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Over the past decade, we've seen ideas and innovation explode into the mainstream. Ai, ML, and NLP have become accessible to the masses, platforms are getting smarter, and the public now has access to tools that only top universities would've just a few years ago.
The reason for this is the internet and access to education at rates of adoption we've never seen before. People from all over the globe can access youtube, online courses, coding boot camps, and university-level lectures from their laptops or smartphone. This rise in education had created a new challenge for companies who could formerly make hiring decisions by looking at a resume, a degree, or alma mater and know with some certainty how an employee would perform, are now faced with the challenge of hiring the best talent and having to consider many other factors.
But one thing hasn't changed - hiring top talent is crucial for the success of any organization. The right candidate can help a company to grow and create a culture where people want to do great work, while the wrong hire can cost time, money, and even the company's reputation. To accomplish the goal of having incredible people who build an attractive company culture, it is essential to have the best practices in place to attract, identify, and retain top talent.
Here are some best practices for hiring top talent:
1. Create a Positive Candidate Experience (CX):
The CX is the first impression that potential candidates have of the company, and it can make or break the recruitment process. To ensure a positive candidate experience, organizations must have a streamlined and straightforward application process. One with no ambiguity.
2. Use Data-Driven Recruiting Strategies:
Data-driven recruiting strategies can help recruiters to make informed decisions and identify the best candidates for the job. Using ATS, interview intelligence, and other software can help you create a fair recruitment environment. But this doesn't just include the platforms that you choose to use - using the same questions when interviewing candidates will ensure that you are evaluating them on the same criteria and will prevent any bias.
3. Provide Clear Expectations:
When recruiting, it is essential to provide candidates with clear expectations from the start. From the job description to salary expectations and expected duties - make sure they know what they're signing up for in order to reduce any surprises and create a transparent hiring process.
4. Conduct Effective Interviews:
Interviews are the most critical part of the recruitment process, and hiring managers must conduct them effectively. Start by preparing a semi-structured interview process that includes a mix of behavioral, situational, past performance, and technical questions. This will help to identify the candidate's strengths and weaknesses and assess their true fit for the role.
5. Prioritize Diversity and Inclusion:
Diversity and inclusion are critical for the success of any organization. Prioritizing diversity and inclusion in the recruitment process can help to attract a wider pool of candidates and create a more inclusive and innovative work environment. Implement diversity and inclusion training for recruiters and hiring managers, and ensure that job descriptions are inclusive and free of bias.
Hiring managers play a critical role in the recruitment process. They are responsible for identifying and selecting the best candidates for the job. Here are some best practices for hiring managers:
1. Develop a Clear Job Description:
A clear and concise job description is the foundation of the recruitment process. It outlines the responsibilities, skills, and qualifications required for the role. Develop a job description that aligns with the company's goals and values and ensures that it is inclusive and free of bias.
2. Use Behavioral-Based Interview Techniques:
Behavioral-based interview techniques can help to identify the candidate's competencies and behaviors. Use situational and behavioral questions to assess the candidate's skills, experience, and fit for the role. Ensure that the questions are open-ended and allow for elaboration.
3. Conduct a Thorough Background Check or Reference Checks:
Conducting a thorough background check is critical to ensure that the candidate is qualified and trustworthy. Check the candidate's references, employment history, and education qualifications to verify their credentials. Use a professional background-checking service to ensure compliance with local laws and regulations.
4. Provide Timely Feedback:
Providing timely feedback to candidates is critical to maintaining a positive candidate experience. Keep candidates informed of their status throughout the recruitment process and provide constructive feedback on their strengths and weaknesses. This will help to build a positive relationship with the candidate and ensure that they remain engaged throughout the process.
5. Use Collaboration and Interview Intelligence Software:
Collaboration tools can help to hire managers to streamline the recruitment process and ensure that all stakeholders are on the same page. Use collaboration tools like Slack and Pillar to bring your teams into the hiring process.
Recruitment best practices are continually evolving, and 2023 is no exception. Here are some of the recruitment best practices that are likely to gain traction in 2023:
1. AI-Powered Recruiting:
Artificial Intelligence (AI) is likely to revolutionize the recruitment process in 2023 and beyond. AI-powered recruiting tools can help to automate repetitive tasks, reduce hiring bias, and improve the candidate experience. AI tools can also help recruiters to identify the best candidates for the role, based on data analysis.
2. Video Interviews:
Video interviews have become increasingly popular in recent years, and this trend is likely to grow even as companies are bringing employees back to the office. Video interviews can help to reduce travel costs, save time, and improve the candidate experience. Video interviews can also help recruiters to assess the candidate's communication skills and body language as Ai video interview platforms use computer vision and other assessment tools to understand a candidate's body language, verbal inflections, and language patterns.
3. Employer Branding:
Employer branding is critical to attracting and retaining top talent. In 2023, organizations are likely to focus more on building a strong employer brand that reflects their culture, values, and mission. A strong employer brand can help to differentiate the company from competitors and attract a wider pool of candidates.
