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EasyHire.me Job Link

EasyHire.me Job Link

We have taken on the challenge of simplifying the workflow for prospecting candidates and further improve your easy hire experience.

Our approach combines two distinct ideas that we have been hearing from you –  provide actionable content for candidates and set up self-service workflows to deal with scale.

You can now create a public link to your EasyHire.me job posting and use it in all your job board postings, social media campaigns, and even email messages. Candidates will be able to click to take an On Demand interview immediately and not have to wait for you to schedule one. You also get notified on your Slack channel and Email when candidates submit their interviews.

Automate candidate prospecting and pre-screening
Automate candidate prospecting and pre-screening

Candidates visiting your job page can take interview right away!

EasyHire.me Job Link makes prospecting and pre-screening of candidates extremely easy! Cut down time and effort spent on prospecting candidates for your next job and streamline your interview process with EasyHire Job Links!

Integration with Slack

Integration with Slack

We’re excited to announce EasyHire.me integration with Slack. With this integration, you would be able to configure a slack channel to receive interview reminders and notifications.

Follow these 4 steps to integrate EasyHire.me to your Slack account

Step 1: Click the “Add to Slack button” in Teams->Settings page

Step 2: Confirm the Slack team you want to integrate with

Step 3: Once confirmed, configure which notifications will be sent to slack 

Step 4: Now you can see your interview details, interview schedules, reminders, and notifications in you slack channel. 

What type of interviewer are you?

What type of interviewer are you?

Interviewing is an art! It is a self taught skill that you need to learn and master yourself.  There is no clear-cut course that teaches you how to be a good interviewer. An effective interviewer makes their candidate feel comfortable and relaxed to bring the best out of them in order to ascertain what skills they can bring to the table. They inspire the candidate to want to be part of their initiative and engage them in introspective discussions. They make the candidate contemplate on how they can improve themselves and their peers.

You can be more successful as an interviewer by being conscious as to whom you are interviewing. Before commencing the interview, first establish the role and the job you are interviewing the candidate for. Are you interviewing for a customer facing role or a product development role? Additionally, while interviewing, be aware of the type of person you are talking to. Are you talking to a fresh graduate or an industry veteran? Would the candidate be reporting to you or would he be joining the team as your peer? These are but few of the factors that you should consider before initiating the interview. By analyzing and deciding all of these factors, you can pick a candidate who is best suitable for your work style and the job at hand, and hopefully, a long-term contributor to your company.

Here are some crucial qualities that you can pick from as the interviewer:

  • Assertive: If you are going to be their manager, establish the company’s hierarchy and accountability in a positive manner. Act like his manager and give the candidate a realistic glimpse on how you see them fitting in your company.
  • Collaborative: If you are interviewing your peer, solve problems together with the candidate. Your interview should aim in not only finding out how suitable the candidate is for the job but also how good it is to work with him.
  • Inquisitive: If you are interviewing your boss, talk about his vision and plans for the company and evaluate if he has the abilities to execute on them. Share your passion and commitment towards the job and find out if they are aligned with his.

Your evaluation on the candidate should depend on the interview session. If you were a tough interviewer, go easy on the evaluation. If you were collaborative and friendly, be tough on the evaluation. Finally, the choice is yours to pick a persona and conduct the interview accordingly.  Plan ahead – study the candidate, choose the appropriate persona, and provide a rounded, insightful evaluation on the candidate.

Phone calls from EasyHire web interface

Phone calls from EasyHire web interface

EasyHire.me is thrilled to announce a significant addition to its interview platform. The award winning cloud-enabled interview platform now incorporates a WebRTC-powered phone calling from within its web interface. Recruiters and hiring managers can now call candidates on their conventional phones from within the EasyHire.me Interview Room. Similar to video interviews, the phone interviews can be recorded and shared with the hiring team.

Hiring the right talent demands a tremendous amount of time and money. The EasyHire.me platform revolutionizes the hiring process by making interviews both structured and easy to conduct. It provides tools and workflows to conduct phone & video interviews that could be recorded and shared with team to collaborate and make evidence-based hiring decisions.

