T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market. None of the companies who I highlight are paying me for this promotion. There are so many really cool things going on in the space and I wanted to educate myself and share what I find. If you want to be on T3 – send me a note.
This week on T3 I’m taking a look at the digital interview platform Honeit (pronounced “Hone It”, as in hone your skills). Honeit comes at the interview process from a bit of a different angle. There is a segment of HR Technology that is originally started not to help companies, but for helping job seekers. If you think about where we’ve been the last ten years, job seekers needed help and a bunch of well intentioned people had great technology ideas to help those folks.
Honeit comes at the interview a bit from that angle. How can we help job seekers share their skills with employers, but what does “top talent” want and expect from top companies. Many of assume that top talent wants to interview digitally on their own time, when it is convenient for them. 90% of the digital interview space is designed around this concept. Post a job with a digital interview/screen link, and people will click through and ‘tape’ their responses to your screening questions. Honeit feels, and I tend to agree, top talent wants live interaction with a real person from your company.
The Honeit interview platform is designed whereas the candidate and the organization have access to their taped, live interview and can have outside professionals give them feedback on how they feel the candidate can interview better, differently, etc. The company can send the interview on to hiring managers, other recruiters, save it for later, etc. The candidate can use ‘their’ interview to get better at interviewing, and get real feedback from real talent acquisition pros. Plus, job seekers get an unique URL to use to help share and promote themselves based on their results.
5 Things I Really Like About Honeit:
1. Easy to use dashboard and a clean UI gets you up and running in minutes. There isn’t some big implementation to get this off the ground and running.
2. Build interview scripts and questions for hiring managers to use, and the system basically shows you if they’re using it or not because it’s tied to the taped answers of the live interview. The system time stamps each question and answer during the interview so you can automatically jump to specific Q and A’s, and also share specific Q and A’s without having to share the entire interview.
3. Some HR and TA pros will hate this, but I love that a job seeker can decide to buy up services in Honeit to get themselves better at interviewing, and spend time, live, with a real person, in a real company, who is working in Talent Acquisition. Plus, the job seeker can get ‘verified’ by these individuals on skills, and use that to help promote themselves to other companies.
4. The live versus taped screen I’m sure is up for debate. You’ll get more volume with taped screens. I have a feeling the better the talent, the more personal touch they want. This feeling is based on twenty years of pimping great talent.
5. We all suck at interviewing, most of our hiring managers suck worse. Honeit really gives you a quality control mechanism to help get your hiring managers better, by allowing you to actually hear both sides of a real, live interview. This tool can give you invaluable coaching material.
Honeit is fairly new, and still working on perfecting what they have. That’s a benefit for you, because new companies tend to be inexpensive companies and want to work with you more and give you more one on one attention. We have a client we are going to test Honeit out with, and I’ll follow up and let you know how our test works out.