Nick Livingston

Many say the hard skills (domain expertise and industry knowledge) will get you hired, but the soft skills (people skills, personality, and communication skills) will get you promoted. Now, every recruiter can perform comprehensive interviews to evaluate technical knowledge and soft skills during the first conversation with a candidate. New candidate screening and interview intelligence technology empowers recruiters to step up their screening games and showcase hard and soft skills in candidate presentations and submissions to save hiring managers time and accelerate hiring. Hiring managers can quickly hear interview snippets and soundbites for data-driven communication, instant collaboration, and higher-quality hires.

New interview tools and technology enable recruiters to perform highly technical and comprehensive interviews for any new requisition or skill set - regardless of their past recruiting experience. We see recruiters shift from recruiting accountants to recruiting rocket scientists by leveraging structured interview guides, asking key questions, and sharing interview intelligence with hiring stakeholders. Interview data enables instant interview collaboration between recruiters and hiring teams. This saves time, removes redundant steps, and creates a better interview experience to hire the right talent faster!

Instead of a to-do list, block your calendar with tasks. This gives you the time to complete tasks—15, 30, or 60 minutes of focus. Group similar tasks depending on where you work (quiet space, email only, airport, phone time, etc.). Block out recurring time slots for ongoing things like sourcing, resume reviews, candidate feedback, etc.

Showcase diverse hiring managers and diverse hiring teams to attract diverse candidates! Show candidates you hire and promote employees with a wide range of experiences, personalities, and cultures. Many companies talk about DEI, but most don't effectively demonstrate diversity in the sourcing, recruiting, interviewing, and hiring process.

In the age of AI, authentic human communication is essential to build trust and transparency. You can automate scheduling, note-taking, and tedious write-ups - but don't remove the human conversation. Focus on improving your conversations and automating low-value tasks (scheduling, note-taking, write-ups) before you replace your recruiter with a chatbot or recruiting robot!

Automate the low-level non-human stuff like scheduling, note-taking, call summarization, etc. Elevate the high-value human stuff like intake calls, screening calls, and candidate presentations. New tools empower recruiters to perform exceptional interviews and submit candidates in seconds.