Articles about Hiring Process

For many recruiters, around half of the recruiting process is simply… asking questions.Ask the wrong questions, then, and you risk making this process a lot longer than it needs to be. One way to massively reduce the time spent on the interview process is to use a one-way-interview solution like Willo, which helps companies save hundreds of hours on their interview process. In this guide, we'll unveil the top recruitment questions that will streamline your hiring journey, helping you identify the ideal fit quickly and avoid unnecessary setbacks.

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. 

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.

In-person interviews are a business’ worst (environmental) nightmare. ‍ But what if all those interviews had been in-person? What would be the environmental impact? ‍ It seems so small, but the impact is huge across every candidate and every company. Virtual hiring is not only more efficient for companies (and something many candidates prefer), but it’s also a boon to the environment in a few different ways.

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.

The best business development reps (BDRs) and sales development reps (SDRs) are personable, tenacious, and hungry for success. Usually, the best way to hire them is to engage with them one-on-one to truly assess their capabilities. While this is still critical at later stages of the interview process, it’s too time consuming for high-volume hiring in the early stages. The process becomes a hassle between interview scheduling, test calls, and more. If you’re in growth mode, asynchronous interviews are a key tool in your recruiting box. Here’s how they work and how they empower high volume BDR hiring for all stages of companies.

You were so excited to run a remote hiring process. ‍ Then you realized your day would be the same, just on Zoom instead of on the phone. ‍ Suddenly, remote video interviewing felt more constricting than a phone call from an office because you had to stare at a screen all day. And it’s started to burn you out, which makes sense when you google around—SHRM reported that recruiters are burning out at a fast pace, often due to the pressures of doing more with technology.‍ When live video interviews just aren’t working for your company anymore, whether due to admin burnout or simply managing too much volume, you need to keep the machine going in a different way. ‍ Here’s what causes live interviews to stop providing value—and what to do about it.

Done right, virtual hiring events can build the same sense of connection as in-person while also showing off your fantastic culture.

With video interviews, candidates could be recording their responses while you’re asleep. This has great benefits in terms of time savings and efficiency for high-volume hiring, but it also means you need to prepare differently for the process from start to finish. We know this pain all too well at Willo, so we put together a checklist you can use to make sure you’re ready for anything that comes along.

While the ability to hire talent from all across the globe is one of the best things about remote work, it also comes with challenges of its own. To hire a good candidate remotely, you’d need to modify your hiring process to accommodate special remote qualities as well as judge a candidate in the usual way you would in an in-person interview.

Async interviews cut hiring time by 50% and costs by 30%. Discover 7 ways to screen candidates efficiently and make better hiring decisions faster.