Sourcing Sourcing for multi-location hiring: one brief, a search per market. Keep one brief and run a search per market, compare cities on how many candidates you’d say yes to rather than on list length, and settle where remote candidates fit before the first message goes out.
Interviews Interview loops when the hiring manager travels. Tired of hiring stalling because the one person who has to interview a candidate isn’t around? A strong candidate is ready for the next interview, but scheduling it depends
Sourcing How to evaluate sourcing software on one live role. Give every sourcing software tool the same brief for a live role, ask to see its criteria, and judge each first list against the must-haves and your best sourcer’s twenty.
Interviews How to take interview notes (and why the best recruiters have stopped). Taking notes during an interview means listening to one answer while you’re still writing down the last one. So what should make it onto the page? When should you
How-To Recruiting emails going to spam: what to check before a sequence starts, and what to watch once it runs. An unanswered follow-up in a spam folder reads like a candidate who said no. Five sender checks to run before a candidate sequence starts, and what to watch once it runs.
How-To Using interview recordings to train interviewers: what candidates need to have been told first. Which parts of an interview are worth teaching from, how to build interviewer training around them, and what candidates need to have been told before their recording is used.
Screening Contradictory answers in an AI screening call: how recruiters check consistency before a candidate moves forward. Read the answers a role depends on against each other, then send each contradiction still open to the person who can settle it, as one question with both answers quoted.
Screening Accessibility in AI screening interviews: accommodations, alternative paths, and what recruiting teams need to test. Can an artificial intelligence (AI) screening call work for candidates who need accessibility accommodations, like more time, no camera, written questions, or a person on the line? For a lot
How-To A candidate complains about an interviewer: how to review the recording before you respond. Secure the record, give it to a reviewer outside the hiring loop, listen to that one conversation for what the complaint alleges, and answer the candidate with what it shows.
Screening License and certification checks in a screening call: what the call can collect and what still needs verification. An artificial intelligence (AI) screening call can ask a candidate about their license: which one they hold, which state or body issued it, when it expires, and whether it’s
Screening How to QA AI screening interviews: drift checks, sample audits, and exception reviews. Read each rating against its own call, hold the screen to how often your recruiters agree with each other, and run three reviews on a cycle: a sample audit, a drift check, and an exception queue.
Sourcing AI talent rediscovery in your ATS: what to check before you call the past pipeline empty. A rediscovery search that brings back no one is evidence about your records as well as your candidates. Four checks to run before you tell a hiring manager the past pipeline is exhausted.
Sourcing Who not to contact: building a do-not-contact list for candidate sourcing. A do-not-contact list works when every name carries who asked for it and who owns it, and when it’s checked before anyone starts receiving messages. An understanding with another employer goes to counsel with its record intact.
Screening How to test an AI screening interview before you roll it out to candidates. Somebody’s going to find the problems in your new artificial intelligence (AI) screening call. Better it’s your own team during a pilot than your first batch of applicants.
Screening Multilingual AI screening: how to hold one standard when candidates answer in different languages. Decide which language the job needs before the screen goes live, then score every answer against a rubric that names the evidence. Any result language might have moved goes to someone who reads the original.
How-To AI-personalized candidate outreach sequences: what to let the AI write and what to check before it sends. Where to draw the line between what AI writes for each candidate and what stays word for word, the evidence rule for generated lines, and the review to run before anything sends.
AI recruiting Questions you should not ask your interview data: a query policy for recruiting AI assistants. Access control answers who may open an interview record. It doesn’t answer which questions are legitimate to ask across the whole archive. A three-tier query policy, with example questions for recruiters, hiring managers, and talent acquisition leaders.
How-To Candidate outreach sequences: three execution checks before you rewrite a follow-up. Before rewriting a candidate follow-up, verify the send and the thread. Then ask whether the sequence stopped when the candidate answered.
How-To When to connect a sourcing search to a sequence, and when to add candidates once. Connect a sourcing search to a sequence when the search keeps producing people and the message stays true for anyone who enters later. Add candidates once for fixed lists, timed messages, and roles you choose person by person.
Screening Where to put AI screening in your hiring process: before resume review, or after? Metaview puts Screening after Application Review by default. A team can choose to send the call first when key criteria only show in conversation, but that choice creates more call output for recruiters to review.
Screening How to decide what to screen for and what to leave to the interview. Build a hiring map that records the instrument, delivery format, evidence, and limit for every criterion. Then connect Screening to the short structured conversation and keep the map current as recruiters refine the rubric.
How-To HR sourcing: the recruiting strategies that build repeatable candidate pipelines. A sourcing strategy keeps producing candidates only while its pool refills. Lean on the pools your own hiring refills, and keep a record of who in the open market has already heard from you.
How-To Candidate database: the signal layer recruiters mine first. A candidate database gets searched first when every record says what your team learned about the person. Write that into each record as you learn it, and the next role starts with people you have already met.
How-To How to be a good interviewer: when craft replaces instinct. A first impression can settle an interview rating before any question has tested it. A good interviewer treats that gut read as a question for the rest of the call, then rates from what the candidate said.
Interviews Interview transcripts: A how-to guide for recruiters. An interview transcript is worth most after the call. Recruiters get more from one by reading it for a set job, from rereading a scorecard’s quotes before the debrief to coaching the interviewer who asked the questions.
