Building a positive candidate experience with the platform

Building a positive candidate experience with the platform

Finding a job can be stressful, but we at aim to make the process as smooth and comfortable as possible. offers many advantages for candidates, ensuring a positive experience from start to finish. In this article, we will discuss the key benefits that we provides to job seekers.

No registration required

One of the most frustrating parts of job applications is having to create yet another account on a new platform. With Easyhire, candidates do not need to register or create an account. When a candidate receives an invitation to interview, they can simply click on the link provided. This link takes them directly to their interview without the hassle of logging in. This seamless entry saves time and reduces stress, allowing candidates to focus on preparing for their interview.

Multi-device compatibility

Today’s candidates use various devices for their job search.  Whether a candidate prefers using a mobile phone, tablet, or PC, they can easily record their video interview via platform. This flexibility means candidates can choose the device they are most comfortable with, improving their overall experience.

Practice interviews

To help candidates feel more confident, Easyhire offers the option to record a test interview before the real one. This feature allows candidates to familiarize themselves with the platform interface and practice their responses. By doing a test run, candidates can reduce their anxiety and be better prepared for their actual interview. This practice can make a significant difference in their performance, giving them a better chance of success.

Flexibility to record anytime, anywhere

Life is busy, and finding a suitable time for an interview can be challenging. Easyhire understands this and allows candidates to record their interviews at any time and from any location. This flexibility means that candidates can choose a time and place where they feel most comfortable and relaxed. Whether it’s early in the morning or late at night, at home or in a quiet cafe, Easyhire accommodates the candidate’s schedule and preferences.

Online chat support

Questions or issues can arise at any moment. Easyhire provides an online chat support system where candidates can ask any questions they might have. The support team is readily available to assist with technical issues or provide information about the interview process. This immediate support ensures that candidates feel supported and can resolve their issues quickly, reducing any potential stress or confusion.

Direct messaging with HR managers

Communication with HR managers can sometimes be slow and indirect. Easyhire offers a chat system that allows candidates to message HR managers directly. This direct line of communication helps candidates get answers to their questions quickly and fosters a more personal connection with the hiring team. Candidates can clarify doubts or follow up on their application status, making the entire process more transparent and efficient.

Browser compatibility

Candidates use a variety of web browsers, and Easyhire caters to this diversity. The platform supports nearly any browser, ensuring that candidates do not face compatibility issues. Whether they prefer Chrome, Firefox, Safari, or another browser, candidates can use Easyhire without any problems. This broad compatibility makes it easier for candidates to access the platform and participate in their interviews without needing to switch browsers.

Multilingual support

Job seekers come from different backgrounds and speak various languages. Easyhire is localized in eight different languages, allowing candidates to choose the language they are most comfortable with. This feature is particularly beneficial for non-native English speakers, as it enables them to navigate the platform and understand the instructions clearly. Providing a familiar language interface helps candidates feel more at ease and confident during their interview process.

Tutorial videos

Navigating a new platform can be daunting, but Easyhire provides a solution. Before recording their interview, candidates can watch a short tutorial video. This video introduces them to the platform’s interface and features, guiding them through the process. By watching the tutorial, candidates can better understand how to use Easyhire, ensuring that they are well-prepared and know what to expect.


Overall Easyhire is dedicated to creating a positive candidate experience by removing common obstacles and offering convenient features. From avoiding registration hassles to providing multilingual support and flexible interview options, Easyhire ensures that job seekers can focus on showcasing their skills and qualifications. By making the interview process as smooth and stress-free as possible, Easyhire helps candidates present their best selves and increases their chances of landing their desired job.

Staying Sharp in a Sea of Meetings: Strategies for HR Managers to Stay Focused

Staying Sharp in a Sea of Meetings: Strategies for HR Managers to Stay Focused

HR managers often handle many tasks, like hiring new talent, keeping employees engaged, conducting training, and ensuring compliance. All these tasks require a lot of attention and accuracy. The constant flow of meetings and interviews can cause burnout and lower productivity. However, by using smart practices and modern technology, HR managers can stay focused and work more efficiently. One helpful technology is on-demand interviews, where candidates pick their own interview times. This feature eases the load on HR managers’ schedules.

In this article, we have highlighted some useful tips that will help you unload your working day and hopefully make it more structured.

