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.

Trusted by...

“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.”

Rita
Programs Manager, Talent Acquisition

“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.”

Taylor
Director of Talent

Interview Intelligence Software

Interview intelligence allows company leaders to make hiring decisions based on objective data. Rather than relying on personal feelings, businesses can tap into AI to gain deeper insights into conversations so that they can better vet candidates. Interview intelligence software records and transcribes interviews, producing highlight reels and recommending the best candidates for the job. This allows companies to compare candidates in a way that’s equitable. This kind of hiring software is perfect for companies trying to make the best possible decisions about whom to bring onto their team. It simplifies the hiring process and can point out things that you might have otherwise missed.

The interviewing process is critical when hiring, but it has become complicated for many businesses. They are failing to adapt to new interviewing techniques, and their feedback is often bias-filled. One of the primary purposes of interview intelligence software is that it allows organizations to understand what’s happening in interviews. The software records conversations so that others within the company can study and learn from them. Also, by providing an exceptional interviewing process, businesses can attract top talent, and with more positions available than candidates able to fill them, it has become more important than ever for companies to stand out from the crowd. Interview intelligence software also helps promote diversity and inclusion.

Pillar is a thought leader in the interview intelligence space and is on a mission to improve the business world by eliminating bias from interviewing and revolutionizing the hiring process. Pillar is among the best interview platforms, offering software that’s built for both speed and equity. Considering that businesses spend approximately 18 hours of internal time filling each role, the need for software like this has never been greater. Half of hires don’t end up working out and leave the organization within a year, but Pillar cuts the failure rate by half, saving companies time and money.

What is a Video Interview

With the rise of remote work, video interviews have become increasingly common. But what is a video interview, and what does this interviewing process look like? Basically, a video interview takes place remotely using video technology. It’s a great way for recruiters to communicate with those that can’t make it to the office for an in-person interview. Generally, the video interview process follows the same pattern as traditional interviewing. However, with interview intelligence software such as that offered by Pillar, companies can gain more meaningful insights from the process.

Video interviewing became especially popular during the COVID-19 pandemic and remains an effective tool for hiring. It’s no secret that more and more people are choosing to work remotely, and with candidates spread out all over the place, businesses are looking for ways to connect with those around the world. A web-based video interview can be just as productive as an in-person meeting, as long as the interviewer is equipped with the right tools and questions. Physical distance does not have to be a barrier but can, in fact, provide a new means of connection.

Of course, as with any interview, those hiring via video should keep recruiting best practices in mind. It can be particularly helpful to use interview intelligence software, which allows users to make data-backed decisions. There’s no doubt that the hiring process can be a difficult, multi-faceted process, and choosing the right candidates can be a job in and of itself. Whether you’re conducting a video or in-person interview, hiring software can help the process run much smoother, allowing you to examine the conversation from all angles and make the best possible hiring decisions for your organization.

Video Interviewing Software

Video interviewing software provides the tools for companies to hire top talent. For example, a video interview tool might listen for certain keywords or speech patterns, detecting desired skills or qualities. There are many ways that video recruitment software can be used to improve the interviewing process, and companies can experiment with different tools and techniques to see what works best for their organization. In an increasingly competitive job market, it has become crucial for interviewers and candidates alike to get on the same page and communicate vital information. Interviewing software can provide detailed insights to help recruiters make smarter hiring decisions. 

Automated interview software can be especially helpful to the hiring process. Rather than having to do everything by hand, you can offload tasks to your software and it can automatically pick up on key elements of conversations. Trying to keep track of everything in an interview can be difficult, if not impossible. There are so many subtle and not-so-subtle cues that interviewers must pay attention to make smart hiring decisions. Video interviewing software makes it easier for them to pick up on these things, even when speaking to candidates remotely.

Pillar offers the best video interviewing software, allowing users to record and share clips. Being able to replay interviews is critical, as not many people can remember every little detail of each interview. Pillar empowers companies to take control of the hiring process, accounting for equity, and other important factors. What’s more, teams can improve their interviewing skills through coaching, assessing their performance, and looking back on the things they did well and the things they could do better the next time around. With Pillar, hiring doesn’t have to be a negative experience — it can provide an opportunity for growth for both candidates and interviewers.

Video Interview Bias

Although video interviews have opened the door to new opportunities for candidates and recruiters alike, they are not without their pitfalls. Video interview bias has become a real challenge that organizations everywhere are attempting to tackle. Interviewer bias presents itself in many forms. For instance, interviewers may judge candidates based on the way they appear on video, or the environment surrounding them. One of the downsides of video interviews is that they don’t often paint the full picture of who a candidate is, and this can result in recruiters making unfair judgments about that person’s skills or abilities.

It’s important to note that not all bias in hiring is intentional. Not many interviewers go into the hiring process with the goal of disqualifying candidates based on biased criteria. Unconscious bias in interviewing is much more common and, as the term implies, occurs without the recruiter’s knowledge. As such, it is much more difficult to tackle unconscious bias than other forms of discrimination. In many cases, interviewers must undergo special training to recognize this bias and work to eliminate it from the hiring process—however, this is much easier said than done.

Video hiring software can help organizations spot unconscious bias in conversations, leveraging advanced tools to assess candidates fairly. Pillar’s software offers side-by-side candidate comparisons and AI-generated highlight reels to help users get a balanced view of each candidate. This can not only help reduce bias but allow for better comparisons so that recruiters can get the full picture, not just what they see or hear on video. With Pillar’s interview intelligence tools, you can create a more equitable  workplace, hiring those that are the right fit for your business.

How to Be a Better Interviewer

Understanding some of the common mistakes made by interviewers can help you improve your interviewing skills. As with anything, interviewing takes practice, and as long as you continue to expand your mindset, you will get better over time, but it’s good to know what to avoid from the start. The following are some of the biggest mistakes interviewers make when interviewing or vetting candidates:

Not reading the candidate’s resume prior to an interview
Making quick judgments
Asking discriminatory or otherwise inappropriate questions
Appearing disinterested
Arriving too early or too late
Talking over candidates
Overlooking the human aspect of the process

By studying the top tips for interviewers, new recruiters can get a better idea of what to expect during the interview process, as well as avoid some of the pitfalls associated with interviewing. Learning how to be a better interviewer takes time and practice, but by equipping yourself with the right tools and knowledge you can make the right decisions for your business. This can ensure that candidates have a good experience, whether you end up hiring them or not. Interviewing isn’t rocket science, but it does take time and patience, so it’s important to regularly analyze your performance, identify weak spots, and develop improved interviewing techniques. 

Pillar’s interviewer coaching software helps teams conduct better interviews, offering deeper insights into their performance and showing them how to do better. The platform provides question recommendations based on the specific skill set you’re hiring for. It also offers real-time guidance, coaching team members through the process, and assigning scores to help them understand what they did well and what they could improve on. Utilizing Pillar’s interview intelligence tools, you can transform your recruiting game and put your hiring team on the path to long-term success. Instead of relying on guesswork or gut feelings, you can view objective, data-backed insights to recruit the perfect candidates for whatever position you’re hoping to fill.