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.”
In every hiring process, there's a talent assessment process. There has to be. Employers need to make sure that the person they are hiring has the right skills and abilities for the job. To help employers quickly assess candidates, there are a variety of talent assessment tools available.
These include tests, interviews, simulations, aptitude assessments, and more. Tests are one popular form of assessment tool used by employers. There are many different types of tests to choose from, and most will be role, industry, or skills-specific. Interviews are another common assessment tool used by employers. During an interview, an employer will typically ask questions to assess a candidate's experience, skillset, knowledge of the job, and attitude. These questions are vital and highly relevant to the quality of hires that companies employ.
Simulations are also popular among employers for skill assessments. Through simulations, a candidate can demonstrate their ability to perform certain tasks or make decisions under pressure in a real-world environment. These simulations can take the form of computer-based programs or even on-the-job role plays. In addition, aptitude assessments are often used to measure a candidate's potential for success in the organization. Aptitude tests examine problem-solving and analytical skills, as well as critical thinking abilities.
Employers who use these talent assessment tools can see first-hand how a candidate would perform. They can identify candidates that have the necessary skills and abilities to thrive in their organization, as well as weed out those who don't. With these tools, businesses can be confident in their hiring decisions and ensure they are making the best possible choice for every position.
One such tool that we'll talk about briefly today is Pillar's interview intelligence software. Pillar saw that the Ai powered interviewing tools that were being tested in many large corporations ended up building unintentional biases into their hiring processes so we decided to take on the challenge of building a better solution. Our AI-powered interview intelligence software has been proven to reduce bias in hiring and enable employers to make more informed decisions. This technology combats the existing biases by automating the collection, analysis, and reporting of data from job interviews. With Pillar's intelligent algorithms, employers can quickly assess a candidate's technical skills as well as their cultural fit within the organization.
By using talent assessment, tools like Pillar, companies are able to make great hiring decisions by identifying the people that would best fit, not only the role but also the cultural expectations of the organization. Companies can be sure that they are making wise hiring decisions and working towards building diverse and inclusive teams. The use of talent assessment tools is becoming more popular among employers for various reasons, including improved accuracy in assessing candidates, faster results, and reduced bias.
Once an employee has been hired, it's important to utilize their skills, abilities, and personality to the maximum of their capacity to keep them engaged and motivated. This is where a succession planning framework comes in. Succession planning helps organizations by creating a roadmap that outlines potential career paths for their employees, as well as the steps they need to take to reach those goals.
One great way to begin this process is to give your employees a talent development assessment. A talent development assessment is a great tool to help employers identify the strengths and weaknesses of their employees - and how they fit into the future growth of not only their team but also the company as a whole. This information can then be used to create specific development plans for each employee, so they can reach their full potential within the organization- which employees find to be rewarding.
Succession planning also involves mentoring programs for employees. Mentoring programs allow employees to gain insight from experienced co-workers while allowing them to nurture relationships with other team members. This creates an environment of collaboration and learning - which can help to create a culture of success within the organization. Having succession planning in talent management as a core function is essential in retaining talent and building high-performing teams. These vital tools can unlock an employee's potential long-term. Talent assessment tools can be used to identify the strongest candidates for open positions, while succession planning frameworks can help ensure that those hires are put into roles where they will thrive.
The biggest companies in tech today operate on data and frameworks that allow them to optimize each step within a function. If you have 50 steps to achieve a goal, and you can optimize them by 2-3%, you've just increased the efficiency of that entire process by 100- 150%.
Hiring and engaging employees is the same way. Talent assessment tools and succession planning frameworks can help employers make sure that they are hiring the right people for the job, while also helping them retain those hires long-term by giving them a clear roadmap of where they can go within the organization. However, it's important to remember that these tools don't replace human judgment - but rather enhance it. With these cutting-edge technologies in place, employers can be sure that they are making the best decisions for their teams, the organization, and ultimately - the customer.
So let's take a look at an example talent assessment framework and then we'll help you assemble your own talent assessment template for hiring. Let's start with the core aspects of a talent assessment. The first 3 functions of a talent assessment are applied to the hiring process. One is talent strategy and planning. Two, talent acquisition. Three is onboarding through effective employee performance management.
First, you need to identify what qualifications or skills are necessary for the position. Then, create a list of questions that will probe into those areas. The talent assessment questionnaire is powerful because it functions as a filter for your candidates to move forward in your hiring funnel. The questions should be designed to uncover past performance, knowledge, and experience a candidate has in that area, as well as their overall interest in it. Once you have your list of questions, you can either create a candidate scorecard or use an online assessment platform to assess candidates.
OR, you could use Pillar and skip the above steps entirely. Pillar's questions library includes more than 1000 interview questions that are open-ended, objective, and specific to each role that you're hiring for. You can customize the questions to your company culture, and then measure each candidate's responses using our AI-powered algorithms - meaning all you have to do is select and drop the interview questions from the library into the queue to be used as prompts during the interview.
After an applicant has gone through the assessment process, you'll see how they scored across different interviewers, skills, and personality dimensions. This comprehensive data can help you make better hiring decisions while reducing bias and helping to identify the most qualified candidate. This will help you quickly compare candidates against each other while making sure that no biases are creeping into your hiring decisions.
One of the best talent assessment tools is human intuition. It's often easy for someone who's very good at a skill or role to see those same traits in another human being, but there are also challenges to human interviews - mainly biases. Biases are when one's own set of experiences and beliefs inform the way one views another person. That's why it's important to use a talent assessment platform that helps you reduce bias in your hiring process while gaining valuable insights into each applicant.
Remaining an objective interviewer is difficult especially if you have years of experience choosing from cream of the crop candidates from the best sources. With Pillar, our AI-powered algorithms can track candidates’ responses to questions and compare them against other candidates in your talent pool. This way you get an objective view of each candidate without the bias that comes with traditional interviewing methods.
As candidate assessment platforms go, Pillar offers the best of both worlds from unbiased human objectivity to Ai powered talent assessment platforms. We've spent years building interviewer coaching tools and frameworks that allow companies to make better hiring decisions while also lowering the vital cost-per-hire and time-to-hire metrics. Pillar is a comprehensive talent assessment solution that allows employers to measure, compare, and evaluate candidates against various criteria - including personality traits, skills, and core competencies. Our goal is to help employers make better hiring decisions while also reducing the chances of bad hires and wrongful terminations.
With Pillar's talent assessment tools in place, you can ensure that each hire is made for the right reasons - giving your team an edge over their competitors and keeping your customers happy. To see how we can help you build a better company by making better hires, book your demo of Pillar and chat with someone from our team.
Or, if you're still in "research mode," check out "Why Pillar" and our Hiring Calculator to see how much you could be saving with Pillar.