Articles about Candidate Experience

Follow this 7-step guide to shortlisting candidates, with criteria examples, evidence rules, and scoring anchors for confident hiring at scale.

AI doesn't eliminate hiring bias, but it can support fairer decisions. Learn 8 best practices for structured, human-led candidate screening.

Compare 7 top hiring platforms with AI scoring. Learn how AI scoring works, types of systems, and how to choose the best fit for high-volume hiring.

HireVue candidate experience review: completion rates, setup friction, and accessibility. Analysis of 300+ verified reviews from hiring teams and candidates.

Find the best one-way video interview platform for your hiring volume. Compare pricing, candidate completion rates & real ROI from 8 top solutions.

Looking for the best AI tools to screen and assess candidates? Here are 12 top options, how they work, and when to use each to make smarter, faster hiring decisions.

Learn what AI candidate screening is, how it works, and how to use it effectively to hire faster while improving accuracy and fairness in recruitment.

Nervous about one-way video interviews? Get simple tips, worksheets, and practice exercises to boost your confidence and stand out as a candidate.

Willo is a trusted human-first candidate screening platform, helping over 5,000 high-growth companies recruit faster and better—including brands like Toyota, Aggreko, and QVC. 

Your hiring process shapes candidates' perceptions more than you might think. According to iCIMS, 95% of candidates say that how they're treated during the application process reflects how they would be treated as an employee. For hiring teams, there's a clear way to measure and improve these critical interactions—candidate NPS (net promoter score).

Your employer brand can make or break your chances of attracting top talent.For instance, 75% of job seekers won’t consider your company if they catch wind of a bad reputation. And, according to our State of Hiring 2024 report, employers are catching on—83.6% rate it as very to extremely important for attracting top talent.

Hitting enrollment targets these days is more challenging than ever.For example, less than half of institutions with fall semesters meet their quota by May 1st each year. And it’s not just a one-off thing: between 2012 and 2022, U.S. college enrollment dropped by over 3.1 million students. Further, this trend is global. For example, Australia recently saw its lowest enrollment in nearly a decade.

Recruiters are often focused on finding the perfect candidate. And rightly so—a great hire can generate a lot of value for a company. However, it's also important to balance hire quality with the time it takes to find and hire.

Discover 11 data-backed tips to improve candidate experience in 2025. Learn creative strategies, real examples, and modern hiring best practices.

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. 

According to Aptitude Research’s 2020 Talent Acquisition study, 63% of companies reported identifying quality hires as their greatest challenge. And the leading reason? A lack of consistency and objectivity in the evaluation process.

Hiring a virtual assistant (VA) can be stressful. First, you have to wade through the options—onshore or outsourced being the big question to consider. Then you might need to assess multiple candidates before selecting someone. ‍And while the process is similar to hiring full-time employees, there are some unique elements to navigate.‍ This mini-guide explains those unique elements and how to manage the whole thing.

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.

Recruiters are burning out at an increasing rate. It’s easy to blame the great resignation and the shift to remote work (then hybrid work) and call it a day. But that’s too easy. The real problem isn’t the challenges we face—those will always come—it’s the processes and systems we have to handle them. In short: we need to upgrade recruiting systems to match the reality we now live in. And an upgraded system includes video interviewing (powered by a purpose-built video interview tool) as part of your recruiting process.

As a founder, there are a few company milestones that bring incredible joy. Fundraising is often one of them (Willo raised a Seed round in 2021 that I’m proud of). Helping our customers streamline video interviewing is another (the average user saves 6+ hours per week of admin with Willo). But the real win for me is seeing candidates succeed. And it’s only just the beginning.

You might buy a software for one purpose; it doesn’t mean you can’t use it in other ways. ‍Take video interviewing software, for instance. Willo’s 2024 Hiring Trends Report found that 27.4% of companies have no hiring plans this year and 39.7% only plan to grow modestly. That’s a lot of organizations that have already invested in technology to power hiring, but may not be using it a lot this year.