Page Comparison

^{This solution has been researched solely by the WilsonHCG Innovation team.}

Impressions

Tip

Strengths and Advantages

^{(where the solution stands out or shows impact potential)}

Structured interviews are ideal for many reasons, but are difficult to manage on a practical level without undue administrative burdens or extensive training for interviewers on the process
- Help less experienced interviewers ramp up more quickly
- Offers probing questions to keep that process more consistent, as well
Recruiter screens are a stage of the recruitment process that could gain the most benefit from tools that assist with consistency and reduce burdens and negative impacts of high-volume screening

Warning

Gaps and Challenges

^{(things that the solution overlooks or under-delivers on)}

Doesn’t allow for in-the-moment notetaking (notes are done at the end), so interviewers may need to spend more time reflecting and making notes after the fact
Can’t add tags for skills or experience that the candidate mentions/demonstrates (not ideal for phone screen stage usage or for building enriched candidate data that’s searchable later

Note

Risks

^{(anything that could affect ROI; cost, complexity, process gaps, etc.)}

Since adding tags isn’t yet a feature, transcription accuracy is the main risk for whether or not the transcription can be used as a searchable data point down the road within a CRM/ATS for candidate rediscovery

Considerations

^{(potential use cases, impact, deployment scale, company size, etc.)}

Not the fastest to implement 6-8 weeks roughly or flexible in how you use it, but could work well for high-volume hiring projects
Light solution for clients who may be considering implementing a process for structuring interviews

Overview of Solutions and Features

^{Supported Regions}	All regions
^{Language Capabilities}	English-only
^{Required/Optimal Integrations}	ATS for optimal use (bi-directional)
^{Average Time-to-Implement}	Integrations vary a lot and onboarding and training, it's about 6-8 weeks give or take to do a proper rollout

^{Solution Focuses}	^{What it solves/achieves}	^{How it works/notable features}
Reduce Bias and Improve Hiring Decisions	Ensure more objective records of screens and interviews Maintain interview consistency and review fairness at scale	Correlates to a scoring methodology designed to mimic structured interview guides and scoring methodologies Anonymized scoring for panel interviewers to compare reflections later on Consistent interview questions and structure Reflections/scoring less reliant on memory or emotional impressions, allowing interviewers to be more present and handle multiple successive interviews without blurred reflections
Alleviate Recruiters/ Interviewers	Focus less on taking notes and focusing on specific details during the interview, and instead provide a better candidate experience Reduce burnout during high-volume periods	2-way video interview platform (no 1-way/asynchronous video) Records audio-only (not video), as this is the most important thing to capture Transcribes audio automatically Integration with an ATS helps reduce manual setup processes (but can operate standalone just fine) Always a bi-directional integration Push scores and transcriptions back into the ATS Role Setup Your roles are set up and stored within the Equitas system Questions, Job Descriptions, scoring frameworks, etc. Skills, Strengths, Behaviours, Competency frameworks, etc. Can select or mix different frameworks Introduction The CN will see this leading into the interview and it gives a description of the roles and how fit is evaluated Questions and associated Probing Questions Doesn't note when you needed to use a probing question though Interview Process (walkthrough) Let the CN into the meeting room where the interviewer(s) are waiting Interviewers see question/guide prompts Competency they're looking for, probing questions, etc. Notes are not taken during (recorded and transcribed instead), but can be added during the Scoring screen at the end of the process Scoring takes place at the end and each interviewer records their scores independently Scores are then compared once all interviewers are done

Resources and Collateral

Links

^URL	^Description

Screenshots, Images, and Attachments (paste/upload into boxes below)

View file

name	Equitas Interviewing - FAO Wilson HCG.pdf

Pricing

Typical Duration of Agreement

Pilot/Trial Opportunities

From Vendor: “We have three options for a trial, depending on how much you would want to use it and the level of insight you would want to drive from it.

All of these options can be done with live roles, or test roles internally if required. We typically only do 2 weeks, but this is flexible depending on your process.

Option 1 (Free): Best for a couple of individuals or small team dealing with interviewing.
- 1 role
- 2 users
- Using an Equitas framework
Option 2 (£1,250 / $1,700). Best for a smaller team within the business that is dealing the most with interviewing or feeling the most pain currently.
- 1 role
- 3 users
- Using an Equitas framework, with scope for changes to the questions
Option 3 (£2,500 / $3,400): Best for a small team that is dealing with interviewing and is looking for a new way to interview.
- 2 roles
- 5 users
- 2 weeks
- Using an Equitas framework, or your own framework”

Versions Compared

Old Version 2

New Version 3

Key

Website https://www.equitas.ai/

Vendor Blurb

Impressions

Strengths and Advantages

Gaps and Challenges

Risks

Considerations

Overview of Solutions and Features

^{Supported Regions}

^{Language Capabilities}

^{Required/Optimal Integrations}

^{Average Time-to-Implement}

^{Solution Focuses}

^{What it solves/achieves}

^{How it works/notable features}