Deciding what each interview is for, and what you'll do with the answer.
Every open role starts with a flood of applicants, often hundreds, many applying in one click with AI-written resumes. So how do you get from 300 applicants to the 10 best candidates worth the hiring team’s time? Delivering the candidate shortlist is the job of the recruiting and talent acquisition team. Here’s how pre-qualification, AI pre-screeners, and recruiter interviews each fit, and where the human still wins.
Honeit helps verify candidate identity, location, and skills in the age of AI, through real-time candidate identity verification and interview authentication.
Honeit now offers fully customizable interview scorecards, enabling recruiters and hiring teams to standardize candidate evaluation across technical, behavioral, industry, and cultural competencies.
While note-taking tools are helpful, interview intelligence platforms fundamentally transform how your organization recruits, evaluates, and hires.
Traditional, back-to-back interviews slow down hiring and create redundancy, but with interview collaboration and real-time intelligence, recruiters can empower hiring teams to make faster, data-driven decisions.
Honeit offers a unique blend of Human-in-the-Loop (HITL) and AI-powered interview intelligence for companies looking to streamline their recruitment and hiring process.
Learn how the Honeit interview intelligence platform streamlines the process and unlocks valuable human insights for market research teams.
The rise of Artificial Intelligence and the emergence of AI-powered job seekers are changing how companies can screen, filter, and asses talent. In many cases, keyword matching is no longer helpful when ai-generated resumes match ai-generated job descriptions. While AI can streamline the recruitment process by handling data-heavy tasks like resume screening and initial assessments, […]
To create a compliant, structured, fair, and bias-free candidate screening experience, follow these four steps from Honeit on LinkedIn Live.
Internal mobility interviews are a company’s secret weapon for strategic talent management and reallocating great employees (instead of layoffs).
Honeit takes home the prestigious title of Recruitment Startup of the Year at HR.com’s EmpowerHR and EmpowerDEIB event in Phoenix.
Now it’s easy to search phone interviews and submit candidates in seconds. Honeit creates a new data set from phone, voip and video calls.
Trust is a very obvious human-to-human condition. It’s built by conversations and time and relationships and showing up for the other side. How can SaaS help with that?
Soundbites, or quick highlights from a phone or video conversation with a candidate, could be the future of recruiting. When done right, they will save hiring managers both time and money. So, what does “doing it right” look like?
Asking better questions during recruiting intake calls will result in a better understanding of what makes a good versus great candidate.
To improve at diversity and inclusion in hiring, you need to start with the right mix of process, tech, and knowing what you’re looking for.
250 HR Leaders in London voted on the most innovative recruitment technology.
As a math major, I’ve always been a fan of numbers, data and patterns. As an HR and talent acquisition practitioner, it’s been frustrating to hear the terms ‘big data’ and ‘artificial intelligence (ai)’ thrown around so loosely. Experienced recruiters and hiring managers recognize that matching keywords on resumes or social profiles, with that of […]
Hiring Managers love Honeit because it helps recruiters present evidence and unbiased talent insights, instead of opinions.
It’s Tough to Assess Talent We all know assessing job candidates is difficult and highly subjective – especially when interviewers are not technical or domain experts. In many companies, there may only be one person who knows a great interview answer when they hear it. In many cases, these are busy hiring managers. Phone Interview Collaboration Recruiters already […]
James Craft and Nick Livingston from the Honeit team had a blast at StaffingTec in Seattle. The event consisted of two full days of one-on-one meetings with staffing firms interested in finding their next recruiting advantage.
Adam Gordon and Nick Livingston discuss how to share highlights from recruiting intake calls for better candidate engagement and attraction.
Honeit was recently featured on the Chad and Cheese HR Podcast. Listen to Honeit CEO Nick Livingston face Joel Cheeseman and Chad Sowash on the Firing Squad.
In a previous post, I wrote about the transition from agency headhunting to corporate recruiting. But it was only when I first became a hiring manager (newly-minted recruiting manager), that I finally experienced a complete view of the hiring process. Only then did I understand the opportunity for better interview communication among candidates, recruiters and […]
Honeit co-founder Nick Livingston had the opportunity to write a guest blog post on RecruitingTools.com about the challenge of articulating what makes a candidate great to another recruiter, a hiring manager or a staffing customer. Here’s a quick teaser… How does your company describe “great” talent? I’d say you know talent when you hear it, but articulating why someone […]
Great Job, Jan Day one of the Greenhouse Open event in San Francisco was chock-full of great recruiting tips and takeaways. But what made me jump out of bed at 3:30 am this morning, was something during an awesome presentation by Jan Fiegel, Head of Recruiting at Oscar Insurance. Jan was presenting the importance of structured job interviews. […]
Introducing.. The Recruiter Huddle. After a day of back-to-back phone screens, have a quick stand-up (or sit down) with your immediate recruiting squad, to review the day’s candidate conversations. For the first time ever… recruiters can quickly share a few audio excerpts from the day’s phone screens for feedback and to review the highs and lows (good […]
We’re excited to announce our latest HONEiT integration with iCIMS! Now 3000+ companies using iCIMS can bring real-time phone interview data into their ATS candidate records. With a couple of clicks, recruiters can easily schedule, phone screen and share live candidate data and phone interview insights from their daily candidate conversations. Unlike existing one-way interview […]
Similar to describing taste or flavors, the ability for a recruiter to articulate what stood out on a phone screen, will never compare with a hiring manager hearing a candidate’s answer for themselves.
Last year, the image below was making its rounds on social media. It’s an excellent visualization of how even a simple solid object can be seen from unique perspectives. Getting two parties to agree on whether this was a cube or a cylinder, would be nearly impossible. Candidates are complex. When I think about today’s interview process to […]
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