Have you ever wished you could skip to the end and find out what happens – when most decisions have been made, and life’s a little easier? With EZHire, you can do that in your hiring process! You can skip the 1st round interviews and wait until we provide you with the best of the best.

How Does That Work?

EZHire is a digital video interview platform that allows you to set up interview questions for an open position, and all you have to do is send the link to the interested candidate. Then, they answer the questions in the form of text responses, multiple choice answers, and/or video recordings, based on the structure of the interview you set up. The candidate can complete their digital interview at any time, and the best part is – it doesn’t require you to deal with the headache of coordinating schedules and spending full days on live interviews.

Once the candidate’s responses have been recorded, and the interview is submitted, our professional screeners and AI assistants will narrow down the candidates for you. Based on objective, unbiased scoring, we will provide you with the final pool of the most qualified candidates that best fit your job description and company culture. You can then decide to hold a two-way video interview or an in-person interview for the small pool of candidates.

EZHire’s software is designed to save you days and weeks worth of time on the hiring process, especially when the majority of that may be spent waiting on no-shows or weeding out under-qualified respondents. We take the busy work out of hiring and recruiting so you just have to pick from the best of the best.

Why EZHire?

Not only does a one-way video interview system save you time, it also eliminates bias stemmed from stereotypes or just recruiter exhaustion by the end of the day. Every candidate receives the same (or very similar) interview experience, which makes comparing skills, qualifications, and personalities very easy.

We have also found that EZHire helps to improve the quality of your candidates and results in a 60% improved candidate retention.

If you are interested in learning more about EZHire and what it looks like for your organization, please don’t hesitate to reach out to us. We have packages for everyone from small startup businesses to enterprise organizations, and we can offer custom packages to fit your specific needs at an affordable cost!

Gone are the days of job postings pinned to the bulletin board in a coffee shop or supermarket. Now, everything is online, and every job posting is formatted the same when you use an online job board resource. So, how do you make your position stand out when it’s the same shape, size, and color as all the others? What makes a candidate choose to click on your post to learn more and ultimately apply? There are 4 key things to think about when you’re writing your job ad, and all are equally important to ensure you’re bringing the best and most qualified candidates in for an interview.

  1. Meaningful Job Title

Don’t beat around the bush or try to make your position sound more prestigious or executive than it is. You need to craft your job title carefully to target your ideal candidate. What terms are they searching for when they’re looking for a job? What position are they looking to hold? This may take a little bit of research to find out what is the most searched for and what is the best way to position your role online, but it is the most important step. If you don’t have an honest yet catchy job title, it will be more difficult for you to grab the right candidate.

  1. Clear and Organized Description

Have you ever seen a job description that is just one big, long paragraph, and it doesn’t include the expectations or compensation of the role? Most candidates will scroll right past that, and those that do read it may be disappointed by the lack of information provided.

When you’re writing your job description, make sure to include a short blurb about the company, the duties of the position, the required expectations of the candidate, and as much detail as you’re willing to provide about compensation and benefits. Organize each portion of information into its own section, so it is easy for the candidate to quickly check and see if they are qualified and interested in the role.

It is important to remember not to provide too much information about the company in the original job posting. You want to give enough that the potential candidate can get to know you and determine if they believe they would be a good fit for the organization and culture, but you also want them to do their research and come to the interview with more information about you than was provided.

  1. Honest, Yet Realistic Expectations

This is key to saving you time reviewing applications and interviewing candidates, and protecting the self-esteem and saving the time of your potential candidates. There is nothing more upsetting than someone thinking they are the perfect candidate for the position, and then finding out the salary is 30% less than what they need, or the job is in-house only when they live across the country and are looking to work remotely. Be sure to be upfront and honest about the position from the beginning. The more you can add about expectations, personality traits, required qualifications, and compensation, the better. It will save you hours reviewing candidates that weren’t even qualified for the job in the first place. Plus – if you have great benefits, the option to work from home, and an entry-level job, you want to advertise that as much as possible!

  1. Easy Application

There’s a fine line between an application that is way too easy and one that is just too complicated. You don’t want to have a quick one-or-two-click application because you will get so many unqualified candidates that you’ll have to take the time to sort through. On the flip side of that coin, you don’t want to make your application so complicated and extensive that no one is willing to complete it.