EasyHire.me is the state-of-the-art platform to schedule, interview and review candidates, all in one place! The unrivaled platform gives hiring managers, recruiters, and HR personnel the tools they need to successfully and efficiently recruit top talent in their industry. The startup is based in Silicon Valley and is founded on the basis of bringing cutting-edge technology to enable a structured and reliable process for recruiting professionals.

The art of interviewing

The art of interviewing

Yesterday, I was having a cup of coffee with a long lost friend from college who is smart, intelligent and a true engineer at heart. He was a problem solver and carved his path as an individual contributor in a reputed fortune 500 company.

Slowly sipping his coffee, he muttered “I am changing my job. I am joining this new startup next week!”.

Quite surprised, I asked, “I thought u are happy in your current job.  What happened? Why this sudden shift?”

“Oh yeah, I do love my current job. I was happily busy .  I was not at all  looking for a change.”, he said.

Looking at my confused expression he continued, “Well, I was glancing through an email that I got from a recruiter and was intrigued by the job description. It was not only interesting but sounded like fun.  So I responded to that.”

“Hmm.. So you are the typical passive candidate that they talk about in the recruiting blogs”

“Very much so. As soon as I responded, things started rolling fast. The manager talked and immediately scheduled an interview with their technical guru.  I had a long video chat with him and then everything just moved fast. I was impressed with their interviewing process and more so with their interviewer!”.

Then for about five minutes, my friend went on and on about the interesting discussion that he had with the interviewer. He continued,  “it felt like a discussion, nothing like an interview. He started with a simple question but soon interweaved it with the multiple challenges in solving it. We discussed in depth the algorithm to be used, optimizations to consider and implementation stacks to use. By the end of the hour, I decided that I want to work with this guy !”.

I started thinking,  is it that easy to get a good hire? Just have a good interview session with him?  The “interview session” was the one that made him decide to take the job, not how the company is doing or what  he is being offered. He knew that he could negotiate everything else. And he is convinced that if the company had great people like his interviewer, it has to succeed sooner or later.

So here I am,  more than ever convinced that if you want to attract great, passive talent, have a great interview session. No doubt, one frequently overlooked challenge in recruiting is finding a good interviewer!

How to perform well In a video interview

How to perform well In a video interview

Over the last decade, our lives have changed considerably, as new technology is constantly being implemented. Modern technology is changing the world we live in: our work, education, daily activities, and now, the recruitment process. Over the years, video calls have become more reliable and ubiquitous than ever and it has become part of our everyday life.

video-confrence
Video interviews are gaining widespread acceptance in corporate recruiting process. Currently, numerous companies are developing platforms to conduct video interviews in order to recruit potential candidates. These new platforms are exceptionally convenient, allowing them to evaluate each candidate without taking the time to meet them face-to-face.

A video interview works the same way as a face-to-face interview; the interviewer asks a series of questions to the candidate and evaluates them based on their knowledge and how they present themselves. The latter can get quite nerve-racking, as many of us might feel uncomfortable and uneasy talking to someone unfamiliar and trying to convince them why they’re the best for the job. However, instead of struggling and avoiding video interviews altogether, we have devised a few tips on how to overcome your fear and impress the employer.

  • Practice

    As a famous author once said, “Practice doesn’t make perfect. Practice reduces the imperfection.” Before a video interview, practice answering potential questions and general questions about yourself. Try speaking in front of a mirror to further improve your facial expressions; this will definitely carry on to the interview, as you will feel confident in what you are saying.

  • Dress professionall

     When choosing your attire, it is essential that you dress appropriately. By dressing professionally, you convey a great impression to the interviewer and let them know that you are serious for the position. Additionally, dress in light colors against a dark background and dark colors against a light background. Plan ahead and keep your clothes ready for the interview well in advance. Remember, “You cannot climb the ladder of success dressed in a costume of failure.”

  • Be confident

    In a video interview, it is necessary to exhibit yourself as someone who is confident of themselves and in what they do. In order to accomplish this, look directly at the camera and not at the screen. By looking directly at the interviewer, whatever you say will be more effective and will be taken more seriously. Nod and smile to further show your interest in the interview. Additionally, verbalize and articulate your words clearly and loudly so that you can express all of your thoughts and ideas.