Prioritize and plan

Planning your day and prioritizing tasks are crucial for managing time effectively and staying productive. These practices help ensure that the most important tasks are completed first, reducing stress and enhancing overall efficiency.

 Prioritize tasks

HR managers should start by identifying and prioritizing their tasks. Not all meetings and interviews carry the same level of importance. By categorizing tasks based on urgency and significance, managers can allocate their time and energy more effectively.

 Plan your day

Planning the day in advance is crucial for maintaining focus. By scheduling specific time blocks for meetings, interviews, and other tasks, HR managers can create a structured routine. Time blocking helps in minimizing distractions and provides a clear roadmap for the day. Additionally, setting aside buffer periods between meetings allows for necessary breaks and reduces the risk of running behind schedule.

Use on-demand video interviews

An on-demand interview is a type of job interview where candidates record their responses to pre-set questions at their convenience, rather than meeting live with an interviewer.

Benefits of On-Demand Interviews

On-demand interviews are a game-changer for HR managers. This innovative approach allows candidates to select their own interview times, thus significantly reducing the back-and-forth of scheduling. Platforms as that support on-demand interviews provide flexibility for both the candidates and the interviewers.

How On-Demand Interviews Improve Focus

By utilizing on-demand interviews, HR managers can significantly reduce the number of scheduled meetings, freeing up time for other important tasks. This approach minimizes scheduling conflicts and last-minute changes, creating a more predictable and manageable calendar. Moreover, it allows HR managers to batch their interview times, concentrating their focus on interviewing during specific periods and dedicating uninterrupted time to other responsibilities.

Enhance communication and collaboration

A significant advantage of video interviews is that the recordings can be easily shared with colleagues. This saves a lot of time, as you don’t need to coordinate with each team member separately. Instead, you can simply share the recording, allowing them to watch it at their convenience.

Foster a Healthy Work Environment

Regular breaks are essential for maintaining focus and preventing burnout. HR managers should schedule short breaks between meetings to rest and recharge. Techniques like the Pomodoro Technique, which involves working for 25 minutes followed by a 5-minute break, can help in maintaining productivity and mental clarity. Additionally, longer breaks for meals and exercise should be part of the daily routine.

Also, we think well-organized and comfortable workspace can significantly impact focus and productivity. HR managers should ensure their workspace is free from distractions and equipped with the necessary tools and resources. Personalizing the workspace with elements that promote calm and motivation, such as plants or inspiring quotes, can also enhance concentration and well-being.

Continuous Learning and Development

Stay Updated on Best Practices

HR managers should continuously seek out best practices for managing meetings and interviews efficiently. Attending workshops, webinars, and training sessions can provide valuable insights and strategies. Keeping up with industry trends and technological advancements, such as on-demand interview platforms, ensures that HR managers can implement the most effective techniques.

Reflect and Improve

Regular reflection on the effectiveness of current practices is essential for continuous improvement. HR managers should take time to evaluate their scheduling methods, interview techniques, and meeting strategies. Seeking feedback from colleagues and candidates can also provide useful insights. By reflecting on and refining their approach, HR managers can enhance their focus and efficiency over time.

Staying focused with so many meetings and interviews is tough for HR managers. However, by prioritizing tasks, using technology, making meetings more efficient, improving communication, creating a healthy work environment, and continuously learning, HR managers can handle their responsibilities better. On-demand interviews, in particular, help by allowing flexible scheduling and lightening their load. By following these practices, HR managers can stay focused, boost productivity, and achieve better results in their roles.

Jobs that attract candidates

Jobs that attract candidates

How to write an attractive Job post to attract more candidates

A well-written job advert not only captures the attention of potential candidates but also provides them with a clear understanding of the role and the company. Here are some key strategies to create a compelling job advert that stands out.

