An interview scorecard is a structured evaluation tool that rates candidates against clear, role-specific criteria. It captures scores and evidence from interviews, helping teams compare candidates objectively, reduce bias, and make consistent, confident hiring decisions.
Interview analysis is the process of examining interview transcripts, notes, and scores to uncover themes, strengths, gaps, and signals, helping teams compare candidates consistently, reduce bias, and make evidence-based hiring decisions.
Interview feedback is a structured summary of a candidate’s interview performance, capturing strengths, gaps, and evidence from responses. It helps teams compare candidates fairly, explain decisions clearly, improve hiring quality, and give candidates context beyond vague outcomes.
Automated interview help teams hire faster and more fairly with structured questions, consistent scoring, and streamlined workflows. They remove manual friction while giving candidates a smoother, more predictable experience.
Interview planning turns chaotic, repetitive interviews into clear, structured conversations. With defined roles, mapped competencies, and organized scorecards, teams make faster, fairer decisions and create a smoother candidate experience.
Candidate NPS turns candidate experience into a single score your hiring team can track, segment, and improve. Learn the core question, formula, benchmarks, best timing, and how tools like Hummer AI automate surveys, tagging, and next steps.
A positive candidate experience shapes how job seekers perceive your company. This checklist guides hiring teams through every stage, from first touch to offer, while Hummer AI streamlines communication, feedback, and structure for faster, fairer, and more engaging hiring.
Interview reports turn scattered interview notes into structured, evidence-based decisions. This guide shows what to capture, who should write it, and how Hummer AI automates summaries so panels stay fair, fast, and aligned across locations teams.
Interviewing shouldn’t rely on gut instinct. Learn a fast, fair, and repeatable process to hire smarter—using structured questions, scorecards, and clear evaluation steps that remove bias, improve candidate experience, and help you build stronger, more consistent teams.
Knowing how to measure candidate experience helps you see your hiring process through a candidate’s eyes. By gathering feedback at every stage, analyzing patterns, and tracking key metrics, recruiters can identify what works, address what doesn't, and build a transparent, candidate-first journey.
Candidate evaluation is the process of assessing job applicants’ skills, experience, cultural fit, and potential to succeed in a role. It helps employers make informed hiring decisions by comparing candidates against job requirements and organizational goals.
Recruiting metrics are the foundation of smarter, data-driven hiring. From cost per hire to quality of hire, they reveal what’s working, what’s not, and how to improve. This guide breaks down 23 essential metrics to help HR teams measure efficiency, improve retention, and prove hiring ROI.