Candidate Screenings

AI-powered video interview & candidate screening software that saves 70% of your hiring time ⚡ ✅ Screen candidates efficiently ✅ Focus on qualified talent only ✅ Works on any device ✅ Start FREE Transform your hiring process → candidatescreenings.com

@Adam_Karpiak You are in a very good company, Adam!

@1wayInterview Most recruiters I know, including me, don’t use stacking bc it’s useless

Resume Tip: One of the biggest reasons great candidates get overlooked? Their resume’s hard to read. Your relevance should be immediately obvious. That’s where format, structure, and clarity come in. The joke in recruiting is that the most “eye-catching” thing on a resume is being qualified. Your job as an applicant is to make that easy to notice. It’s not about fancy design or creative layouts. Shorter bullet points make your experience easier to read. Trimming unnecessary details keeps the focus on what matters. White space helps the reader quickly navigate the information. In this market, with the sheer volume of candidates, it’s not just about having the right experience...it’s about making that experience quickly and easily noticed.

@Adam_Karpiak I said nothing about AI :-) I mean keyword-filters that assess the match in major ATS as Greenhouse, Workday and alike. From my experience they usually filter out 90% of CVs by keywords and suggest a “fit” scoring. Didn’t you use it?

Didn’t take it personally. I just meant I have hands-on experience, as do the 1,000s upon 1,000s of actual recruiters in my professional network who doesn’t even have access to AI screeners and the ones who do don’t use them because they’re ridiculously incorrect in assessing fit. Not to mention. Keyword matching isn’t AI. It’s a basic search function in every ATS since it’s basically a database.

@Adam_Karpiak I didn’t intend to dunk on you, Adam, I’m sure you are one of the few who do look at the CVs of the most candidates. Just that from my experience absolute majority of recruiting teams are relying on keyword scanners in all major ATS.. Esp for entry level positions.

@1wayInterview I’ve actively recruited since 2003. Appreciate your insights though 😅

@Adam_Karpiak I have bad news for you mate

@1wayInterview Yes, most. That’s why recruiters work there.

Great combo!

@mattcharney Not a nerd at all! There's genuine skill in spotting hidden potential and unconventional paths. Good AI tools can actually help with this. They filter out the noise so you can focus on the interesting candidates, where human intuition really matters.

I know this probably makes me a giant nerd, but I really, really miss reviewing resumes. I will never understand recruiters who think they have too many to disposition; passing summary judgement on what are essentially biographical sketches is the most fun part of the job.

@KanikaTolver Loved tuning in to this discussion!

Just wrapped up a great Twitter Space 🎙️ on building AI-powered development workflows — we talked Agile + AI, feedback loops, responsible AI, and scaling workflows that save time + drive impact. Recording: x.com/i/spaces/1LyxB… #AI #ProductManagement #GenerativeAI #Agile

@MarkCCrowley So true! Great leaders already know this intuitively -- they hire for strengths and coach around limitations. The tricky part is getting the hiring processes to reflect this wisdom instead of defaulting to deficit-based thinking.

When we accept that all human beings are messy and flawed -- and demonstrate tolerance of that to our employees and to ourselves --- we free ourselves to focus on all the things that makes people stand out. My advice: pay much more attention to employee strengths than their limitations. #Leadership #WellBeing #HR #SHRM #LeadFromTheHeart

@HRCurator @UNLEASHgroup Great thought experiment! 😃 This highlights why the sweet spot is AI handling initial screening efficiently while humans dive deep into the interactions that actually predict success. Technology should amplify human insight, not replace it.

Our Take: What could the future of #AI-enabled job interviews look like? unleash.ai/talent-acquisi… @UNLEASHgroup #HR #HCM #HRM #HumanResources #HRTech #recruiting #hiring

@HungLee AI can be extremely effective at identifying quality candidates, but the human element is still important for final assessments. Balance is key in modern recruiting 🤝

AI Interviewers outperform Human Interviewers in assessing candidate quality - more AI interviewed candidates ended up getting offered (by later human reviewers) and hired vs human interviewed candidates. High volume hiring, coming via inbound applications, will be mainly automated. Low volume, outbound remains human managed

@girdley @girdley, do you want to do basic skill test and/or self-video interview? It can really save a lot of time on first screening and allow y'all to focus all energy on quality candidates only. I'd love to help you set up @1wayInterview for this position for free! Lmk

Do y’all want an AI validator to handle all the conversions for you? Agent can convert time, measures, currencies etc as a part of it's test for you. While you save valuable human time on more important details ;-)

At 1Way Interview, we proudly contribute part of our revenue to carbon removal! climate.stripe.com/EufS7m

Some time ago, I ran a digital agency, and one of the most tedious processes in any agency is hiring. It’s one of the most important yet time-consuming tasks — and getting it right is crucial to providing good service to clients. For us, recruitment was even more challenging because we were hiring remotely and overseas. I mean, how could our recruiter effectively evaluate a CV from someone in Argentina and then immediately switch to one from the Philippines? To make things worse, we’d get hundreds of irrelevant applications for every position — people stuffing their CVs with keywords, making it hard to identify genuinely qualified candidates. Our hiring funnel looked something like this: 115 applicants → 23 invited → 17 screening interviews with a recruiter → 5-9 next-round interviews with the hiring manager. Then my friend @dmytrope showed me his internal LMS that used video questions for testing candidates. It was exactly what I’d been looking for. So, my team quickly built a prototype of a skill-based interview system where we asked candidates to answer a series of simple questions — some via video. Now our funnel looks like this: 75 applicants → 12 qualified → 5-9 interviews with the hiring manager. The process is faster, we don’t need two people sifting through endless PDFs, and we get to spend much more time with the candidates who actually matter. 🙏 I hadn’t seen software that worked this well for us on the market (especially one that offered good value for money), so we made it public a couple of months ago. We’d love your feedback! It’s now available at candidatescreenings.com — I hope y'all like it too!

A built-in Applicant Tracking System or dozens of integrations make the full process seamless. Try this new recruiting method once, and you will never return to the old ways! 6/6

One-way video interview software allows you to screen candidate replies with an AI agent, providing unmatched flexibility in evaluation. This ensures that the answer rated good is truly good in the way we mean it. 5/6

Recruitment 2.0 Manifest Many industries have changed, be it transportation, e-commerce, finance, or marketing, but Recruitment is largely the same: candidates try to apply to as many jobs as possible and recruiters try to mass-screen candidates with keyword-focused ATSes. 1/6