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.

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.

Recruiters are facing a talent shortage, with 86% of hiring managers reporting difficulties finding qualified candidates. But while many point to skill gaps and changing workforce expectations, another issue is flying under the radar: the recruitment process itself.

Your employer brand can make or break your chances of attracting top talent.For instance, 75% of job seekers won’t consider your company if they catch wind of a bad reputation. And, according to our State of Hiring 2024 report, employers are catching on—83.6% rate it as very to extremely important for attracting top talent.

Higher education institutions across the US are increasingly concerned about meeting enrollment goals. A recent survey of 239 institutions, for example, found that a large majority (71%) of respondents expressed moderate to extreme concern about achieving their enrollment targets.