  1. Start with an eye-catching job title. The job title is the first thing candidates see, so make it clear and engaging. Avoid jargon and use common industry terms. A good job title should be concise, specific, and accurately reflect the role. For example, “Marketing Specialist” is more appealing and informative than “Marketing Ninja“. For the correct job title, imagine yourself as the candidate who will be searching for your vacancy. Think about the questions “what words will this candidate use when searching?”. It is also useful to analyse your competitors and see what vacancies are posted on their job board.
  2. Write an informative introduction. The introduction should grab the candidate’s attention and make them want to read more. Briefly describe the company, its mission, and why the role is exciting. Also, highlight what makes your company unique and why it’s a great place to work. For example, “Join our dynamic team at Easyhire, where innovation and creativity drive our success. We’re looking for a passionate Marketing Specialist to help us elevate our brand to new heights.
  3.  Clearly define the role and responsibilities. Candidates need to understand what the job entails. Outline the main responsibilities and daily tasks. Be specific about what the candidate will do and the impact they will have. For example:
    – Develop and execute marketing campaigns across multiple channels.
    – Analyze market trends and competitor activities to inform strategies.
    – Collaborate with the sales team to align marketing efforts with business goals.
  4.  Specify required qualifications and skills. List the qualifications and skills necessary for the role. Be realistic about what is essential versus what is desirable. This helps to attract candidates who are truly qualified. For example:
    – Bachelor’s degree in Marketing or related field.
    – 3+ years of experience in digital marketing.
    – Proficiency in SEO, SEM, and social media advertising.
  5. Highlight company culture and benefits. Candidates are interested in the work environment and benefits your company offers. Describe your company culture and any unique perks. This could include flexible working hours, professional development opportunities, or a collaborative team environment. For example, “At Easyhire, we value creativity, teamwork, and continuous learning. Enjoy flexible work hours, ongoing training programs, and a vibrant office culture.
  6. Include a clear call to action. End the job advert with a strong call to action, prompt candidates to apply. For example provide instructions on how to apply and any deadlines. You can use a similar text: “If you’re ready to make a difference and grow with us, apply now by submitting your resume and cover letter to


Using AI for quick and effective job descriptions with Easyhire

Creating a job description that attracts the right candidates can be time-consuming. Fortunately The platform offers a powerful AI-driven tool to streamline this process. With Easyhire’s AI job description feature, HRs can quickly generate comprehensive and appealing job adverts tailored to their specific needs.

To instantly create a job description and job requirements, simply add a job title and the magic of AI will do the rest of the work in less than a second. For instance, if a company is looking to hire a Software Engineer, the AI tool will generate a job description that includes the necessary technical skills, such as proficiency in programming languages and experience with software development methodologies.

All in all, writing an attractive job advert is crucial in attracting the right candidates for your company. By following these strategies, you can create compelling and informative job adverts that stand out in a crowded job market. Additionally, utilizing platforms like Easyhire to generate job descriptions quickly and effectively can streamline the hiring process, ensuring you attract the best talent available.

A Few Simple Ways to Develop an HR Brand

A Few Simple Ways to Develop an HR Brand

In the increasingly competitive job market, developing a strong HR brand is crucial for attracting, engaging, and retaining top talent. A compelling HR brand not only enhances a company’s image but also significantly influences a candidate’s decision to join and stay with the organization. Here are three effective ways to improve your company’s HR brand.

1. Leverage Video Interview Platforms

One of the ways to enhance your HR brand is by incorporating video interview platforms into your recruitment process. This approach not only streamlines hiring but also improves the candidate experience, ultimately boosting your HR brand’s reputation.

Qualitative Assessment of Candidates

Video interviews allow HR managers to conduct a more qualitative assessment of candidates. Unlike phone interviews, video interviews enable recruiters to observe candidates’ body language, facial expressions, and overall demeanor, providing deeper insights into their personality and cultural fit. This comprehensive evaluation helps in making more informed hiring decisions, reducing the likelihood of bad hires. Modern video interview platforms such as offer not only high quality video, but also the convenience of storing and distributing candidate information within the HR team.

Attracting More Candidates

A key benefit of using video interview platforms is their ability to attract more candidates. These platforms offer flexibility, allowing candidates to participate in interviews from any location at their convenience. This flexibility is particularly appealing to remote candidates and those with busy schedules, expanding your talent pool significantly. For example, with the power of Easyhire on-demand interviews, the HR manager can let the candidate choose a convenient time to record a video interview.

Increasing Conversion Rates

Video interviews can also lead to higher conversion rates—the percentage of candidates who accept job offers. By providing a more engaging and less stressful interview experience, candidates are more likely to have a positive impression of your company. According to a survey by Jobvite, companies using video interview platforms report a 67% increase in their ability to reach candidates quickly and a 70% increase in the speed of the hiring process .

