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The way that many businesses conduct interviews today is simply outdated, inefficient, and unfair. The problem is that the interviewing process has not been updated in decades and it still relies on interviewers to rely on their gut feelings and instincts to make the “right” hiring decisions. Unfortunately, this perpetuates the biases that these interviewing professionals have — even if they are unconscious biases.
One of the biggest struggles with the current (and previous) interviewing approaches that many businesses use is that there is no fully standardized and fair interview process that focuses on mitigating bias. But, in order to make the smartest and best hires, it is important to create an equal opportunity for all candidates and rely on unbiased, completely objective, and data-driven hiring decisions. To help companies make these objective hiring decisions, new interview software, called interview intelligence software was developed.
One leading interview intelligence platform is Pillar. Pillar helps businesses to bring in the best people by implementing interview intelligence to help with recruiting and hiring professionals to efficiently and equitably make hiring decisions. Adding intelligence to your interview process means making more well-informed and equitable decisions about which candidates to hire so that you can ensure that you are hiring the right talent — not based on a “gut feeling.” So, what exactly is interview intelligence? Interview intelligence is more than just knowing which interview questions to ask in an interview. It is the use of technology to record and transcribe interviews and then the use of artificial intelligence (AI) technology to generate highlight reels and surface the most qualified candidates so that your hiring teams can effectively and equally compare their answers and skills. In addition to these merit-based recommendations, interview intelligence provides guidance and coaching to help interviewers give consistent, high-quality interviews and candidate experiences as well.
One huge problem that many businesses are facing in today’s incredibly competitive job market is that their interviewers are not prepared to provide a great candidate experience or an effective and fair interview. This is because they have never been trained in how to do this. With interview intelligence, however, you can ensure that your interviewers are properly trained and have access to all of the resources that they need to ensure an equitable and objective interview that does not fall victim to interview bias or lack of preparation.
But, of course, simply adopting an interview intelligence system without putting in any effort will not be enough to ensure that your candidates are getting a fair, equal opportunity to impress you with their experiences and skills. Interviewers need to ensure that they are using the techniques and skills that they have developed to ensure an effective interview process. But what are these important interviewer techniques that recruiting professionals should be doing for each interview?
There are a number of best practices in interviewing and all interviewers should ensure that they are following this 4 part checklist for each interview in order to give candidates the most consistent and equitable interview experience. The first item on this checklist is to prepare for the interview. Review the candidate’s resume and know the questions you want to ask before you begin the interview — an interview is a two-way street. You are competing for their talent as much as they are competing for your open position. Next is to be punctual. If you expect your candidates to be on time then you also need to be on time.
The third is to make sure that you are answering the candidate’s questions. This means both being prepared for questions they may ask and following up with any groups after the interview to address any questions that you were unable to answer during the interview. And finally, you want to be sure that during the interview, the interviewer is assessing the candidate’s responses. There are many different ways to do this, but a scoring system, like the one Pillar uses, can be extremely useful in helping you to best assess a candidate’s performance. Additionally, this immediate feedback is a very effective way of reflecting on the candidate’s performance and skills before unconscious bias can begin affecting your decisions.
Especially during and following the events of the COVID-19 pandemic and the nationwide lockdown that many countries have faced in the past few years, video interviewing has become more and more popular. Video interviews allow candidates and interviewers to still get the feeling of being in a traditional interview, without needing to physically be in the same location. This has the added benefit of making interviews more accessible to people who may already be working that are looking for a better opportunity or those who simply are not able to make it to a job location for an interview due to other circumstances.
But accessibility is not the only benefit of these types of interviews for businesses today. Businesses that implement interview intelligence can actually record these interviews and assess candidate qualifications using AI technology. This can help businesses to mitigate video interview bias and focus more on the video interview questions and answers. Interview intelligence can transcribe these questions and answers and easily highlight the most qualified candidates based on their answers.
These AI-generated highlights take into account only the fact-based insights that come from the interview data, so they are an objective view of a candidate’s qualifications. This makes it a very effective video interview assessment tool that is completely objective and data-based so that you can feel confident that you are basing your hiring decisions on qualifications and skills rather than personal feelings or biases.
Figuring out which interview questions to ask during your interviews can be one of the most difficult parts of preparing for an interview. After all, you don’t want to make your candidates bored or disinterested by asking the same seven interview questions that all businesses ask, but you also don’t want to comprise your interview of extremely tough interview questions and answers because this can make your candidate feel uncomfortable or overwhelmed. And while it can be very tricky to do, striking the right balance between unique interview questions and answers and more casual or general ones is incredibly important to creating a pleasant candidate experience as well as a more comprehensive and effective interview.
Because of this, it can be a good idea to think of both some casual interview questions to ask candidates as well as some more complex ones. This can give the interview a more dynamic and natural feeling and help to retain the interest of the candidate without overwhelming them with complex question after complex question. The two main categories of interview questions that you will likely want to ask in your interviews are position-specific questions and culture fit questions.
Position-specific questions will be all of the questions that ask about the candidate’s experience, relevant skills, and accomplishments, as well as the space to provide information about the position itself and the company as a whole. It is also important to leave space for candidates to ask questions with regard to these questions — this is where you will be able to address any of their concerns or clarify anything that they may be confused about. Culture fit questions and answers, on the other hand, are all about determining whether or not the candidate will be a good fit for the position and the company in general — for example, if they will be able to get along with co-workers and if they are a good fit for the company’s values and beliefs.
Keeping track of hiring trends and coming up with the right interview questions can be incredibly difficult — especially in today’s extremely competitive job market. Even with the numerous examples of interview questions for hiring managers available online for businesses to use or take inspiration from. It can seem like all interview questions are the same set of boring questions, and if you are feeling bored by the questions you are asking, just imagine what your candidates are feeling. But, not all questions have to be boring and repeated interview after interview, and not all interview questions and virtual interviewing tips for hiring managers contain the same seven questions.
Some interview tips from individuals who are known to be incredible at interviewing — such as Oprah, David Letterman, and Howard Stern — include making the candidate feel special and actually listened to during the interview, avoiding bad interview habits like asking more than one question at a time, and treating every interview as a conversation rather than an interrogation.
An interview intelligence system, like Pillar, can help you to come up with and remember the questions that will help you create a more effective interview. With real-time interview guidance, you can worry less about forgetting an important question and instead feel confident that you are giving the candidate a fair opportunity for them to show you why they are a good fit for the job. This means that you can focus your attention on listening to their answers and providing in-interview feedback reactions to best assess whether or not they will be a good fit for your business.