  • Create a list of questions to ask the interviewer

    After the interviewer evaluates you and asks all the questions necessary, you are typically given the opportunity to ask some questions of your own. Having this in mind, create a list of questions beforehand to ask the interviewer. For example, you can ask about the management style of the company, the prospects for growth, or aspects of the company culture.

Clearly, video interviews are becoming the new norm in the recruitment process. It is to your advantage that you adapt to the modern times sooner – embrace video interviews and take the upper hand in the competitive job market.

A cutting-edge video interview platform

A cutting-edge video interview platform

EasyHire.me Proudly Announces Its Cutting-Edge Interviewing Platform

This state-of-the-art platform makes conducting interviews a simple and effective process, making it effortless to find the suitable candidate for a job. The unrivaled platform gives hiring managers, recruiters, and HR personnel the tools they need to successfully and efficiently recruit top talent in their industry.

In this day and age, hiring the right talent for a position demands a tremendous amount of time and money. EasyHire.me changes this. It revolutionizes the hiring process by making interviews both structured and easy to conduct. EasyHire.me enriches your interview experience with large video and interactive tools to conduct an effective interview, making it convenient for both parties.

The latest updates to EasyHire.me allows you to:

  • Plan and structure your interviews with appropriate questions, evaluation criteria, and rating scale.
  • Engage your candidate in a live video conversation with screen sharing capabilities. Conduct the interview using your compiled list of questions while making notes and rating candidates’ responses.
  • Quickly and easily share interview recordings, feedback, and notes, and collaborate with your team to make evidence‐based hiring decisions.

EasyHire.me is a cloud‐based interviewing platform with interactive tools, workflows, and data collection for successful recruiting in the job market. The startup is based in Silicon Valley and is founded on the basis of bringing a structured and reliable resource to recruiting professionals.

Recruiting in Today’s World

Recruiting in Today’s World

With technology, networking, and social media, recruiting in today’s world is changing drastically.

Candidates today are going about job-hunting in unique ways than generations in the past. Platforms like LinkedIn allow people to reach out to contacts directly in order to make connections and test the waters for a possible job opportunity. Websites such as indeed.com or careerbuilder.com are giving candidates the power to search for job openings quickly and efficiently. With tools like this in place making the job search easier, candidates are expecting the hiring process to also be quick and seamless.

Unfortunately, the hiring process is greatly lagging. A variety of setbacks is keeping the process from advancing and therefore discouraging potential recruits. The hiring process is the first experience talent has with a company. If it is unorganized, frustrating, or requires too much time, the candidate is likely to move on to another lead. The process is a direct reflection of how the company does business as a whole. If recruiting is not dialed in, it is likely other aspects of the company are not as well.

Top talent today look for companies that they can connect with – it is important to them to feel empowered at work. Especially when recruiting millennials, this generation is known for its dedication to the mentality of making the world a better place. Ensuring your recruiting process accurately depicts not only your company culture but the way business is handled is essential. In doing this, you are helping attract and hire the talent that will be the best fit with the team and also be motivated to give it his or her all. Being upfront with a candidate from the beginning is key in order to grow a candidate into a top employee.

While budgeting, time, and limited resources can leave you wondering how to build the right hiring process, there are still many solutions out there. Focus on the strengths in your recruiting department and build from there. Take advantage of recruiting platforms such as the websites mentioned earlier to post jobs and make connections. And finally, use an interview platform that solves the problems of budget, time, and resources. EasyHire gives you the power to conduct multiple interviews in a day during less time with video capabilities, recording features, and an extensive interview question database.

Make your recruiting process your highlight, not your downfall.

Pitfalls of an Unstructured Interview

Pitfalls of an Unstructured Interview

“Experienced interviewers do not appear to differ markedly from inexperienced interviewers in their descriptions of either the ideal or typical applicant. I would hypothesize that the lack of information characteristic of unstructured procedures leads interviewers to categorize on the basis of their prior conception and, as a consequence, lowers the validity of their decisions.”

– Dr Robert L Dipboye, Professor of Psychology at University of Central Florida

Most technical interviews are unstructured in nature. A typical unstructured interview is vulnerable to a variety of biases in information gathering, judgement and decision making.

In an unstructured interview, the interviewer does not have a clear charter on what to look for in the candidate. Their evaluation on the candidate is based on their views on what is required in the job.  Lack of systematic approach results in gathering interviewer’s personal opinion rather than knowledge, skills and abilities of the candidate to perform the job.

