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.

When someone quits, it’s unlikely they will be fully honest about why in an exit interview. Either they are livid but trying to save face or they genuinely care but don’t want to ruffle feathers. In other instances still they are moving on happily and want to keep the relationship positive. Regardless, you won’t get the closure or honest feedback you might be looking for. Instead, use exit interviews as an opportunity to deliver a great last impression and get data you can use to build a business case down the line.

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.

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.

Inviting candidates to video interviews will help them show their personality far more than they could in a phone screen. Now sending that invitation is even easier with Willo’s new Lever integration. Here’s how the integration works—and benefits both Willo and Lever users

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

Endava helps companies around the globe with software challenges. As a result, people are the company’s greatest asset. But with high-volume hiring needs, it’s difficult to find the time to screen every single candidate. This was especially prevalent when Endava LATAM received 400 intern applications during one hiring round. In this blog post, we show how the company leveraged Willo to save over 100 hours of recruiter time while providing a high quality candidate experience.