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Video interviews are more common than in-person interviews. This trend allows companies like Pillar to find innovative ways to enhance and help both companies and candidates improve the interview process by providing interview intelligence. A new term in the recruitment and human resource world that may be unfamiliar needs to be defined. What is interview intelligence? Interview intelligence combines technology with human empathy, capturing data from interview conversations and using that data to transform the hiring process. Pillar is an interview intelligence platform that helps provide efficient, effective, and equitable hiring practices for companies and interviewees.
Pillar’s interview intelligence software is video interfacing software that guides you through the interview process. A video interface can transmit both audio and video using a shared boundary to exchange information between two or more separate components of a system. Exchanges can be between computer hardware, software, peripheral devices, and humans or combinations of these entities.
Pillar uses a video interface to gather video, audio, and other data from every interview. The insights are shared with the hiring team to increase efficiency. Pillar provides an interview guide to help run an unbiased, equitable interview in real-time. This interview intelligence platform saves video and data, allowing hiring teams to look back and reference interviews. An interview intelligence platform, like Pillar, increases efficiency and simplifies the hiring process through streamlining data, making it accessible to all members of a talent acquisitions department. In addition, a transformative hiring process includes innovative ways to reduce unconscious bias, making hiring processes more equitable for companies and candidates. Fast, efficient, and fair hiring practices are in demand and now attainable with the help of interview intelligence, and Pillar is leading the way in helping companies make great hiring decisions.
Hundreds of resumes flood into hiring managers' offices per job posting, where talent acquisition teams then sort, review and schedule interviews. Recruitment processes for professional jobs are time-consuming. Depending on the position level, three or four interview rounds may occur per job opening. Faster recruiting and hiring processes are critical for companies and candidates in today's job market. Short-staffed companies need positions filled, and candidates must work as quickly as possible.
The current interviewing process includes virtual interviews more than in-person interviews. Virtual interviews and remote work are trends that jump-started with the 2020 pandemic but continue today. Many companies have found that allowing their employees to work remotely is time-efficient and cost-effective. This is also true for the hiring process. Virtual interviews change the face of the hiring process, and interview best practices for hiring managers must adapt.
Virtual interviewing tips for hiring managers include technology elements. For example, testing and making sure your technology functions correctly. Set up and test all technology before the interview in a quiet, distraction-free space. Use a virtual invitation method to keep track of interview appointments and allow your candidate to accept through a portal.
Hiring managers have the daunting task of efficiently and quickly hiring good quality candidates, choosing them from a mountain of resumes and after many interviews, often all virtual. Therefore, it is imperative to work on how to be a better interviewer to narrow down the best candidates for the job as quickly as possible. Several interview tips include: preparing questions before the interview, maintaining professionalism, and being transparent, open, and honest, throughout the interview process. There is always room for improvement for interviewers. Using interview intelligence, like Pillar, not only helps companies make better hiring decisions. Interview intelligence helps team members improve and grow in their interviewing skills through a coaching feature that will help interviewers through the interview process.
Human resource departments are responsible for all administrative duties involving a company’s staff. Hiring, firing, policy understanding and compliance, and company culture fall under the HR umbrella. Human resource departments are also responsible for employee safety, health, and satisfaction. HR is an integral part of any company and desperately needs efficient answers to mountains of paperwork and excessive but necessary tasks. Artificial intelligence in human resources can offer much-needed help with many tedious HR tasks and allow an HR team to focus on other valuable areas of responsibility.
Artificial intelligence uses computer systems to complete tasks that typically require human intelligence. Using pre-programmed algorithms and artificial intelligence AI can make real-time decisions. Adopting tools with artificial intelligence for use in the human resources department can help an HR department produce better, faster outcomes in many areas, including hiring.
The hiring process is a critical part of the HR department. Talented, qualified employees lead to potential company growth. AI in the hiring process can be used to screen candidates, maintain databases, arrange interviews, and address and resolve questions. Today, AI hiring trends are at the forefront of talent acquisition for companies. AI in the hiring process potentially reduces bias and leads to more effective sourcing and efficient resume filtering. These AI hiring trends may lend themselves to a more personalized experience through artificial intelligence real-time, “real life” text conversations with potential candidates through chatbots.
AI hiring trends include companies such as Pillar, which offer interview intelligence features to help increase efficiency and decrease bias. Artificial intelligence in human resources can reduce hiring process time and aid in quality candidate selection. In addition, part of the hiring process is onboarding new employees. Utilizing AI in this part of the hiring process can potentially customize the experience for each new employee creating a well-organized and informative onboarding experience.
Video conferencing happens daily around the globe on many different video platforms, but what is a video interview? Virtual video interviews take place through video streaming platforms such as Skype or Zoom and typically mimic in-person interviews. In a virtual interview, the candidate uses a live video feed to meet live, although remotely, with a company representative. This live interaction allows for small talk and icebreaker questions. An AI video interview has some distinct differences from video conferencing and video interviewing, which society is now accustomed to using.
AI video interviews use artificial intelligence to analyze responses to interview questions. How does that work? During an AI video interview, the candidate accesses a video interview platform. The interviewee is recorded on video, answering a series of pre-selected interview questions. AI video interviews are yet another place where keywords are king. Since an AI video interview platform uses artificial intelligence to analyze the candidate’s answers, using keywords during the interview may give a candidate an advantage during the analysis process. Keywords for this purpose will be linked to the job description and possibly the company culture.
Many companies are adopting an AI video interview process using an interview intelligence tool compatible with their video interview tool. For example, Pillar pairs well with Zoom and can adapt to other video interviewing tools. Companies use AI video interviews because they tend to be time and cost-efficient. In addition, AI video interviews are aimed to reduce bias because of procedural algorithmic consistency and objectivity in analyzing interview data.
Where AI video interviews remain similar to their more traditional predecessors, the live video conference is in body language, attire, and verbal clarity when communicating. These aspects make a difference in an AI video interview, just as in a more traditional in-person or live video conference interview.
Hiring assessment is a vital part of the hiring process and can be challenging to navigate. Human resource professionals and talent acquisition teams have the daunting task of not only sorting through hundreds of resumes. They also must keep track of and remember minute details from multiple interviews involving many candidates. With the adoption of video interviews, hiring managers can pack their days with more interviews than ever before, only adding to the details they must remember during the selection process.
Assessment tools for recruitment and selection are critical for hiring managers and candidates. Many candidate assessment tools today use artificial intelligence to help with the process to ensure the hiring process is equitable and objective. Hiring assessment tools allow hiring managers to rely on consistent data involving candidates' skills, ability to perform tasks, business knowledge, and behavioral style. This is in contrast to traditional methods where, inadvertently, a memorable moment during the interview may weigh heavier in the selection process than hiring the best candidate for the job.
Some hiring assessment tools involve skills tests. Others involve AI video interviews, employing interview intelligence using artificial intelligence throughout the interviewing process, and gathering and analyzing data about each candidate. Some companies use both skills assessments and AI video interviews in their hiring assessment process.
AI video interview hiring assessments involve a video conferencing platform with an interview intelligence tool, like Pillar. Pillar is a hiring assessment tool used with video interviewing. Utilizing AI interview intelligence during the interview, a candidate is asked a pre-selected series of questions, and their answers are recorded and analyzed. AI video interview assessment contains consistent algorithms making the data analysis fast and fair.
Using a hiring assessment tool gives companies a better chance of interviewing top-quality candidates who will potentially integrate well into their company culture. Hiring assessment tools also empower HR teams to work more effectively and efficiently. Managing candidates and streamlining communication among HR teams.