There is a lot of evidence supporting the “similar-to-me” effect in which the interviewer gives more favorable evaluation to the candidates who are similar to the interviewer on background, education, attitudes and other factors.

Research indicated that performance of the candidate in an interview session depends a lot on the way the interview is conducted. The interviewer’s conduct of the session can influence the quality as well as the quantity of the information gathered.

In summary, unstructured interviews:

  1. Are less likely to collect job-related data about knowledge, skills and abilities related to the job.
  2. Are not run consistent across candidates making it difficult to objectively compare and contrast candidates.
  3. Are influenced by interviewers biases that may negatively impact decisions lowering the quality of hire.

Adopting a structured interview approach would eliminate most of these issues and will improve the quality of the hiring process.

Easyhire.me is an online platform for conducting structured interviews to deliver consistent hiring results. It allows the hiring manager to:

  • Define an interview format, appropriate questions, and rating criteria.
  • Conduct an engaging interview with live video featuring shared code editor.
  • Track feedback, scores, and interview recordings.

Hire by reviewing interviews and making data driven decisions.

How do you run your job interviews – unstructured or structured?

How do you run your job interviews – unstructured or structured?

This is a four-part series that discusses structured interviews. The upcoming articles in the series are “Pitfalls of unstructured interviews,” “Benefits of structured interviews,” and “How easyhire.me can help you run a structured Interview.”

Interviews without a specific format are referred to as unstructured interviews. Unstructured interviews are unplanned. They tends to be free flowing with the interviewer asking questions spontaneously based on the candidate’s responses and proceed like a friendly conversation.  As a result they vary across candidates and are inconsistent in the way the candidates are evaluated.

At the other end, structured interviews are based on thorough analysis of the job requirements and in-depth understanding of knowledge, skills and abilities (KSA’s) required to perform the job. On the basis of the analysis, interview questions and scorecards are crafted. The candidates are asked the same questions and their responses are assessed in a standardized manner against job-specific criteria using a predetermined scorecard.

Structuring the interview selection process reduces the magnitude of interviewers’ biases, enhancing the reliability and validity of the interview decisions. Overall, structured interviews help in establishing a clear link between performance as a candidate at the job interview and performance as an employee on the job.

The table below compares the two approaches. Use the table below to determine if your interviews are unstructured or structured.

Unstructured Interviews

  • Little or no planning of the interview session.
  • The evaluation criteria used by interviewers vary across applicants.
  • The interview questions are not pre-planned. They are spontaneous and free flowing.
  • Interview sessions are not consistent across applicants of the same job.
  • Little or no control over the type or amount of information collected across applicants.
  • Irrelevant information influences the direction of the interview.
  • There is no emphasis on note-taking or maintaining interview records.
  • No standardized metric is used in rating the applicant.
  • The interviewer’s personal biases influence the evaluation of the candidate.
  • No formal training is provided to the interview team.

Structured Interviews

  • There is careful planning of interview objectives and evaluation criteria.
  • The factors evaluated by the interviewers are based on a thorough job analysis and are consistent across candidates.
  • Interview questions are pre-determined and linked to job criteria (Knowledge, Skills, and Abilities).
  • The applicants of a particular job are asked the same questions.
  • Questions are planned and controlled. Same sets of questions are asked across applicants.
  • Irrelevant information is disregarded.
  • Detailed notes are taken during the interview session that is shared, analyzed, and stored.
  • Applicants are rated and scored based on a standardized metric created for the job.
  • The interviewer’s personal biases have less influence than the ratings across different job related parameters.
  • The talent acquisition team is provided with the interview template and rating metric before conducting the interviews.


Research shows that structuring the interview process reduces the influence of interviewer’s personal biases in the selection process. It also increases the reliability and validity of the interviewer’s judgement. In other words, structured interview results improve the quality of hire in the organization.

easyhire.me platform provides all the elements for conducting a structured interview.  Plan your interviews ahead by choosing a series of question from easyhire.me question bank and crafting the scorecard attributes. Run an efficient interview using easyhire.me’s Interview Room – it features video, code editor, and scorecards all in one place. Record and track the interviews for a data driven decision making.