Bring interview intelligence into your hiring process

The benefits of an interview intelligence platform are plentiful. Here are five:

Improved hiring outcomes: By providing data-driven insights into candidate performance, an interview intelligence platform can help hiring managers make more informed decisions about who to hire. This can lead to improved hiring outcomes, including higher retention rates, better job performance, and lower turnover rates.
Time and cost savings: An interview intelligence platform can automate many of the manual tasks associated with interviewing, such as scheduling and follow-up, freeing up time for recruiters and hiring managers to focus on higher-value activities. Additionally, by reducing the number of interviews needed to make a hiring decision, an interview intelligence platform can save on recruitment costs.
Increased fairness and objectivity: An interview intelligence platform can help reduce bias in the hiring process by standardizing interview questions and evaluation criteria, ensuring that each candidate is evaluated on the same criteria.
Improved candidate experience: An interview intelligence platform can provide a more seamless and efficient interview experience for candidates, helping to create a positive impression of the company and potentially improving the candidate’s perception of the hiring process.
Enhanced analytics and reporting: An interview intelligence platform can provide detailed analytics and reporting on the hiring process, including candidate performance, interview feedback, and overall recruitment metrics. This data can be used to continuously improve the hiring process and identify areas for improvement.

Interview intelligence can transformation your hiring process in a variety of ways including:

The need to hire faster: A long time-to-hire not only raises the cost of hiring, but it can also cause you to lose top candidates. Many job seekers lose interest in a job if the hiring process is too lengthy. In fact, the top 10% of talent tends to be off the market in 10 days! Through AI-generated highlight reels, teams can more easily collaborate, reducing the number of interviews required and uncovering the right candidate in less than 3 weeks.
Losing candidates to competitors: Candidates have a much better experience when they aren’t being asked the same questions over and over again. They also feel much more connected to the hiring team because each interviewer is prepared after watching highlights from previous interviews. This leads to a huge increase in candidate acceptance rates (typically double!).
Trying to get valuable feedback from interviewers is like pulling teeth: After an interview, do you always have to chase down interviewers for feedback days later? And even when interviewers do provide feedback, is it just 3 unhelpful bullet points of information? We’re guessing you’re nodding your head saying “yes” to both questions right now. With interview intelligence, hiring managers receive immediate feedback from interviewers through live, in-interview feedback reactions. This mitigates the need to chase down interviewers and ensures the feedback provided is actually beneficial to making a hiring decision.
Hiring with certainty: Bad hires are a multi-billion dollar problem for companies. Before making a hiring decision, hiring managers are able to compare candidates back-to-back by specific skills. This cuts the failure rate of hiring in half so you aren’t crossing your fingers that you hired the right person for the job.
Diverse candidates are being disqualified: Interviews are filled with bias, and when you can’t see into each interview, there’s no way to catch bias in the hiring process. Having the ability to re-watch interviews provides fewer best-guesses on why diversity targets are being missed and leads to more data-driven hiring decisions.
Poor candidate experience: Oftentimes, interviewers show up to interviews unprepared and don’t know what questions to ask or they don’t stick to the interview question plan. By using an interview intelligence platform that integrates with your video conferencing tool, every interviewer receives a guided list of skills-based questions, making it much easier for them to stay consistent with every interview. The question guide reduces the risk of bad interviews and leads to a better experience for the candidate.

The internal departments that benefit most from interview intelligence include talent acquisition, sales, engineering, and DEI teams. Here’s why:

Talent Acquisition: Today’s talent acquisition leaders use real-time analytics and insights to routinely hire the best talent. It’s becoming more and more imperative that hiring decisions are based on data and not subjective opinion. In fact, talent departments that don’t embrace data will continue to have difficulty in hiring top candidates in an efficient, predictable manner. On top of that, most talent departments run totally blind as to what is actually happening within interviews, and without insight, the root of the problem can’t be fixed. Interview intelligence helps to solve this by speeding up the hiring process and mitigating the huge opportunity cost of bad hires.
Sales: The average turnover in sales is 25 to 30%. Direct replacement costs for a sales employee can range from $40,000 to $70,000, while other sales positions can cost a company as much as $300,000. Moreover, these figures don’t reflect the lost sales while a replacement is found and trained, which can add up to 12+ months of quota. This is why it’s so important to ensure you uncover the right sales candidates efficiently and effectively…and that starts with interviewing. Because after all, even the worst salespeople can sell themselves in an interview, but bringing GREAT salespeople into your organization is key to hitting revenue goals.
Engineering: Software engineering is a BOOMING field, and it’s becoming increasingly difficult for organizations to hire software engineers. Many engineers mentioned that they drop out of an organization’s hiring process because of 2 things: time-consuming interviews and not being tested on skills that are relevant to the role. Because of this, running an efficient, structured interview process, providing a great candidate experience, and asking skills-based questions that are appropriate for software engineers will ensure they say “yes” to you over other roles.
DEI Teams: Interview intelligence helps DEI teams meet their diversity goals quicker as it provides advocacy and transparency into diverse hiring decisions. Most importantly, DEI teams have increased confidence to go to bat for diverse candidates, moving from “I really like them” to “they are the best candidate, and here’s why”. Even if your organization has a diverse candidate pool to interview, many of these candidates are still not being selected for the role. This points to a problem within the interview process itself, and interview intelligence promotes fair, unbiased interviewing.

Grow better with every hire.

Add intelligence to your interviews

Curious to see Pillar in action?

Empower everyone to hire better

People Teams

Recruiters

Hiring Managers

DEI Champions

Executives

Before Pillar

After Pillar

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Interview Intelligence Explained

Bring interview intelligence into your hiring process

Grow better with every hire.

Add intelligence to your interviews

Curious to see Pillar in action?

Empower everyone to hire better

People Teams

Recruiters

Hiring Managers

DEI Champions

Executives

Before Pillar

After Pillar

Trusted by...

Interview Intelligence Explained

What is interview intelligence?

What are the benefits of an interview intelligence platform?

Why is hiring broken?

How can interview intelligence transform your hiring process?

What are 8 questions to ask when choosing an interview intelligence platform?

What internal departments benefit most from interview intelligence?

How can talent acquisition teams improve their interview process?

How do you know if someone is a hard worker in an interview?

Bring interview intelligence into your hiring process