Willo’s video interview platform is simple enough for smaller companies who want to do virtual interviews, but powerful enough for enterprise customers like Coinbase and high volume hirers who need to scale past thousands of interviews per month.  

From the talent acquisition perspective, you first login and create a company profile.  You can create multiple profiles here if you are managing multiple brands, or multiple company locations that demand their own account.  Willo allows you to brand the candidate experience to match your colors and logo.  

Next you can create interviews for specific types of roles through a fairly simple workflow that takes a few minutes: 

• Name your role
• Fill in pertinent details (salary, location, etc)
• Record an intro for candidates that outlines what they can expect in this interview, and how this fits into the overall candidate experience
• You can also leave a written description for candidates if you’d like

After the basics, your recruiting team will build out questions you have for candidates from Willo’s library of over 100 suggested questions, or whatever custom questions you want to include.  You can add up to 20 questions, although most video interviews will be much shorter (and should be, you want to keep the candidate experience in mind!).

There are other details admin or recruiters can set up such as defining how many retakes a candidate can do, and the maximum time a video response can be.  Then, your team will select a template to invite applicants to the video interview.  Communication can be via email or SMS, and will remind candidates that don’t take the interview after seeing the first notification.  

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You can also define the completion email that job seekers get after taking the assessment.  This can link to employer branding collateral, other assessments, or simply give them an idea on what to expect next.  You can also have candidates grab a time on one of your colleague’s calendars as a next step.  This is a small feature, but can be a massive time saver for your team —who likes to spend hours scheduling calls?

One of the key metrics that hiring teams need to look at for this tool, or analyzing any video interview solution, is the response rate from candidates.  A good response rate depends on the job you’re recruiting for, and at what stage in the process you are asking candidates to complete video interviews.  If it’s the bottom of the funnel, you should shoot for 100% completion.  Conversely, expect 20-30% if you invite all candidates as the first step in the recruiting process, especially for lower skilled roles.

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The main benefit of this solution is decreasing the amount of time spent on hiring.  Many recruiting teams are understaffed and managing loads of resumes is really hard, let alone scheduling next steps with candidates.

From the candidate's perspective, I get invited to an interview, get to understand what to expect from the message recorded from the hiring manager, get an opportunity to practice, and then answer the questions.  It’s very simple, and there is a live person standing by on chat if I have any questions (in addition to over 150 support articles).

We like Willo as it’s easy to set up for both recruiters and candidates, it’s priced affordably, and the company is value focused— they will send you a monthly KPI update that literally calculates the time your recruiting team has saved by using Willo.