From understanding the power of Pillar's interview co-pilot to decoding candidate scoring, here are the questions most asked about the AI interview companion.
Role
Admin, All users
General
Why would I want to use an interview guide during my interview?
There are many reasons why an Interview Guide can be beneficial. They provide consistency across interviews and ensure key topics are covered. They also allow interviewers to focus entirely on the candidate instead of on what questions to ask next. For new interviewers, guides can serve as training wheels while they sharpen their interviewing skills.
Where can I find the interview guide/scorecard, and what will it look like?
You can launch an interview co-pilot from several places with Pillar. If you’re logged into Pillar.hr you can launch it from within the specific interview record. It will also appear inside the interview window in Zoom interviews, or can be accessed with a single click from the Pillar Chrome extension if using Microsoft Teams. This is how it appears in interviews:
Can I deviate from the interview guide?
First, consult your company’s internal policy. Generally, while it's important for interviews to feel natural and include organic conversation, it's also important to ensure each candidate is being measured against similar criteria and having a similar experience. While you're sure to go off script occasionally, leave time to hit on the key points covered in the guide.
Do I have to ask the questions in the interview guide in order?
No. It makes no difference in what order you ask questions. However, scoring a candidate’s response before moving on to the next question is best. This ensures that a highlight/clip is created in Pillar at the appropriate point in the conversation.
What do the scoring symbols mean?
While conducting an interview, you can choose four possible scores for a specific question and/or competency. The “heart” is the highest score, and the “flag” is the lowest.
How does Pillar come up with a candidate score?
While there are a variety of scoring configurations that Pillar supports (5 stars, 4 stars, thumbs up/down, etc), the calculations all work roughly the same. The final score is a weighted average, and a perfect “10.0” is a 100% (meaning they got all possible points out of the submitted points).
As an example, let's use the following configuration:
Where:
Heart = 3 pts
Thumbs up = 2
Thumbs down = 1
Flag = 0
So if an interviewer reacted with three hearts, that's 9 points. And 9 is the maximum number of points out of three ratings. 9/9 = 1.0 = 100% = 10.0
So if another interviewer reacted with two hearts and a thumbs up, that's 8 points. 9 is the maximum number of points out of three ratings. 8/9 = 0.88 = 88% = 8.8.
The candidate's total score is the average of all interviewers' scores. (10.0 + 8.8) / 2 = 9.4
What happens if I want to change a score after the interview ends?
You can update scores and add/edit relevant notes about a specific interview after the interview ends by accessing the interview within Pillar.hr.
Who sees my scores/answers?
The interviewer, the Hiring Manager (if different), and the Talent Acquisition team can see results. In addition, you, the HM, or the TA Team may choose to share it with additional team members.
Can I take notes during the interview within Pillar?
Yes! A Notes section can be clicked open at the bottom of each guide. This is where you can share thoughts beyond the simple scoring. Any notes entered here will automatically flow into Pillar with your scores.
Where can I review my feedback after the interview?
Once your interview is complete, you can review the feedback you provided from within the Pillar UI. When you log in, simply click on the interview link on the Interviews tab or the specific candidate on the Candidate tab.
Do I need to create the interview guide/scorecard for my interviews?
Unless you're the person assigned to creating guides (usually the TA team and/or Hiring Manager), you do not need to create the guides. They will have been previously uploaded and will appear in your interview.