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Cultural fit is an important factor in finding the right candidate for a job. According to recruitment consultancy Robert Walters, candidates who mesh well with the teams they’re placed on are 84% better at meeting performance goals and 81% less likely to leave. These are real, tangible reasons to ensure your hires are a good fit for your company culture.

Recruiting students to your college or university is no longer a “sit back and wait” game. With so many options all vying for a limited pool of potential students, it’s more important than ever to have a strong recruitment strategy in place. 

For decades, the recruitment industry as a whole has leaned heavily on signaling devices—such as years of experience—as indicators for skill.This approach not only leads to reinforced biases because someone didn’t have the “right” credentials—and the simple reality of work not getting done because someone was great on paper but floundered in the role. 

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.

Efficiency is a big deal in recruitment. However, a lot of recruitment processes are severely under-optimized. We can see this in the symptoms of inefficient recruiting.

Willo is honoured to have received recognition in the G2 Summer 2024 Reports, highlighting our dedication to providing the best video interviewing solution.

You need an efficient process for figuring out which candidates don’t meet the baseline requirements for a position. Why? Because many candidates simply won’t.Only around 20% of applicants make it through to the interview stage for any given job. There are all kinds of potential reasons for this, but the most common is that they don’t meet the baseline requirements that they need to do the job you’re hiring for.

Digital recruiting is nothing new, but the tools and techniques that work are constantly evolving. If you aren’t regularly updating your digital recruiting strategy, you’re likely wasting time, money, and resources while missing out on top candidates.

Whether you’re a team of one processing 100 applicants in a month or a team of 20 processing 1,000 applications, high-volume recruiting can be overwhelming. And when things get hectic, processes and tools that work for more moderate hiring volumes may not cut it anymore.

Traditional recruitment typically involves creating a job listing, waiting for applications to roll in, and choosing the best fit. Sure, this method works. But it only lets you target around 30% of the global talent pool—active candidates.

Humans are (in many ways) hardwired for bias—it can be a major challenge in recruiting, social interactions, and everyday life. We all see the world through different lenses, and those lenses lead to real consequences. In many cases, these are harmless. Maybe you prefer coffee to tea or think cats are better than dogs… no big deal.

Attracting candidates is easy. Attracting the right candidates is a whole different ball game. According to Indeed research, almost half (43%) of employers struggle to attract qualified, talented candidates with their job postings. 

Every recruiter wants the ability to improve their hiring processes reliably. Maybe you want to find better-fit candidates. Or maybe you want to speed up your recruiting process so you can get high-quality talent in seats faster. The point is, there’s always something to improve upon in recruitment.

Asynchronous video interviews are becoming a more prominent part of the hiring process because they allow organizations to streamline recruitment. This approach is especially beneficial for high-volume hiring or when you want your Recruiters to prioritize their time on things other than marathon phone screens.

As more organizations move to pre-recorded video interviews, they’ve gained the benefits of a more efficient process and improved consistency for candidate evaluation—but how do you make sure that great candidates make it through the process?

Recruiting can be an overwhelming process—and stress seems to be building for recruiters and hiring teams. Research shows that 53% of recruiters feel their job was more stressful in 2023 than in the previous year.

The current job market is tricky to navigate.Candidates are getting more job offers thanks to an uptick in hiring activity. This means speed is a top priority for recruiters looking to hire the best talent. To keep up the pace, it's important to have an efficient and effective candidate screening process in place.

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.

Willo is honoured to have received recognition in the G2 Spring 2024 Reports, highlighting our dedication to providing the best video interviewing solution. These recent awards showcase our ongoing commitment to customer satisfaction and innovation. With wonderful input and feedback from our users, we’re delighted to see Willo excelling in its category, setting a high standard for quality and reliability in video interviewing.

Evolving technologies, expectations, and job market conditions have arguably made recruiting more difficult than ever before. For example, the Willo 2024 Trends Report found that 61.7% of employers anticipate salary expectations or competition from other companies as the key challenge they will face hiring and retaining top talent.

As remote work becomes more common, hiring teams have had to adapt.Candidates are often spread all over the world, so coordinating interviews is not an easy task. Plus, remote recruitment teams need tools to collaborate with each other and stakeholders without in-person meetings.

The right marketing team has the potential to push your brand into the spotlight. Research from Bain & Company and Google shows that the most mature marketers are 4x as likely to achieve business goals, increase market share, and increase revenue than the least mature marketers. But how do you find and hire these top-performing marketing professionals?

Hiring the right talent is hard enough—doing it at a pace that meets the needs of high-volume organizations is even harder.Challenges like scheduling, workload management, and candidate experience are compounded when you’re hiring at scale, and they can quickly add up to bottlenecks, missed opportunities, and unfulfilled potential.