Providing a Good User Experience

A quality video interview tool enhances the overall candidate experience. Features like automated scheduling, user-friendly interfaces, and real-time feedback contribute to a smooth and professional process. Candidates who have a positive interview experience are more likely to speak favorably about your company, enhancing your HR brand through word-of-mouth and online reviews.

2. Build a Strong Employer Value Proposition (EVP)

A robust Employer Value Proposition (EVP) is fundamental to developing a strong HR brand. An EVP articulates what makes your company a great place to work and why candidates should choose your organization over others.

Define Your Unique Offerings

Your EVP should highlight what sets your company apart. This could include competitive salaries, comprehensive benefits, professional development opportunities, work-life balance, and a positive company culture. Clearly communicate these unique offerings across all recruitment channels, including your company website, social media, and job postings.

Consistent Messaging

Consistency in messaging is crucial for building a strong EVP. Ensure that your EVP is consistently communicated through all touchpoints, from the recruitment process to onboarding and employee engagement activities. This consistency helps reinforce your company’s values and culture, creating a cohesive and attractive brand image.

Employee Testimonials

Leverage employee testimonials to strengthen your EVP. Real stories from current employees about their experiences and growth within the company provide authentic insights for potential candidates. Video testimonials, in particular, can be very powerful, as they add a personal touch and make the message more relatable.

3. Leverage Social Media and Online Presence

In today’s digital age, a strong online presence is crucial for building and maintaining your HR brand. Social media platforms and your company website are powerful tools for showcasing your culture, values, and employee experiences.

Active Social Media Engagement

Maintain an active presence on social media platforms like LinkedIn, Facebook, and Twitter. Share updates about company achievements, events, employee stories, and job openings. Engaging content, such as behind-the-scenes videos and employee spotlights, can humanize your brand and make it more relatable to potential candidates.

Optimize Your Company Website

Your company website is often the first point of contact for potential candidates. Ensure that it is user-friendly, visually appealing, and informative. Highlight your company’s values, culture, and benefits prominently. Include a dedicated careers page with detailed job descriptions and application instructions. An easy-to-navigate and informative website can leave a lasting positive impression on candidates.


If you are interested in learning about the impact of improving the HR brand on the quality of recruitment, you can read examples of successful cases in this article.

Developing a strong HR brand is essential for attracting, engaging, and retaining top talent in today’s competitive job market. By leveraging video interview platforms, building a robust Employer Value Proposition, enhancing employee engagement and experience, and maintaining a strong online presence, you can significantly improve your HR brand. These strategies not only enhance your company’s image but also create a positive and engaging experience for current and potential employees.

Investing in your HR brand is a strategic move that pays off in the long run, leading to a more engaged workforce, higher retention rates, and a stronger reputation in the job market.

The Power of Open-Ended Questions in a Job Interview

The Power of Open-Ended Questions in a Job Interview

During one-way video interviews, creating the right set of questions is very important for prompt candidates to open up. Open-ended questions play a significant role in this process by getting thoughtful responses that show the candidate’s true personality. For example questions like “Can you describe a challenging project you managed?” or “What motivates you in your work?” help candidates share in-depth insights into their experiences and motivations. This approach allows hiring managers to gain a more comprehensive understanding of the candidate, thereby ensuring a better assessment of their fit for the role and the company culture.

What are Open-Ended Questions?

Open-ended questions are inquiries that cannot be answered with a simple “yes” or “no.” That is they require more elaborate responses, providing insights into the respondent’s thoughts. Examples include “Can you describe a time when you overcame a significant challenge at work?” or “What motivates you in your professional life?”

Benefits of Open-Ended Questions in On-demand Interviews

Depth of Information.

Open-ended questions allow candidates to provide detailed responses that offer deeper insights into their experiences and qualifications. According to a study by the Society for Human Resource Management (SHRM), candidates’ responses to open-ended questions can reveal their problem-solving skills, critical thinking abilities, and emotional intelligence in ways that closed questions cannot .

Understanding Behavioral Patterns.

These questions help interviewers understand how candidates have handled past situations, which can be indicative of future performance. Behavioral interview questions, such as “Tell me about a time you led a team to achieve a difficult goal,” enable interviewers to assess candidates’ competencies in real-life contexts. This approach is rooted in the Behavioral Event Interviewing (BEI) method, which focuses on past behavior as the best predictor of future behavior .

Uncovering Cultural Fit.