If the system you use allows a candidate to utilize a previously created resume, let them – there’s no reason to reinvent the wheel. If you have specific questions that you want to ask that are crucial to the role, be sure to ask those at the beginning. Genuinely interested candidates will take the time to answer them, and those that are just looking to mass-apply will skip right over them. You want to ask the questions and get the information you need to decide if the candidate moves onto the interview process, but you don’t need their whole life story and a dissertation in the application.

Once your candidate has seen your job post, decided to apply, and you realize that they are a good fit for your organization, you can send them an EZHire digital video interview link that will allow them to answer a few more questions about their personality, skills, work ethic, etc. and submit it to you at their convenience. Avoid the headache of dealing with scheduling conflicts and no-shows by using EZHire for your round 1 interview process!

Recruiters know that you can learn a lot from a person based on how they act before, during, and after an interview. How personable were they on the phone? How flexible was their schedule? What time did they show up? What were they wearing? How was their eye contact and handshake? Did they follow up afterward? There are an endless number of other traits and mannerisms that can be determined about a person during the interview process. So how do you get the same feel for a candidate through a one-way digital interview process?

EZHire’s digital video interview platform allows the recruiter to create the interview questions (text, multiple-choice, or video response), record a short introduction video for the candidate, and then the interview link gets sent to the candidate to perform at their convenience. Once completed, the recruiter reviews the submission and decides how to move forward with the candidate. Simple, convenient, and quick process, but how do you determine whether or not this person is right for the job through your computer screen?

The most important part of virtual interviewing is asking the right amount of good, solid questions. A good rule of thumb is to keep it to about 10 questions in your video interviews. Too many more, and you may lose candidates’ interest. Too few, and you won’t get a good feel for their skills, personality, and how they would fit in with your organization.

Once you have the 10 or so questions you want to ask, ask them to yourself or a colleague. Think about what answer you are trying to get out of them, or what you’re trying to learn about them by asking that question. Try to steer clear of “yes or no” questions unless you’re asking for elaboration on why they answered the way they did. Ask questions that they may not know the answer to and may not have been prepared for, but will make them think and allow them to provide you with an educated guess, so you can see their critical thinking process. Ask what they’re looking for in a position and what difference they see themselves making in the company one year from now.

A good candidate will treat a virtual interview the same way they would an in-person interview. They will have a good posture, dress professionally, be in a quiet environment, and have an appropriate background behind them. They should complete their interview within 48 business hours of receiving the link. If the job they’re applying for is a fully remote role, they should be tech-savvy and should not have any significant issues with their webcam, microphone, or the software during the interview.

If you are interested in the candidate after reviewing their digital interview and would like to move forward in the process, schedule a live interview – either in-person if the role is local or via video conference for a remote position. Continue to evaluate their mannerisms and skills to ensure they are the same person “in real life.”

It’s that time again! The hustle and bustle of holiday shoppers fill the stores as festive music floats through the air. Packages and cards are being shipped across the globe, and families prepare their homes and hearts for holiday traditions.

This is the busiest time of the year for many businesses, which means it’s all-hands-on-deck to assure everything runs smoothly, and you can keep the holiday spirit alive from the first customer to the last. More often than not, that also means your everyday team isn’t enough to cover it, and seasonal help is a must. We have compiled a quick list of tips to make your hiring experience easier than ever this year.

  1. Hire for safety-compliance This is an important topic to discuss, but it must be asked and handled professionally, as it can be a touchy and controversial topic. With all of the safety measures in place to protect customers and employees during the COVID-19 pandemic, it is essential to hire someone that is compliant. If they are unwilling to wear a mask, maintain social distance, properly sanitize the workplace, and enforce the same on co-workers and customers, they’re probably not someone you want to bring on this year.
  2. Use long-term employee hire tactics Yes, there is a mutual understanding that seasonal work is temporary, but hiring someone that is very aware that their time with your company is over come January can be risky. Instead, hire someone that is excited about the job, fits your company culture, and brings the same energy of a long-term hire. This candidate will likely be much more engaged, productive and be the first that comes to mind if and when you have a regular position open up.
  3. Flexibility is crucial Many businesses are open longer hours, which means more shifts must be covered, as well as longer after-hours tasks such as cleaning, organizing, merchandising, and receiving shipment. Not to mention the risk of employees getting sick and having to be out for 2+ weeks is higher than ever this year. Seasonal employees must be prepared to be “all-hands-on-deck”, work odd hours, and jump in to help as needed. As the hiring manager, you should always ask about planned vacations/time off for the holiday season in the interview, as well as availability on weekends and holidays.
  4. Ask for referrals Some of the best candidates can come as referrals from your current employees. Ask your team if they have friends looking for some seasonal work this year. You may even consider offering a referral bonus if their hire meets expected sales goals, works an allotted number of shifts, or stays through the season (i.e., Their referred hire was an asset to the company, not just a friend to work with.)

