choices with an HR expert or a consultant to get more advice on the best options for you.
6. A final thing many people don't do is poll their team or have them test the top choices to see if anyone has any difficulties, complaints, or additional feedback. Listening to your team's input can be a key factor in choosing the right HR tool for you.
Once you've weighed all the pros and cons, selected the best tools for your situation, and implemented them in your organization, there are a few key steps to making sure they're working correctly.
1. Ensure everyone on your team is trained properly on using them. This can save you a lot of time and team confusion (or) frustration.
2. Monitor user feedback and keep up with HR technology trends so you can stay ahead of the curve.
3. Make sure you're using the proper metrics to evaluate the success of your HR tools and track progress over time.
By following these guidelines as you choose and use HR tools, you can rest assured that your team is getting the best possible return on investment from them.
As we dive deeper into HR tools, we're going to use recruiting as our example (since Pillar is an HR solutions provider of interview intelligence software and this is the space we know best). HR solutions generally fall into one of three categories: recruitment, onboarding, and performance management.
Recruiting tools help you find the right candidates for open positions in your organization, while onboarding tools are designed to ease the transition from hiring to employment. Finally, performance management or HR analytics tools track employee performance and engagement levels over time. In short, it's important to understand what types of solutions best fit your needs before you make any purchasing decisions.
Once you have an HR tools list and a process for deciding which one will best fit your team, now it's time to build your HR tool kit.
Here are some of the most popular HR tools you should consider:
- Applicant tracking software: An automated system for managing job applicants, tracking resumes, reference checks, interviews, background/credit checks, and more.
- Onboarding software: To manage employee onboarding processes such as paperwork, compliance, and HR onboarding duties.
- Interview Intelligence Software: To help recruiters, hiring managers, HR teams, and executives make informed decisions during the hiring process.
- Analytics software: For gathering data about your organization’s HR processes so
- Payroll software: Automate payroll processing, payroll taxes, employee benefits & deductions tracking.
- Performance management systems: Automate performance planning and reviews to help streamline the whole process of setting objectives and assessing results.
- Time tracking software: Automates time and attendance management to accurately track hours worked in a timesheet or HR system.
- Employee scheduling software: Helps managers build rosters easily and optimize labor costs, so they can focus on other important tasks instead
- Learning Management Software: To track employee training progress and deliver learning experiences to employees.
So now that you have a list of tools, who are the "players?" and how do they all fit together?
In the recruitment world, there are many different types of software and to be effective they all need to connect into a cohesive "stack" to be efficient. The most popular software solutions that would be integrated into an HR tech stack include Applicant Tracking Systems (ATS), Interview Intelligence Platforms, Recruiting Software, and Onboarding Solutions.
The ATS is the first tool in the stack that stores all of your job descriptions and allows you to manage applicants through each stage of the recruitment process from acquisition to onboarding. From there, Interview Intelligence Software collects data on the interview process to provide insight into what makes a successful candidate - connecting directly to video interview platforms like Zoom and Teams.
Onboarding software is the next layer in the stack and helps new employees get up to speed quickly. This software often includes features like automated onboarding forms, paperwork tracking, and employee policy learning modules.
Finally, analytics software is essential for HR teams to track their progress over time and measure success. These tools help you identify inefficiencies in your process and make data-driven decisions.
By having a comprehensive HR tech stack, you can maximize your efficiency and effectiveness in recruitment, onboarding, and performance management. With the right tools in place, you can create an environment that allows your team to collaborate more effectively and grow better together. This will result in improved employee engagement, retention, and satisfaction - ultimately leading to improved business outcomes and increased employee happiness!
As we've already mentioned, the best HR tools are the ones that fit your needs and team. Modern HR tools should be easy to use, intuitive, and provide the data you need to make informed decisions. HR tools for recruitment should be focused on talent acquisition and selection, while those for onboarding should focus on making the transition from job posting to employment a seamless one.
It's also important to note that implementing HR tools isn't just a matter of purchasing and installing software. You need to have the right processes, strategies, and techniques in place in order for them to be effective. Here are some of the best HR tools and techniques for recruitment:
- Job boards: Leverage job boards like LinkedIn, Indeed, and Glassdoor to promote job postings and make it easier for candidates to apply.
- Referral programs: Use referral bonuses or incentive programs to encourage your employees to refer qualified candidates. This is an effective way to build relationships with potential hires.
- Automated screening tools: Automated screening tools can help you quickly identify candidates who meet your criteria and set up interviews with them.
- Employer branding: Establish yourself as an employer of choice by building a strong employer brand, which will attract top talent to your organization.
- Interview questions: Prepare behavioral-based interview questions that are tailored to each role in order to uncover
In addition to tools, HR professionals should also be familiar with techniques to optimize their processes. Here are some of the most popular HR tools and techniques:
- Leverage Artificial Intelligence (AI): AI can make an HR team more efficient by automating some of the mundane tasks, such as data entry and screening applicants. Pillar's interview intelligence software is powered by Ai that's been trained on diversity and inclusion to remove biases and identify the right candidates - this solution means that your team can find the right people faster.
- Utilize predictive analytics: Use predictive analytics to get insights into your organization’s performance, workforce trends, and other important metrics.
- Implement diversity & inclusion initiatives: Create a workplace culture that supports diversity and is inclusive of all different backgrounds, ideas, and perspectives.
- Develop an employee engagement strategy: This will help keep employees motivated and engaged in their work while making it easier to retain top talent.
Leveraging the right HR tools and techniques for your organization will make a huge difference. You can optimize processes related to recruitment, onboarding, performance management, and more - creating a better experience for both the employee and the candidate.
We've built what we believe is the best hr software for interviews. But we're biased. After all, we've put blood, sweat, and tears into doing what several large and well-known brands (that will go un-named here) have failed to do - create a truly an Ai powered software that eliminates bias from the interview process. But, we're only one piece of the puzzle.
Here's an HR software list that can help you streamline your recruiting to save time and money (and they all integrate together!):
1. Lever (ATS system): Lever offers an easy-to-use applicant tracking system that helps recruiters and hiring managers source, track, and manage candidates.
2. BambooHR (Onboarding Software): BambooHR is an HR software tool that helps automate administration tasks like onboarding, performance management, and employee engagement.
3. Pillar (Interview intelligence software): Pillar's interview intelligence software helps companies remove bias from the recruitment process with automated transcript analysis and video interview technology.
4. Workday (Analytics Software): Workday is a cloud-based HR analytics platform that provides data-driven insights into employee performance, engagement, and retention.
These are just a few of the types of HR software available to help you build an efficient and effective HR system. Hopefully, this list of HR software tools can help you build a better team!
To see how Pillar's interview intelligence software can save you time and money- lowering employee turnover by up to 50% while also decreasing vital metrics like time-to-hire and cost-to-hire, schedule your demo today!