Shab here—and I’m a content marketer, not a recruiter. But for this article, I talked to Alice Guo-Albright, who is in charge of hiring new employees at Dialpad and is part of the human resources team. (In other words, an actual recruiter. ).
Reading on to learn Alice’s tried-and-true recruiting tips and tricks will help you find the best people to work for you!
Ever wondered what it takes to land a job at Dialpad? Well wonder no more! We’ve got the inside scoop straight from Alice Guo-Albright Lead of Talent Acquisition at Dialpad. Get ready to dive deep into the world of Dialpad interviews, uncover the secrets to success, and learn how to impress the hiring team.
Finding the Perfect Fit: A Recruiter’s Perspective
Q Where do you find your candidates?
A My talent pool is a diverse mix of sources I leverage our in-house referral program to tap into the network of our amazing employees Additionally, I scour job boards and our career page for potential candidates. But my secret weapon is LinkedIn, where I can conduct targeted searches to identify qualified individuals who might not even be actively looking for a new opportunity.
Q What happens when you find a potential candidate?
A: If a candidate sparks my interest, I add them to our applicant tracking system, Greenhouse. Then, the magic begins with a call scheduled through Dialpad. This is where Dialpad truly shines, as it automatically generates a meeting transcription, ensuring I capture every detail and never miss a beat.
During the first call, I want to learn more about the candidate, see if they might fit in with our culture, and answer any questions they may have about the company and the hiring process. I also use this chance to talk about our company’s culture and what they can expect as a Dialpad worker.
To ensure seamless communication, I encourage candidates to text or call me directly on my Dialpad number This allows for faster responses compared to email and keeps the conversation flowing As a team, we rely heavily on Dialpad for texting, calls, and video conferences, making collaboration a breeze.
If everything goes well on the first call, I set up a video interview between the candidate and the hiring manager. They talk more about the specifics of the job and give the candidate a chance to ask more specific questions at this point. It’s easy to make plans with Dialpad because we can text or call right away to find a time that works for everyone.
The interview team gives me feedback after the process to help me decide if we should move forward with an offer. As soon as the decision is made, I call the candidate on Dialpad to set up a call. It’s important to find out how they felt about the whole experience and answer any questions or address any concerns they still have.
Compensation is a critical aspect of any job offer, so I take the time to walk the candidate through the details and perks during our call. I leverage Dialpad’s screen-sharing feature to visually present the equity component and its potential value based on company performance and industry insights. This transparency ensures candidates fully understand the true value of their compensation package.
If everything aligns and the candidate accepts the offer, we hop on a video call for me to officially extend the offer and share the details of the perks and benefits. HR then steps in to guide the new hire through the onboarding process, providing them with all the necessary information and introductions to their future colleagues.
Q: How many candidates do you typically interview before finding the right fit?
A: My goal is to identify the perfect candidate within a few interviews. I believe in respecting both the candidate’s and the hiring manager’s time, which is why I take the time to understand the role’s requirements and the hiring manager’s expectations, both technically and culturally.
If I’m not finding the right fit after a few interviews, I re-calibrate with the hiring manager to ensure we’re on the same page and identify any potential gaps in our search criteria. My ultimate goal is to quickly pinpoint the ideal candidate who aligns perfectly with the role and our company culture.
Q: What tools do you use in your recruiting process?
A: My arsenal of recruiting tools includes email, social media (primarily LinkedIn), Greenhouse, and of course, Dialpad. This combination has proven to be more effective and efficient than any expensive staffing or recruiting software I’ve used in the past. We’re also exploring the potential of recruitment chatbots to further automate the process while providing a more responsive candidate experience.
Q: How do you keep track of all your candidate communications?
A: One of the things I love most about Dialpad is its ability to consolidate all my communication channels with candidates into one platform. In previous roles, I juggled multiple platforms, constantly switching back and forth. Dialpad eliminates this hassle, streamlining my workflow and saving me precious time.