    Hiring takes up a lot of your time that could otherwise be used, providing the best experience for your customers and interacting with your team this season. Take the work out of holiday hiring this year by using EZHire ’s digital video interview platform. Set up your questions online, send it to interested candidates, and you can be “interviewing” all day long.

The COVID-19 pandemic has forced billions of people to suddenly make dramatic changes in their daily lives — changes they never dreamed would happen: Stay at home, wear masks if you must go out, keep people six feet away, don’t gather in groups. Billions have accepted these burdens.  It is, they believe, a question of survival.

Like it or not, businesses are confronting the same harsh new reality.  Within a few months, a booming economy has collapsed. Reluctant and frightened businesses have felt forced to give up longstanding ways of doing business.  It is a question of survival.

As fear of the coronavirus sweeps around the world, nearly 40 million Americans have been thrown out of work. Tens of thousands of businesses have closed indefinitely, some of them forever. Some companies may be tempted to sit back, try to do business as usual, and hope the economy will soon return to “normal.” It won’t.  We face a new normal.

Other businesses realize a seismic shift has created a new economic landscape. They don’t like it but they are shifting into high gear to search for innovative ways to cope with the reality of an economy driven, not by a business cycle but by fear of a strange new virus. Energetic, creative companies will survive and thrive. Businesses that do nothing will wither and die.

EZHire offers a key answer to solving the puzzle of the new economy. Amid the news of business closings and massive job losses, it is easy to assume that hiring has ground to a halt. It has not. While restaurants and retailers aren’t recruiting, other industries, led by tech firms, are hiring, and many of their openings are for well-paid skilled jobs.

These businesses are sailing against the wind. They are searching for new hires while struggling to cope with government pandemic directives that sharply limit person-to-person contact “How can we make good hires without meeting applicants?” they ask.

EZHire’s video interviews answer that question. The EZHire digital interview platform helps employers and recruiters speed smoothly into the post-pandemic world of social distancing, remote workplaces, virtual meetings, video streaming and government shelter-in-place orders.

EZHire isn’t a patchwork solution hurriedly slapped together in a crisis mode by amateurs. It is a sophisticated, comprehensive hiring processes developed over years. We are longtime specialists in imagining the “unimaginable.” It’s what we do.

At the heart of EZHire is the one-way video interview. Employers prepare a list of questions. Prospective hires go online, click on a link, and answer the questions. Responses are recorded on video. Neither employers nor applicants worry about spreading the virus across the table. There is no table. No need to observe social distancing.   Employers are spared the cost of airfare and wasting time on no-shows. Applicants need not worry about getting infected on a plane. Instead of huddling in a meeting room, recruiters digitally share the applicant’s responses with company officials.

Eventually, of course, new hire and employer move out of the virtual and into the real world— but only after EZHire has safely cleared the way.

Video interviewing has grown in popularity dramatically over the past 5 years – over 60% of employers now use some form of digital interviewing in their recruitment process… and the number continues to grow.

What is driving this change?  Below is our list of the top 10 benefits of EZHire digital video interviews.

Video interviews give companies a consistent interview experience which puts all candidates on a level
playing field. The process begins in the traditional way, then quickly moves into a new world. Candidates
first fill out a job application and answer basic qualifying questions. You respond with an email inviting
them to participate in a video interview with your recorded questions.

