👉 Have you heard? Clovers acquired Talvista creating a laser focus on building inclusive hiring tools. Learn more
CLOVERS STRUCTURED HIRING
Better decision-making starts with structure
Enable tighter recruiter and hiring manager alignment, improve candidate experience, and ultimately make better hires.
Clovers structured hiring approach:
Thoughtful
Deeply understand the business objectives of the job.
Objective
A deliberate process and rubric are used to assess all candidates.
Fair
Hiring decisions based on data and evidence, not on gut feeling.
Define the role, requirements, experience and attributes for equity and success
When each interview and every question serves a purpose, each moment gets you closer to your goal: finding great hires. Deliver a consistent and equitable interviewing experience with preselected questions—avoid irrelevant inquiries—and make sure each meeting is meaningful for everyone involved.
Level the playing field by asking the same questions
Clovers interview guides offer thousands of questions for teams to use during the hiring process. Organized by role, all questions are I/O certified for effectiveness. Interview guides also ensure a consistent experience for each candidate, and consistency keeps things fair.
Structured hiring improves every part of the process
When you standardize your hiring process, your hiring team can be more effective. You’ll impress candidates, engage hiring managers and rally your organization around hiring.
Automated note-taking
Engage more with candidates without the worry of taking notes, refer back to real time transcription so you never miss a word and access a more emotional digital note.
Live guidance
Give your teams live guidance with the exact questions to ask so they feel confident in their interviewing capabilities and can focus on the candidate.
Interview guide builder
Leverage your own interview questions—or use ours. Our interview guide builder lets you pick from rapid job templates or the interview question library.
Attributes and questions
Custom attributes allow you to vet candidates based on skills and values that align with your company.
Structured hiring improves every part of the process
When you standardize your hiring process, your hiring team can be more effective. You’ll impress candidates, engage hiring managers and rally your organization around hiring.
Automated note-taking
Engage more with candidates without the worry of taking notes, refer back to real time transcription so you never miss a word and access a more emotional digital note.
Live guidance
Give your teams live guidance with the exact questions to ask so they feel confident in their interviewing capabilities and can focus on the candidate.
Interview guide builder
Leverage your own interview questions—or use ours. Our interview guide builder lets you pick from rapid job templates or the interview question library.
Attributes and questions
Custom attributes allow you to vet candidates based on skills and values that align with your company.
Ask great questions to show you’re serious about hiring top talent
Top candidates appreciate being challenged. A thoughtful interview process, complete with great—and sometimes tough—questions, shows that your company sets a high bar. Clovers interview guides ensure candidate conversations are exciting, challenging, and engaging.
See Clovers in action, in just 15 minutes.
See us in action
“Clovers enables us to have
deeper conversations about what
we’re vetting for.”
deeper conversations about what
we’re vetting for.”
Cathy Hogan, Education Director @ Family Centers
Thoughtfully designed for scale
People-first approach
Write directly in your ATS
Any time, any device
Integrations for seamless workflows
Backed by research
Privacy and security certified
Team analytics and reports
Access a rich partner ecosystem
Committed to compliance
Dedicated customer success team
Questions to ask yourself when reducing bias in your hiring process
Do you craft inclusive job descriptions?
Job descriptions optimized with inclusive language make your brand appealing to a broader range of people.
Do you ensure anonymous resume reviews?
Evaluate resumes fairly by redacting information that could trigger bias.
Do you understand the skills needed for each role?
Understanding the skills required for your open roles will provide a clear roadmap for evaluating candidates.
Do you utilize objective hiring assessments?
Teach interviewers how to assess candidates with consistent guidelines and structured questions.
Do you have a diverse screening panel?
Establish a panel of diverse employees to minimize unconscious bias and monitor your hiring process.
Do you reinforce anti-bias education?
Train your interviewers to use objective, fact-based hiring techniques.
SOLUTIONS