The ease of finding past conversations is another huge plus. All I need to do is type in a candidate’s name, and everything is right there at my fingertips. This saves me from digging through countless emails and allows me to quickly recall important details.
Q: Which Dialpad features do you find most helpful?
A: Honestly, I use every single Dialpad feature daily, from calling and texting to video conferencing and screen sharing. They’re all integral to my daily workflow.
The real-time transcription and call summaries are lifesavers, allowing me to review conversations later and ensure I haven’t missed anything crucial.
Dialpad truly enhances my ability to connect with candidates and internal stakeholders. The live, real-time connection adds a human touch that email templates simply can’t match. It also helps me build rapport with candidates, fostering a more personal connection.
For urgent matters, I often use text messages to get a faster response compared to email. And when a quick discussion is needed, I generate a video link and share it via text, allowing the candidate to join with a single click.
Plus, showcasing Dialpad’s capabilities during calls gives candidates a firsthand experience of our product and a glimpse into our work environment. They get to see its user-friendliness firsthand, which definitely adds to the excitement of joining our team!
Q: How do you inform candidates who aren’t selected for the role?
A: My golden rule is to always close the loop with candidates, regardless of the outcome. I’ve heard countless stories of candidates being ghosted, left in the dark about their application status. That’s why I prioritize treating everyone with respect and providing them with an update, either via phone or email.
If I deliver the news via email, I personalize it and express my appreciation for their time and interest. I also emphasize that if they’re open to it, I’d love to keep their information on file for future opportunities.
Great candidates are hard to find, and sometimes the timing or role might not be the perfect fit. In those cases, I let them know that I’d love to stay connected and consider them for future openings.
I firmly believe that every candidate, regardless of their application outcome, deserves a positive experience. Whether they receive an offer or not, I want them to walk away with a favorable impression of Dialpad. This is crucial for maintaining our employer brand and avoiding any negative impact on future candidate relationships.
I’ve had many candidates, even those who weren’t selected, express their appreciation for my honesty and transparency throughout the interview process.
Q: What steps do you take to ensure a positive candidate experience?
A: Constant communication is key. I keep candidates informed throughout the process, letting them know I haven’t forgotten about them and keeping them engaged. I believe building a connection during the initial call and nurturing that relationship is crucial. It allows candidates to feel comfortable being open about their career aspirations, which ultimately leads to a win-win situation.
For instance, I’ve had candidates juggling multiple job offers, including Dialpad. The trust we’ve built allows them to share the compensation gap if ours is lower. I then present this information to the hiring manager, and sometimes, there’s flexibility to close the gap and secure the top talent.
This constant feedback loop keeps candidates engaged, assures them they’re a priority, and ensures everyone is on the same page.
Q: What’s your golden advice for other recruiting teams?
A: My advice boils down to three key points:
1. Know your audience. When meeting with the hiring manager, don’t just focus on the job description. Take the time to understand their style and preferences. I tailor my approach based on this information, fostering a strong partnership.
2. Build connections with candidates. As I mentioned earlier, building trust is crucial. It allows candidates to openly share their career goals and aspirations. This information can then be shared with the hiring manager, increasing the chances of a successful hire.
3. Trust your gut. Even if a candidate doesn’t tick every box, but you feel they have potential, advocate for them to the hiring manager. You might be surprised by the hidden gems you uncover. I’ve done this countless times and have recruited some truly exceptional individuals.
These principles have been the foundation of my recruiting success and have helped me build a strong team at Dialpad.
Ready to join the Dialpad team?
If you’re looking for a company that values its employees and provides a positive, collaborative work environment, then Dialpad might be the perfect fit for you. Check out our open positions and apply today!
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Q: How do you tell a candidate they’re not a right fit?
A: My golden rule is that you should always follow up with a candidate, even if you’re not going to move forward with them.
I have heard so many people tell me that theyve been ghosted and never hear back. So it’s always important to me to show everyone the utmost respect by giving them an update. Depending on the situation, it’ll either let them know by phone or email. And if it’s the latter, I personalize it and emphasize how much we appreciated their time and interest.