  1. Optimize the candidate screening process with one-way digital video interviewing. It’s fast, flexible, effective, and affordable   You’re in control. Candidates can interview anywhere, any time and on almost any device. You review the video whenever you wish and share it with other decision-makers, colleagues or clients.
  2. Easy to Use features and customizable options allow you to focus on recruiting, not paperwork. EZHire offers the flexibility to cover a wide range of jobs and skill sets, and your dedicated account manager offers live screen-share training and helpful tutorials to ensure maximum value.
  3. Faster, Better Hires- Your recruiters spend less time on administrative chores, more time doing what they do best – evaluating talent. Resumes do not give a complete picture of candidates. When you meet face-to-face, some candidates are stronger than expected. Others are not. Seeing and hearing them on video at the start of the process lets you quickly skip beyond the resume to find the most promising candidates faster.
  4. Better Candidate Experience- Candidates like the one-way video format.  They interview anywhere, anytime – no scheduling challenges for them – or for you. They enjoy not only the flexibility but also the opportunity to showcase their skills and unique personality. The ability to review and re-record is an added bonus to ensure they put their best foot forward.
  5. Foster Diversity- By eliminating traditional screening based on a resume alone, the videos expand interviewing process to a larger pool of applicants. You find more high-quality candidates from all backgrounds.
  6. Customized Solutions- EZHire is not a recruiting cookie cutter. We know each of our customers is unique. Our Customizable Questions & Features provide solutions that best meet your specific business needs.  You can choose interview questions from our extensive database or create your own. You can also create structured interviews to ensure a comparable experience for all applicants. Add an introductory video for a personal touch.
  7. Save Time and Money- Our pricing options fit any budget, but they are only the beginning of your cost savings. Screening candidates by video allows you to efficiently narrow the number of quality prospects and reduce travel costs. Video interviews also help you avoid the costly mistake of the bad hire. You don’t need to adjust your day to match candidates’ schedules.  You assess and review video interviews at a time of your choosing – and as often as you wish.
  8. Interview Evaluation – Our built-in assessment feature enables scoring on individual questions and overall job-related, technical and soft skills. Add notes as well as you go. Guide your decision-making not only with assessments of current skills but with insights into future performance. 
  9. Review and compare candidates’ answers – With video interviews, you don’t rely on memories of an often-long line of candidates. You can review video interviews and compare candidates with one another.  Share the interviews with other stakeholders.
  10.  Analytics & Reports helps you gain valuable insights on how to attract the most talented candidates and how retain them. With EZHire you have an array of key information at your fingertips, including interview completion statistics, interviews per position, and other relevant data.


There are a great many benefits of video interviewing for employers and candidates alike which is why they have become so popular in recent years. EZHire offers digital interview solutions to employers of all sizes and sectors.

To learn more about EZHire’s Digital Video Interview platform and how it could benefit your recruitment process,  Contact us today for a free demo!

Video interviews take the recruiting process speeding into the 21st century on the wings of technology.
Gone are the long hours of reading resumes, searching websites and doing phone interviews. Top
candidates no longer slip through the cracks created by automated technology fixated on key words.
Instead, you see candidates on video, answering questions you have chosen.

Video interviews give companies a consistent interview experience which puts all candidates on a level
playing field. The process begins in the traditional way, then quickly moves into a new world. Candidates
first fill out a job application and answer basic qualifying questions. You respond with an email inviting
them to participate in a video interview with your recorded questions.

Video interviews give companies a consistent interview experience which puts all candidates on a level
playing field. The process begins in the traditional way, then quickly moves into a new world. Candidates
first fill out a job application and answer basic qualifying questions. You respond with an email inviting
them to participate in a video interview with your recorded questions.

The candidate clicks on a link, and the interview begins. Most of the questions will be the same for
all candidates. We also offer the option to have a few questions appear randomly, generally for
positions that require special expertise.. When they’re finished, candidates hit submit, and the
interview is done.

With video interviewing, the hiring process can work around your schedule – not the other way around
Hiring managers and other stakeholders can view the video whenever they want and as often as they
want. They no longer need to take time out to sit in on traditional interviews.

Candidate still have to go through traditional round but no phone screening or Initial scheduling. You
and your colleagues can now take time, at their own pace, to assess not only candidates’ technical
knowledge but also the communication skills that top the list of desirable traits for many jobs –
candidates’ body language, the way they express themselves, their professional appearance. Video
interviews also give candidates the freedom to showcase their knowledge, communications, decision-
making, and other skills.