4. Virtual Recruitment Events:
Virtual recruitment events, such as job fairs and career days, are likely to become more popular in 2023. Virtual recruitment events can help recruiters to connect with candidates from anywhere in the world, reduce costs, and save time. Virtual recruitment events can also help to showcase the company's culture and values.
5. Personalized Recruitment Marketing:
Personalized recruitment marketing can help to attract and engage top talent. In 2023, organizations are likely to use data analysis and AI tools to create personalized recruitment marketing campaigns that target specific candidate personas. Personalized recruitment marketing can help to increase the number of quality applicants and improve the candidate experience.
Recruitment and selection are critical functions that can impact the success of an organization - we talked about this in section #1, but the actual impact of a poor hire. In tech, it's estimated that a bad hire can cost up to $325K... this is a huge number when you're trying to build a startup or bootstrap a company. To mitigate poor hiring decisions here are some best practices in recruitment and selection:
1. Use Multiple Sourcing Channels:
Using multiple sourcing channels can help to attract a wider pool of candidates. Use job boards, social media, employee referrals, and recruitment agencies to find the best candidates for the role.
2. Develop a Structured Interview Process:
A structured interview process can help to ensure that all candidates are evaluated objectively and consistently. Develop a process that includes a mix of behavioral, situational, and technical questions and ensures that all candidates are evaluated based on the same criteria.
3. Use Pre-Employment Assessments:
Pre-employment assessments can help to identify the candidate's skills, strengths, and weaknesses. Use assessments relevant to the role, such as cognitive ability, personality, or skills assessments. Ensure that the assessments are reliable, valid, and fair.
4. Implement Diversity and Inclusion Practices:
Diversity and inclusion are critical for the success of any organization. Implement diversity and inclusion practices that ensure that the recruitment process is free of bias and promotes a diverse and inclusive work environment. Train recruiters and hiring managers on diversity and inclusion best practices.
5. Check References and Conduct Background Checks:
We talked about this step in the previous section because it’s vital to the hiring process. One of the reasons we like to see interview processes that uncover actual metrics from candidates is that those numbers can be verified with references, ensuring that an applicant it being truthful about their results.
Developing a recruitment strategy plan can help ensure the recruitment process is aligned with the company's goals and objectives. Here are some steps to develop a recruitment strategy plan:
1. Identify Recruitment Goals:
Identify the recruitment goals and objectives, such as the number of hires, the quality of hires, or the types you need to make - one example of this is diversity hires. If your company is hiring too many people with one single trait in common, you can focus on diversifying this in your future hiring strategy.
2. Analyze the Talent Market:
Analyze the talent market to understand the supply and demand for specific skills and roles. Use data analysis and market research to identify potential talent pools and recruitment channels.
3. Develop Employer Branding:
Develop a strong employer brand that reflects the company culture, values, and mission. Use social media, job boards, and other marketing channels to showcase the company's brand and attract top talent. Google has been one of the best companies at this over the last few years, and it’s paid off, top talent from all over the world competes to win a job at Google, rather than Google having to compete for talent.
4. Develop a Sourcing Strategy:
Develop a sourcing strategy that includes multiple channels, such as job boards, social media, employee referrals, and recruitment agencies. Ensure that the sourcing strategy is aligned with the recruitment goals and objectives.
5. Develop a Candidate Experience Strategy:
Develop a candidate experience strategy that focuses on providing a positive experience to all candidates, regardless of whether they are hired or not. Use technology like AI-powered chatbots to improve communication and provide timely feedback.
6. Develop an Assessment Strategy:
Develop an assessment strategy that includes pre-employment assessments, structured interviews, and reference checks. Ensure that the assessments are relevant to the role and comply with local laws and regulations.
7. Develop a Diversity and Inclusion Strategy:
Develop a diversity and inclusion strategy that ensures that the recruitment process is free of bias and promotes a diverse and inclusive work environment. Train recruiters and hiring managers on diversity and inclusion best practices.
8. Monitor and Measure Recruitment Performance:
Monitor and measure recruitment performance to identify areas for improvement and ensure that the recruitment process is aligned with the company's goals and objectives. Use metrics, such as time-to-hire, cost-per-hire, and quality-of-hire, to measure recruitment performance.
Recruitment best practices are continually evolving, and staying up-to-date with the latest trends and techniques is essential. Developing a recruitment strategy plan that includes sourcing, assessment, and diversity and inclusion strategies can help to attract and retain top talent and ensure the success of the organization.
By using best practices in recruitment and selection, hiring managers can spot the best candidates and provide a positive candidate experience. Finally, it's important to keep an eye on the latest recruitment trends, such as AI-powered recruiting and video interviews, to stay ahead of the curve in 2023 and beyond.
If you're not seeing the results you'd like with your recruitment strategy, schedule your demo of Pillar to see how we can implement a seamless hiring process in your company. Historically, our customers have seen a 50% decrease in employee turnover using our process. Book a chat with someone on our team to see how it works!