Nearly half of companies operate fully remote or remote-first, transforming how teams hire and assess talent. While traditional in-person interviews and paper resumes still have their place, today's recruitment increasingly demands tools that work across time zones and borders.But remote hiring brings unique challenges. Talent teams must verify tech compatibility, maintain engagement standards, and evaluate candidates they'll never meet in person.

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).

Between 85% and 97% of hiring managers still rely on gut instinct when deciding which candidates to advance. But relying on gut instinct has significant drawbacks. Not only can unconscious bias influence decisions, but it can lead to legal risks and damage your employer brand. Scorecards are a great way to bring objectivity into the mix. They let you evaluate all candidates using the same criteria, ensuring the best fit makes it to the next stage.In this Willo article, we’ll walk you through different scorecard templates to help you assess candidates fairly (and even show you how to create your own).

Talent shortages are the second biggest challenge business leaders face in 2024, according to Willo’s Hiring Trends Report. SHRM confirms this reality—75% of businesses currently struggle to fill full-time positions due to a limited talent pool.If you're facing similar challenges, expanding your search internationally is a viable solution. This approach not only connects you with more candidates but also positions your company for smoother international market entry as you grow.However, international recruitment comes with its own complexities. In this Willo article, we'll explore proven strategies for recruiting global talent—from sourcing and screening to hiring.

Flexible work arrangements are one of the top reasons employees love their jobs. And conversely, a lack of flexibility is a big reason why 42% of employees quit.These figures indicate a major trend—flex work is no longer a perk, it’s something employees are actively seeking out. And it’s great to see more companies jumping on this trend and adapting. Our 2024 State of Hiring report found that flexible work is the number one strategy businesses are planning to use to attract and retain top talent while staying competitive.

Finding top talent can be expensive. Companies spend thousands of dollars per hire. And when you consider the fact that a limited recruiting budget is a leading challenge for HR professionals, it’s clear why reducing cost per hire is on so many recruiters’ minds.In this Willo article, we explain the key details behind cost per hire and how to reduce it by optimizing your hiring process.

We know nearly all (94%) of candidates want feedback after interviews. According to a Starred study, candidate feedback is the biggest driver of rejected candidates’ net promoter score (NPS).Simply put, providing feedback makes candidates more likely to recommend your company, even if they didn't get the job. 

Speed and efficiency are everything in recruitment, and both depend on smart shortlisting.Unfortunately, over three-quarters of applicants are typically unqualified for the roles they apply to—a common frustration for hiring managers. It’s not only a waste of time, but it burns everyone out and increases cost per hire.