Video interviews reduce the time usually spent on resume reading and phone interviews. That gives you
more time for face-to-face interviews with the best prospects.

Bad hires – and the headaches they bring –are less likely with video interviews. You get to see
candidates’ responses and other behavioral attributes, not just read their resumes. With video, you can
interview more candidates. That increases your chances of success.

Convenient scheduling for the applicant, flexibility for reviewing and sharing interviews any time on any
platform, the opportunity to see subtle behavioral changes – video interviews offer the easiest the way
to find the best people at the fastest pace.

Common hiring challenges that lead employers to investigate video interviews include, but are not
limited to:

  • High volume job applications
  • Poor quality in-person interviews
  • Lengthy hiring process
  • Lack of collaboration between recruiters and hiring managers
  • Non-local candidates
  • Issues evaluating cultural fit/personality early in the hiring process

In general, employers find that video interviews help them:

  • Replace the phone screen/preliminary interview
  • Learn more about candidates in less time
  • Screen candidates faster than ever before
  • Standardize the interviewing process
  • Improve recruiter and hiring manager collaboration
  • Eliminate scheduling challenges
  • Review interviews anytime, anywhere
  • Only invest time and effort into the best candidates
  • Avoid bad in-person interviews

Staffing and recruiting firms mainly leverage video interviews to:

  • Staffing and recruiting firms mainly leverage video interviews to:
  • Screen candidates more efficiently and effectively before sending them to clients.
  • Improve how a candidate shortlist is presented to clients.

Follow the link to know more about – Digital Video Platform – EZhire

It’s no secret that these days, job seeking is a competitive market. Your resume needs to be as unique and creative as possible to stand out from the crowd and catch the attention of the employer. Instead of simply relying on a traditional written resume, providing a Digital Interview to potential employers offers more insight on a candidate’s skills, knowledge and communications skills.

Digital interviews are an increasingly common part of the hiring process. In this format, the employer will give you instructions on how to join the interview. Instead of being connected with a person, you’ll be prompted to answer interview questions that have been pre-recorded or appear in writing on the screen. You’ll record your answer to each question and the employer will review the recording later. There is often a time limit for your answers, and you may be given more than one chance to record each answer.

The pre-recorded format can feel unnatural to some people. Try to imagine that you are having a live conversation. Your preparation for the interview will be especially useful in this setting—be sure you have your answers at the ready.On that note, here are some tips to help you make a successful video interview.

Digital Interview Tips

  • Find a quiet, private, well-lit place, free from possible interruptions.
  • Ensure your internet connection is stable.
  • If you are using computer, check that your computer’s audio and webcam is working.
  • If you are using phone, make sure to install EZhire Application
  • Close any unnecessary web browser tabs and applications.
  • Dress professionally and avoid bright colors.
  • Have a pen, notepad and copy of your resume on your desk.
  • When listening, nod and smile to show you are engaged.
  • Use hand gestures when appropriate.

If things go wrong

With technology, there’s always a chance that things could go wrong. Here are some backup plans to have ready just in case.

  • If your video or audio stops working Before the interview, ask the interviewer for a phone number where you can reach them if you experience technical difficulties. If the video or audio cuts out or you have other challenges that are impacting your ability to complete the interview, call them at that number. Ask if you can continue the interview by phone or if you can reschedule.
  • Re-record if you need to (Yes, you can!) The beauty of a digital video interview is that you don’t have to settle on the first take. If there is an unexpected background distraction or you get off track, just do it again. If noises (sirens, construction, etc.) interrupt your video interview, just re-record. It’s that simple!

Watch your own Interview

Have you ever read back through an email you’ve written and found spelling errors, run-on sentences, or a few overused words? You should watch your video for the same reason: checking for any little mistakes.

Tailor your video answers

It’s a good idea to tailor your answers to the position you are going for.Given the collaborative nature of the workplace, few things are done without a cross-functional effort. When a functional lead interviews you, impress upon them how you have been successful working with their area to achieve an objective.

For example, if you’re talking to a finance person and you are in marketing, discuss how finance played a key role in the development of the project strategies. Finance may have driven the revenue targets, the budget and ROI. It’s important to discuss how you worked together with finance, not simply asked them for numbers. Emphasizing how you worked together will let them know that you value their input and understand what’s important to them.