Adding case interview questions to your video interview software takes time, but the payoff is worth it: You get to assess candidates’ real capabilities at scale, on your terms, and as many times as needed.

Diversity and inclusion has become an important organizational consideration over the past few years. Companies are coming to terms with disparities in the workplace and implementing initiatives to create a culture of inclusion.Recruiting needs to play a key role in this process.Left unchecked, recruiting can easily be driven by unconscious biases. But there’s good news—relatively simple changes to tools, stages, and practices that make up your recruitment process can lead to massive improvements in diversity and inclusion.

Whether due to fierce competition for talent or limited resources internally, recruiting has never been more difficult. Cutting through the noise and zeroing in on the right individuals requires not only skill but also a first-rate strategy. 

Candidate screening software is a broad category of tools designed to simplify, streamline, or organize some aspect of the candidate screening process.With any candidate screening software, the goal is simple—to help companies zero in on the best candidates faster.

That new grad you hired today might eventually become the CEO. But even if they don’t, you want them to be high-quality individual contributors and possibly managers or team leaders in the future. ‍Achieving any of those goals–from simple productivity to C-Suite succession–starts with new graduate onboarding. Now VP of Finance at Willo, Kevin Swan worked at a global consultancy for eight years, both going through their new graduate program and later supporting graduate recruiting at the firm as a member of the tech M&A team. ‍Looking back on his experience with new graduate programs, Kevin shared his perspective on three crucial onboarding elements that every corporation needs in place for day one. 

Diversity, Equity, and Inclusion in the company promote problem-solving and a culture of innovation. According to a study from Boston Consulting Group, diverse companies report 20% higher “innovation revenues” or proceeds from newly launched products/services. Diversity in sourcing and hiring refers to the policies ensuring the process is free from all types of biases. When hiring talent, the personal characteristics of the candidates including race, gender, religion, and sexual orientation should not impact their chances of getting shortlisted.

Ok, so campus visits are out now?‍ Or are they back on? ‍ During the COVID-19 pandemic, public health restrictions provided a great excuse for why new grad hiring had to be all remote. Candidates forgave some shortcomings and less-than-ideal experiences. Now, things are changing.‍ To keep up in the changing world, companies need to take the best of the old ways—namely, the focus on human interaction—and leverage the best of technology—speed, flexibility, and cost efficiency—to build a new kind of recruiting funnel.‍ While we recommend all new grad funnels have some in-person elements if possible, you can still build a high quality, fully virtual funnel. Here’s what you need to know.

With high volume hiring or mass hiring, it’s a numbers game. However, you’re still dealing with real people who deserve respect regardless of the hiring decision. But that doesn’t mean it’s easy to make a great candidate experience.