Cultural fit is a crucial aspect of hiring. Open-ended questions such as “What kind of work environment do you thrive in?” help employers determine whether a candidate’s values and working style align with the company’s culture. Research by the Harvard Business Review highlights that employees who fit well with their organizational culture are more likely to exhibit higher job satisfaction and lower turnover rates .

Identifying Unique Strengths and Weaknesses.

By allowing candidates to discuss their experiences and viewpoints in their own words, interviewers can identify unique strengths and areas for development that might not emerge from a structured question format. This is useful in roles requiring creativity and innovation, where traditional questioning may not fully capture a candidate’s potential.

Compose your own useful open-ended questions

Turning a closed question into an open-ended one involves rephrasing it to encourage a more detailed response. For instance, instead of asking, “Did you enjoy your previous job?” which can be answered with a simple “yes” or “no,” you may ask, “What aspects of your previous job did you enjoy the most?” This invites the candidate to elaborate on their experiences and preferences. Similarly, changing “Can you use Excel?” to “Can you describe your experience with using Excel in your previous roles?” prompts a richer discussion about their skills and how they have applied them in real-world situations.

Also, to maximize the benefits of open-ended questions, interviewers should be mindful of their phrasing and follow-up techniques:

  • Be Specific and Relevant: tailor questions to the specific competencies and qualities required for the role. For example, “Can you provide an example of a project where you had to manage multiple deadlines?” is more effective than a generic “Tell me about yourself.”
  • Probe Further: follow up on initial responses with probing questions to gain more detail. If a candidate mentions a successful project, asking “What specific strategies did you implement to ensure the project’s success?” can tell more about their skills and thought processes.
  • Balance the Conversation: while open-ended questions are valuable, it’s important to balance them with other types of questions to keep the interview focused and ensure all necessary topics are covered.

In addition to all of the above, you can read the list of open questions in this article.

Streamline your hiring process with video interviews on

Streamline your hiring process with video interviews on

In today’s competitive job market, finding the right candidates for your customer support team can be a daunting task. However, with the help of video interviews on the platform, you can successfully streamline your hiring process and attract top talent. This article will guide you through the stages of effectively selecting support staff using video interviews, highlighting the convenience and cost-effectiveness of this approach.

The first step in the process is to publish your job post on the website and create a set of interview questions. Fortunately, the platform offers a user-friendly library of question sets that you can utilize free of charge. This feature saves time and ensures that you ask relevant questions tailored to the specific requirements of the customer support role.

After receiving applications, it’s time to review resumes and shortlist the most promising candidates. allows you to seamlessly invite these candidates for video interviews, eliminating the need for scheduling conflicts or geographical limitations. This step enables you to assess candidates’ communication skills, problem-solving abilities, and overall suitability for the role.

Once the video interviews are completed, you can conveniently review them at your own pace. The platform allows you to share interview recordings with your colleagues, facilitating collective decision-making. By involving multiple perspectives, you enhance the chances of making an informed hiring choice based on a comprehensive evaluation of each candidate’s strengths and weaknesses.

After identifying the ideal candidate, the final step involves extending a job offer through the platform. This streamlined process ensures that all communication regarding the employment offer remains centralized and easily accessible. Additionally, the platform offers secure document sharing features, allowing you to exchange employment contracts and other necessary paperwork efficiently.

By leveraging video interviews on the platform, you can revolutionize your customer support team’s recruitment process. Conducting remote interviews saves time, eliminates geographical barriers, and reduces recruitment costs. The platform’s low subscription fee makes it a cost-effective solution for businesses of all sizes. Embrace this innovative approach to hiring and discover the benefits of a streamlined and efficient recruitment process for your customer support team.

Maximizing Efficiency as a Recruiter using Video Interview Platform

Maximizing Efficiency as a Recruiter using Video Interview Platform

Managing time: how to work effectively with video interviewed candidates and applications


Recruiting top talent can be a challenging task, but with the right tools and strategies, it can become a breeze. video interview platform offers recruiters a powerful way to streamline their hiring process. In this article, we will explore how recruiters can effectively plan their day using this platform and ensure they don’t miss out on potential candidates.


  1. Prioritize checking new responses:

When starting your day, make it a priority to check new video interview responses first. The platform allows you to switch between questions and speed up the video, enabling you to quickly review new interviews. To optimize your time, consider watching the answers to the most important questions first.

