Pillar

Over the last few weeks, we’ve been sharing insights from our advisory board on their top tips for improving the interview process. This week, we’re hearing from Anita Grantham...

Over the last couple days, the team has been in Indianapolis for strategy sessions across all our departments - product, marketing, sales, etc. We’ve been looking forward to our time together for months. Here are some pictures from the highlights - sushi-making, new swag, and more. Already looking forward to our next onsite!

HOW OFTEN DO INTERVIEWERS ADHERE TO THEIR INTERVIEW GUIDES? Amongst the many insights Pillar surfaces to improve interviewing is how closely interviewers follow their interview guide during interviews. This shows whether interviewers are doing what is asked of them and interviewing consistently. Across all the interviews conducted in Pillar, we see that interviewers adhere to their interview guides around 92% of the time. Before using Pillar, most of our customers were seeing this sit at around 25%. What are your thoughts on balancing structured interviews but also wanting flexibility to ask questions that arise with emerging information from the candidate?

We can’t believe it’s already time for us to promote our last webinar of 2024! In a few weeks, we’ll be hosting Scott Sell, CIR, Ben Dickinson, & Andrea Lessard to discuss the major TA trends that were most impactful to their businesses (Mercy, ID.me, & Red Bull) in 2024 and any major lessons learned. We hope you’ll join us for our Talent Acquisition “Wrapped” session by registering here > https://buff.ly/3CKbFyU. #HRWebinar #TalentAcquisitionTrends #2024TATrends

During our November webinar with Mervyn Dinnen, Christina D'Angela Beans, MS-IO, & Joe Keenan last week, we polled the audience on their top challenge within their organization's interview process. 29% mentioned that there’s no standardization or consistency around the interview process. Both Christina & Joe have implemented structured interviewing at Splunk & Equinox Group. Watch the video clip for their advice on what structured interviewing means to them. If interested, you can also find the full 1-hour webinar packed with insights on how to turn interviews into a strategic advantage in your hiring process at https://lnkd.in/gVHCsVvd.

As the week comes to a close, here is your RecOps RoundUp. Highlights include: ???? The Right & Wrong of "A-Players" by Luke Eaton ???? Articles/Images/Podcasts/Posts ???? Product updates ???? Events ???? RecOps open roles at Worley, Selby Jennings, HubSpot, Moove ???? And so much more... Individuals Mentioned: Andrew Lipovsky, Luke Eaton, Martyn Redstone, Tim Whelan, Lee Harding, Mike Bradshaw, Megan Batterbury, Amy Wood (she/her), Anastacia Flores Brands Mentioned (hopefully alphabetical): Arctic Shores, Ashby, Atlas - the Recruitment Platform, BrightHire, candidate.fyi, DataCamp, Docusign, Findem, Gem, GoodTime, Greenhouse Software, hireEZ, Hacking HR, Kula, Lattice, The Launch Collective, Leoforce, Pillar, Pinpoint Applicant Tracking System, Poetry - the recruiter workspace for TA teams on Workday (and other ATSs), Recruiterflow, Screenloop, SeekOut, Talent Collective #recops #recruitingops #recruitmentops #recruitingoperations #talentops #taops #recruitmentoperations #rops #tops #hiringoperations #hiringops

What’s David Landman's #1 tip for improving the interview process? Let’s see what he had to say… P.S.) We couldn't agree more! ??

Yesterday, we hosted our November webinar and were joined by Joe Keenan, Christina D'Angela Beans, MS-IO, & Mervyn Dinnen who shared actionable insights for turning interviews into a strategic advantage in your hiring process. Here are a few of our takeaways: ?? Interviews go wrong because of 4 main things > illusion of accuracy, the belief that there's a perfect interview question, unconscious bias, & "fit" fallacy. ?? Decades of research has shown that the administration of structured interviews is the gold standard for improving the accuracy and reliability of hiring decisions. Bottom line - if you’re going to conduct interviews, they should be structured! ?? Leveraging data for informed decisions is imperative - and looking at a candidate's past performance is a key piece of that data. ?? Just because you’re a Hiring Manager doesn’t mean you know how to hire people. The role of a TA expert is to educate Hiring Managers on how to hire properly via interviewer training. Huge thanks to Joe, Christina, & Mervyn for joining us! If interested, you can take a look at the full recording and our recap blog at https://buff.ly/3CBXjR4. #HRWebinar #Interviewing #BetterHiring

#Recruiting is funny. Some weeks you don’t extend any offers and other weeks it’s Wednesday and you’ve already gotten 7 accepted offers and are likely to extend more offers before the end of the day Friday. This week is certainly my preferred week, as I get to invite top candidates to join my team at Marathon Health. It feels great knowing I’m inviting people to an amazing model of medicine with the balance and benefits to make their personal life better as well. I love talent acquisition! Thanks for the shirt Pillar. I loved being able to screen print it myself at RecFest USA.

HOW MANY QUESTIONS SHOULD A CANDIDATE ASK IN AN INTERVIEW? After reviewing 100K+ interviews in Pillar, we found that a candidate should aim to ask around 3 to 5 key questions during a 45-minute to 1-hour interview. Asking too few questions might suggest a lack of interest or preparation. Aiming for 3-5 well-chosen questions ensures the candidate leaves a positive, engaged impression while gaining valuable information. We'd love to hear your thoughts on this - does 3-5 questions seem reasonable to you?