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.”
As companies compete for top talent, the candidate's interview experience becomes a major factor in a future employee's decision to accept an offer.
The goal is to make sure your company stands out by providing a great interview experience that will leave a lasting impression.
But the way the interview is conducted can also be a determining factor in whether or not the candidate accepts the offer.
Candidates use the interview process to actively gauge the quality of a potential employer and their long-term prospects with the company. If a candidate has a positive interview experience, they are more likely to accept an offer from that company.
Conversely, if a candidate has a negative interview experience, they are less likely to want to work for that company, no matter how good the salary or job title may be.
If you’d like to learn more about how to give each candidate a great interview experience, check out, “Interviewer Preparation- What to do before the interview.”
Glassdoor research found that as many as 67% of candidates would exit the interview process with as little as one negative experience.
In a recent article from Glassdoor, "Why Candidates Reject Job Offers," the author notes that "the interview process is the best predictor of how a candidate will feel as an employee."
The article goes on to say that, "in today's job market, where candidates have more power than ever, a company's ability to attract and retain top talent rests largely on the quality of their interviewing process."
So the goal of the interview is twofold. Not only is the interviewer assessing whether the candidate has the required skills for the job, but the candidate is also gauging the quality of the employer and their long-term prospects with the company.
There are a number of factors that go into making an interviewing process great. Interviewer preparation, candidate research, skills assessments, reference checks, lists of questions on the part of an HR team, coordinating team interviews, and so much more.
There's a potential point of failure at each step in the process at which each company runs the risk of giving candidates a negative experience.A simple way to solve this challenge is video interviewing software.
Video interviewing software helps employers to reduce the risk of bad interviews, allows them to speed up the hiring process, and saves time and money on costly mis-hires.
Video interviewing software does this by providing a structured interview format that allows for semi-structured questions, skills assessments, and easy grading at each step in the process.
Providing a streamlined interviewing experience will decrease the number of failure points in a hiring process and allow the interviewer and candidate a lower-stress environment in which to connect.
Interview intelligence software also offers the ability to easily connect with candidates who may not be able to come in for an in-person interview.
It's also a great way to assess candidates from a more diverse pool of applicants, which can help create a great team.
There are dozens of video interviewing platforms. The most common virtual interview platforms are MyInterview, VidCruiter, and InterviewStream to name a few.
How do you decide which one is right for you?
The 6 most important factors to consider are:
1. Ease of use: The platform should be easy to use for both the interviewer and the candidate. There should be a low learning curve so that you can start using the platform quickly and efficiently.
2. Flexibility: The platform should allow for both live and pre-recorded interviews. It should also provide the ability to do one-way or two-way video interviewing.
3. Scalability: The platform should be able to grow with your company. As your company grows, the platform should be able to accommodate more users and more interview types.
4. Customer service: The vendor should have a robust customer service offering so that you can get help when you need it.
5. Price: The platform should be affordable for your company. There should be a variety of pricing options so that you can choose the one that fits your budget.
6. Integrations: the video interviewing platform you choose should integrate with all of the tools you use daily.
Tools like Zoom, Lever, Outlook, Microsoft Teams, and Google Calendar have become second nature in SaaS today, the video interviewing platform you use should as well.
Pillar's video interview intelligence software integrates into all of these tools to provide a seamless addition to your recruiting tech stack.
Our solution helps employers to improve their interviewing process by providing a structured interview format that allows for semi-structured questions, skills assessments, and easy grading at each step in the process.
The impact of Artificial Intelligence (AI) is far-reaching and one of the most discussed topics in recruiting today.
Many startups are looking to use AI to improve the recruiting process. From sourcing candidates and matching them with job openings to interviewing and grading candidate assessments, there's no doubt AI is changing how we look at recruiting today.
There are a few different ways that AI is being used in video interviewing.The first is in the area of transcription.
Pillar uses AI to transcribe video interviews so that they can be easily searchable and stored for later review. This allows the interviewer to focus all their attention on engaging the candidate without having to pause and take notes.
The second way AI interview software is being used is in the area of bias.
Bias can be a huge problem in recruiting. Studies have shown that when it comes to hiring, people often unconsciously give preference to those who are like them.
This is where AI can help. By using semi-structured questions and processes in a video interview, AI can identify and eliminate bias in the interview process. This allows employers to make sure they're hiring the best candidate for the job, regardless of who they are.
The third way AI is being used in video interviewing is in team interviewing coaching.
When a team of interviewers is working together to interview a candidate, it can be difficult to ensure that everyone is on the same page.AI interview software can help by providing real-time feedback to the interviewer on their performance. This allows them to make sure they're on track, asking the right questions, and getting the information they need from the candidate.
It also gives the HR team confidence that the candidates being interviewed are getting a fair chance to prove themselves.
Pillar's video interview intelligence platform uses AI in all of these ways to help improve the recruiting process. If you'd like to see how it works, check out this video.
Online interviewing platforms used to be clunky and difficult to use. The UI wasn't great, the video and audio quality were poor, and they were often unreliable.
This made them unpopular with candidates and recruiters alike.
Fortunately, that's no longer the case.
Today's video interviewing platforms are sleek, easy to use, and offer high-quality video and audio. They're also much more reliable than they used to be.
As we've made the transition from online video interviewing platforms into interview intelligence powered by AI, we've seen a number of benefits.
First, AI can help to transcribe interviews. This means that interviewers can focus their attention on engaging with the candidate, without losing track of a train of thought or having to take notes.
It also means that candidates aren't being asked the same redundant questions throughout the interview process.
This results in a better interview experience for both the interviewer and the candidate.
Second, bias can be quickly identified and eliminated.
By using semi-structured questions in an interview, AI can help to identify when bias is creeping in and take steps to eliminate it.
This not only results in a more fair interview process but also helps to ensure that the best candidates are being hired for the job.
Sometimes, it’s more about knowing which questions not to ask. Here’s a list of questions that you should never ask in an interview.
Third, AI can provide real-time feedback to interviewers.
This allows them to make sure they're asking the right questions and getting the information they need from the candidate. It also gives HR teams confidence that the candidates are being given a fair chance to prove themselves.
As much as most of us don't want to admit it, the fact is that we're not perfect. We all have our own biases, and we all make mistakes.
The good news is that interview intelligence software can help us to identify and eliminate these biases and mistakes in the interview process.
This results in a better experience for both the interviewer and the candidate, and it helps to ensure that the best person for the job is being hired.
For more tips on removing bias from interviews, check out, “How to Remove Bias from Interviews.” It's a complete guide to identifying unconscious bias in recruiting so you can remove it from your interview process.
Interview intelligence powered by AI is changing the recruiting landscape. If you're not currently using it in your recruiting process, you're at a competitive disadvantage.
If you'd like to learn more about how Pillar's Interview Intelligence platform can help improve your recruiting process, schedule a demo today.
We'll be happy to show you how the platform can save you time and give your candidates a better interview experience.