  1. Set up new interviews:

After reviewing the responses, it is beneficial to assign new videos and interviews. This helps in organizing and categorizing candidates based on their qualifications and potential fit. By assigning new interviews promptly, you ensure a seamless hiring process.

  1. Allocate dedicated periods for video review:

To avoid missing important details, dedicate specific periods of time during the day for video review. During these periods, refrain from distractions and focus solely on watching the interviews. This focused approach helps in thorough candidate evaluation and reduces the chances of overlooking essential attributes.

  1. Highlight promising candidates:

As you review the videos, identify and highlight candidates who display promising qualities. platform allows you to share links to interview videos, making it effortless to collaborate with interested colleagues. By sharing these videos, you provide valuable insights and expedite the decision-making process.

  1. Invite new candidates at the end of the day:

To end the workday on a productive note, start inviting new candidates to participate in video interviews. With platform, you can seamlessly send invitations, enabling prospective candidates to showcase their skills and qualifications. This approach sets the stage for a productive next day.


By effectively utilizing video interview platform, recruiters can optimize their daily workflow and improve their hiring outcomes. Prioritizing new responses, assigning interviews, allocating dedicated video review periods, highlighting promising candidates, and concluding the day with inviting new candidates are key strategies to enhance efficiency. Incorporating these recommendations into your daily routine will undoubtedly elevate your recruiting game.


We made it easy track candidates!

We made it easy track candidates!

We are happy to introduce our new automated Candidate Tracking flow!

The new candidate tracking system allows Hiring Managers and Recruiters to easily track job candidates from first contact  to the hiring stage.

The talent acquisition funnel comes with seven successive stages built-in. As the hiring team conducts interviews, scores the results and makes a hiring decision, candidates are automatically moved to the appropriate stage.

Candidate list

The informative candidate card widget makes it easy to compare applicants, view resumes, and video interviews. Convenient filters and sorting modes now also include the ability to view candidates by their interview stage. This allows to quickly find the desired candidate or figure out the next steps.

How emotional analysis accelerates candidate selection

How emotional analysis accelerates candidate selection

Six Ways Emotional Analysis Can Accelerate Candidate Selection

The advances that technology has made over the years have significantly changed how many fields, including the field of human resources, work. Companies are now hiring the right candidates using new methods, such as the use of emotional recognition technology applied to recorded interviews. You can tell which the strongest emotions of a candidate are during a video interview through the application of this new tool.

Keep reading to learn six ways in which emotional analysis can accelerate candidate selection.

Make Informed Decisions

The chances are that you have hundreds of skilled employees in your system working for you, but different tasks usually require specific personalities to handle them. Finding the right personality can be hard during an interview because it’s not always easy to tell the emotions of an interviewee. Fortunately, when you integrate emotional analysis technology into your video interview, it can help you identify the right person for the job.

For instance, if you have tasks that involve dealing with consumers in the field, you want a candidate who is empathic and positive. The emotional analysis tool can help you find this candidate within a shorter period. Making data-driven decisions can save you from working with unqualified people.

Emotional recognition technology is based on machine learning to make work more manageable. All you need to do is supply a video to it for the analysis to begin.

Find Employees Who Can Work in a Team

Many company tasks require employees to work as a team. However, some individuals prefer and are more productive when working alone. Emotional analysis can help you learn how a candidate would respond when they are asked to collaborate with others.

As a result, you will be able to narrow down your candidate list to those who value teamwork and this way, you can rest assured that the employees will respect each other’s ideas while working together. Research has shown that emotionally intelligent employees can result in better teamwork because they are aware of how their emotions affect other people and are good at communication.

Know Your Candidates Better

A candidate can walk into your office, read the atmosphere, and blend in seamlessly. This means that they can tell you what you want to hear and show you what you want to see. However, the emotional analysis tool can help you know your candidates better because emotions don’t lie.

It is essential to ask unexpected questions during the interview to get better results. For example, you can ask how they have ever handled a situation where they were unfairly criticized. This can help you analyse a candidate’s self-awareness and ability to bounce back after a hard time. Also, you can ask them to describe their busiest day of the week to gauge their stress tolerance.

Moreover, you can ask about how they have helped someone in need in the past to learn about how empathic they are. Therefore, you need to be strategic when writing down your interview questions because the questions should provoke the candidate to respond from an emotional place. A recruitment agency can help you come up with these as they can create specific questions that can bring up emotions related to your business field.

