Finding good people is hard. Keeping them interested is harder. Many teams lose candidates without knowing why. One reason? The hiring process is messy or slow. People drop out when things don’t feel clear or fair.
Most interviews happen online now. That helps with speed. It also makes it easier to meet people in different places. But using video alone is not enough. Good teams go a step further. They use video for the interview and ask for feedback after. That’s how they get better.
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Let’s break down how this works.
Video Interviews Are Now Common
Online interviews save time. You don’t need to book a room or wait for someone to travel. You just set a time and send a link. But that link matters. If it takes people to a strange website with another company’s name, it feels odd. It can even hurt trust.
Some companies use free video apps. These work, but they show another brand. That makes the process feel less serious. Your hiring process should reflect your company, not someone else’s.
Keep It on Your Brand with webmeet.biz
That’s why more teams are using webmeet.biz. It lets you run video meetings under your own name. You get your own domain, logo, and layout. Candidates click a link that looks like your company, not a third party.
This small change builds trust fast. It makes the meeting feel more real. The candidate sees your brand from the start. There’s less confusion. They feel like they’re talking to a real team, not just logging into a random call.
WebMeet also gives you control. You can set up private rooms, record calls, or share notes. It’s simple and works well on all devices.
The Setup Should Be Easy
Candidates already feel stress. They want to do well and get the job. They don’t need tech trouble on top of that. That’s why setup matters.
A clear email with one branded link is best. No need to sign up. No need to download apps. Just click and join.
When the layout is clean, people focus better. When things load fast, they feel more at ease. These small wins matter. They help people show their true self in the meeting.
Don’t Guess—Ask for Feedback
After the interview, most teams just move on. But smart teams ask, “How did we do?”
This is where surveys help. If you ask right after the meeting, you get honest answers. People will say if the link was hard to find. Or if the interviewer spoke too fast. Or if the role wasn’t clear.
That info helps you fix the process. It also shows you care. Candidates feel heard. They’re more likely to respect your company—even if they don’t get the job.
Get the Right Tool: Candidate Experience Surveys
Not all surveys work. Long forms are a pain. Emails that look like spam don’t get clicks. You need a smart system that sends short, simple surveys at the right time.
Candidate experience surveys from Survale do just that. After each stage—apply, interview, offer—it sends a few quick questions. It tracks how candidates feel and what they notice.
Survale shows results in easy charts. You can sort by job, recruiter, or location. If something’s off, you’ll see it fast.
What Happens When You Combine the Two
Using branded video calls with WebMeet and feedback tools from Survale gives you full control. You’re not just running calls. You’re learning from them. That’s how hiring gets better.
For example, say you run ten interviews next week. All on WebMeet. Survale sends a survey after each one. You find out that five candidates had trouble with timing. Maybe you booked back-to-back meetings. Now you know to leave breaks in between.
Or maybe people say the job wasn’t clear. You talk to the recruiter. Fix the job post. Update how you explain the role in the next call.
This loop of “meet, ask, fix” works. You get better with each step.
Small Teams Can Use This Too
You don’t need a big HR team. These tools work for small companies, too.
WebMeet gives you branded meetings without a huge cost. Survale sets up fast. You don’t need tech people to run it.
It’s great for hiring your first few people. It’s even better as you grow. You’ll catch problems early and keep good talent in the mix.
Candidates Notice
People talk. If your hiring process is clear and smooth, they tell others. If it’s slow and messy, they talk about that too.
Job boards, forums, and social media make it easy to share reviews. One bad post can hurt. But one good one can help a lot.
If people feel seen and respected, even those you don’t hire might share kind words. That builds your name. That brings better talent next time.
Final Words
Hiring is not just about choosing the right person. It’s also about how you treat every candidate. A simple, clear process makes you look better. It builds trust fast.
