Solutions
Start from where hiring, retention or development is under strain
For each challenge, see which step to automate and how.
Start from the problem
Where are your challenges right now?
Three groups: how to choose, hiring, and retention and development. Start with whichever is closest to where you are.
How to choose
How to choose an AI interview tool →
What to compare, so you find the service that fits
Your shortlist is coming down to whichever tool has the longest feature list
AI interview services compared →
The leading services, sorted by what each one optimises for
Every service looks much the same, and nothing settles the choice
Hiring
Handle several hundred hires in peak season without lowering the bar
Interview slots fill up, and candidates drop out while they wait
Cut the time lost to scheduling, preparation and write-ups
Scheduling and write-ups take longer than the interviews
Analyse every application, then meet the strongest first
Nothing moves until every CV is read, and some get skipped
Reduce variation between interviewers
The same candidate is judged differently by different interviewers
Bring criteria that have drifted apart across sites back into line
The same background is rated differently at different sites
Staffing registration interviews →
Run registration interviews 24/7 and keep criteria aligned across branches
Evening and weekend requests go unmet, and people leave before registering
Contractor registration interviews →
Sign up in-store contractors on the day they apply
Applicants sign with another company while they wait for a slot
Recruitment agency first interviews →
Speak to every registrant, and capture what they say as structured data
People register, and no one ever gets in touch
Practise on an AI candidate, as often as you like, before the real thing
There is no way to train an interviewer except on the job
Retention and development
Keep goals moving from the day they are set to the day they are reviewed
Goals are set, then nothing moves until year-end
Regular check-ins with staff at sites you cannot get to
You only hear why someone is leaving after they have decided
Practise on a buyer who holds things back, without risking a live deal
Reps accept the first reason the buyer gives and never reach the real one
If more than one applies, start with the item whose description is closest to your situation.
Start from the kind of hire
Or start from the kind of hiring you do
New graduates (hired as an annual intake), experienced hires, international candidates. Each differs in how criteria are written and how the hiring year runs.
Assess candidates with no work history on the same criteria, and refine those criteria each year
Applications spike and each interviewer looks at something different
Own the criteria for each role, and keep using them after the offer
Managers’ diaries are full, and candidates accept an offer elsewhere first
In Japanese or English, the job criteria stay the same
Few people can interview in English, so the pool gets cut instead
Let us work out where to start, together
We will walk through your current flow and show which steps can be automated. Free, about 30 minutes.