You should choose candidates with a high level of self-recognition. Those who know how to manoeuvre setbacks, and respond to situations calmly. However, the right emotions to look out for will depend on the job you are hiring for. An emotion that is considered vital in one field may be a weakness in another. Moreover, you need to take time analysing the results to select candidates who suit the job vacancy that you have open.

Get Unbiased Results

Emotional recognition tools are designed with advanced artificial intelligence (AI) technology that guarantees unbiased results. Various factors can lead to mistakes during physical interviews. For example, an employer may disqualify a potential candidate due to a simple mistake like showing signs of unhappiness. This may be due to physical discomfort or other problems, and not be a personality issue, but rather a temporary physical problem.

Fortunately, AI can read an interviewee’s real emotions, helping you make unbiased decisions. Also, it can allow you to note people who are acting by giving fake emotions during the interview.

Hence, emotional analysis can help many businesses avoid bad hires. A significant percentage of bad hires are usually convincing and charming during interviews. But once they start working, they show their true personalities. A bad hire can cost your business substantially, including your finances and reputation. Thus, if you can tell the genuine emotions of applicants, you will be able to choose candidates who deserve the position.

Additionally, “yes people” can tempt employers to make unbiased results. This is because they can agree with everything you say during an interview, and not offer a different opinion. However, they may not necessarily agree with your visions, but simply want a source of income, hence they do everything to impress you.

Selecting such a candidate is not fair because you may be leaving out someone with great ideas who can really benefit your company. The fact that emotional recognition systems can help employers avoid these mistakes is amazing.

Make Work Easier

Your HR team are possibly some of the busiest people in the company. In addition to the numerous tasks they are responsible for in day-to-day operations and personnel, they are also responsible for the entire interview process. Placing the vacancy ad, interviewing candidates and making a final decision. The interview process can be overwhelming because they have to sit down with hundreds of applicants to narrow it down to a few.

This process can be time-consuming and can take attention away from their other duties. Therefore, it’s important to find ways to make work more manageable for your HR team, and using an emotional analysis tool is one of them. This is because the tool will help HR personnel select candidates who have the required emotions at the video interview stage, and they will only need to physically meet a few candidates for second interviews. According to Vox, AI can not only save your HR department time, but also predict the right person for the job even more accurately than a human can.

Additionally, they don’t have to spend hours with a candidate trying to learn their personality because the tool will present all the needed information. However, you should ensure that your HR team goes through basic training to learn the best ways to use the tool to allow them to get to know their way around it quickly.

Keep Your Business Going

A recruitment process that takes a long time can delay your business operations, especially if you need to fill a position urgently. When the process is shortened through the use of emotional analysis, the new candidate can start working immediately, which means your business operations won’t be interrupted.

Furthermore, since you will know the strongest emotions of the candidates, your task allocation process will be quicker as you can tell the best duties for a particular employee. For example, candidates whose results showed they have a high-stress tolerance can handle more complex tasks.

Emotional analysis during candidate selection is gaining popularity as the years go by. Most employers are now opting to use advanced tools to learn more about the emotions of their applicants. According to the Financial Times, this helps to reduce the chances of making unbiased decisions and allows employers to get the best hires. Therefore, it is vital to allow your HR to recruit people using video interviews integrated with an emotional recognition tool

Four easy steps to prepare for your Interview with

Four easy steps to prepare for your Interview with

Practicing before a big interview can give you an edge and prepare you well to land that job. Good news! We’ve rolled out a couple of features that would make practicing for that position a breeze. Keep reading to know what they are.

Follow 4 Easy steps to perfectly prepare your video interview:

The First step: pick practice interview type

We have prepared a wide range of practice interviews. You can choose the difficulty level in order for you to prepare well for questions that are meant for higher positions, the language, and the question category.

If you don’t know which category will suit you, you can also use general categories and take a “Top 5-10-15 interview questions” practice interview.

The Second step: record practice interview

During the recording, you will not only be able to practice answering topical and popular questions but also learn the platform interface.

The Third step: watch and analyze playback

Look at your video carefully, think about how you can improve your performance. You can re-record the interview several times.

The fourth step: request professional feedback

Get professional feedback from experienced HR specialists. You will receive  a lot of useful tips and tricks that will help you in the future online interviews and also in live dialogues with HR managers.