And because it can be hard to find good candidates or the right job, I always let them know that if they’re interested, I’d love to keep their information for when I need to hire someone else.
It is very important to me that every candidate, whether they get the job or not, has a great experience and never feels bad about working for Dialpad. Because they can share their review with other people (hello, Glassdoor), we don’t want to hurt our employer brand or make it harder for people who might want to work for us in the future.
Many candidates have told me how much they appreciated how honest and open I was during the interview process, even if they didn’t end up moving forward.
Q: First things first—where do you find your candidates?
A: I find my talent pool in a few different places. It’s a combination of employee referrals through our in-house referral program, job seekers that come in through job boards or our career page, and sourcing candidates through LinkedIn. The latter is a valuable resource for me to do a more targeted search and identify qualified candidates who may or may not be looking.
Q: You found a candidate. Now what?
A: If a job candidate is interested, I’ll add them into Greenhouse, which is our applicant tracking system. From there, it starts with scheduling a call… and that’s where Dialpad comes in. Although I use Dialpad to make the call, which I love because it can write up a meeting transcript for me so I don’t forget anything:
In addition to going over some interview questions, my goal on that first call is to get to know someone well enough to see if they might be a good employee. Other areas I cover include company culture and what to expect during the hiring process.
To keep in touch, I’ll let the candidate know that they can text or call my Dialpad number if they have any questions or need anything. I’ll get back to them faster than if they email me. A lot of us on the team use Dialpad for texting, calling, and video calling, which is very handy:
Next, if everything goes well, I’ll set up a video call with the hiring manager. Further information about the job posting will be shared at this stage, and the candidate will have a chance to ask questions.
When plans need to be matched, it’s always easier to text or call (which I can do through Dialpad) than to email back and forth. The interview team and I will talk about the candidate’s feedback and decide if they want to move forward with an offer after the interview process is over.
If the hiring manager says yes, I’ll text the candidate on Dialpad to set up a time to talk. It’s a good chance to check in and see if they have any more questions or concerns. It’s also a good time to find out how they’re feeling in general and make sure they had a good experience. During this call, I’ll also request references and touch upon compensation again to ensure we have alignment.
We’ll set up a video call so I can share my screen and go over the details and perks as soon as I’m ready to make the offer official. This helps a lot when I talk to them about the equity part and how much it might be worth based on how well the company does and what analysts say about the industry. It’s really helpful for candidates to understand the real value of their pay package when I can share a picture through Dialpad:
And if all goes well and the candidate accepts, HR will connect with them to start onboarding. Before they start, they’ll get information about being a new employee, such as what to expect and introductions to the people they’ll be working with.
Phone Interview Questions and Answers Examples – How to Prepare for Phone Interviews
FAQ
Why should we hire you as a communication officer?
How do I prepare for a communication interview?
What questions to ask in an interview for a communications role?
How to explain a web development project in an interview?
What is the interview process like at Dialpad?
I interviewed at Dialpad (Toronto, ON) in Oct 2022 The interview process consisted of a screening call, then followed up with 3 interviews- one with hiring manager; one with HM and peer; and finally one with HM, peer, and another Manager (along with a final project). While the HM was very friendly and responsive, the end interview was odd.
What questions did you ask at Dialpad?
Typical questions. Why Dialpad, why Customer Success, tell me about the software in your own words, tell me about yourself, etc. I applied online. I interviewed at Dialpad It was pretty organised. 2 rounds of dsa and 1 system design.
How do I use the Dialpad?
Touch Dialpadto display the onscreen enter additional numbers, such as an extension, account number or PIN to your bank account. Touch Muteto mute the microphone during an active call. Touch again to unmute the microphone.
Why choose Dialpad?
Dialpad is the only provider to be named a Leader in G2’s UCaaS, VoIP, CCaaS, and Conferencing categories. “Dialpad helps us connect over 700 buildings and 16,000 conference rooms worldwide.” “Dialpad lets us connect over 400 employees around the world with just a two-person IT team.”
