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. 

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.

Poor candidate experiences can really hinder your ability to attract and hire top talent. For instance, more than half of candidates have abandoned a hiring process after a negative hiring experience with the employer. Plus, they’re also 185% less likely to recommend your company to other job seekers.

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. 

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.

Diversity and inclusion has become an important organizational consideration over the past few years. Companies are coming to terms with disparities in the workplace and implementing initiatives to create a culture of inclusion.Recruiting needs to play a key role in this process.Left unchecked, recruiting can easily be driven by unconscious biases. But there’s good news—relatively simple changes to tools, stages, and practices that make up your recruitment process can lead to massive improvements in diversity and inclusion.

Whether due to fierce competition for talent or limited resources internally, recruiting has never been more difficult. Cutting through the noise and zeroing in on the right individuals requires not only skill but also a first-rate strategy.