Candidates: Are you interviewing and need support?
Candidates: Are you interviewing and need support?
For years, hiring has followed a static, one-directional process: post the job, screen resumes, schedule interviews, and make an offer.
But as the hiring world has evolved, so has this linear path. Today, the way candidates interact through the hiring process is much more fluid, dynamic, and continuous—and the old playbook just doesn’t cut it anymore.
The truth is, many candidates start forming opinions and building interest well before there’s an open role. And they have more access, more agency, and higher expectations than ever before.
So, how do hiring teams create a flexible environment where candidates can explore, engage, and make decisions at the speed and scale that modern hiring demands?
In today’s fast-moving landscape, the hiring journey needs to be just as flexible and responsive as the candidates going through it. The good news? Adapting doesn’t have to be complicated.
Let’s explore how talent teams can make this happen.
In Hirevue’s recent Product Peek Webinar, we introduced a more modern, cohesive approach to the hiring funnel—what we call the Infinity Loop. It’s an idea we first introduced at this year’s Horizon, where Hirevue customers came together to learn how to optimize their solutions.
The Infinity Loop reimagines the traditional hiring funnel by transforming it into a continuous, connected experience—one that mirrors the nonlinear way candidates explore and engage with opportunities today.
As we shift toward this new hiring approach, let’s take a closer look at the outdated challenges it’s designed to fix.
The traditional hiring funnel assumes that each stage of the process is isolated, with little opportunity to revisit, reengage, or build upon what you’ve learned about a candidate’s potential.\ This lack of flexibility creates missed opportunity after missed opportunity.
Unlike the rigid, step-by-step funnel, the Infinity Loop gives talent teams the flexibility to meet candidates wherever they are in their journey. Whether someone enters through a job application, a skills challenge, or a chatbot interaction, the loop captures every touchpoint and continuously builds on that data.
This means you’re not locked into a one-size-fits-all path. You can adjust in real time, revisit promising candidates, and update profiles with new insights. And because every interaction is part of a connected system, so you not only don’t lose valuable insights between systems but you’re able to scale your hiring process without sacrificing quality.
In the linear funnel model, screening and evaluation happen once and early in the process.
When skill evaluations are treated as a one-time event, critical information that could emerge along the way is missed. A candidate’s strengths often surface across multiple interactions—through a video interview, a coding challenge, a language screener, or even post-hire in leadership assessments.
Eighty-one percent of employers are embracing skills-based hiring because it works. But to make skills discovery fully effective, we need to stop thinking of skill assessment as a one-time event. Candidates don’t follow a straight line and neither should your evaluation process.
As candidates engage—whether they’re exploring a role, taking a coding challenge, completing a video interview, or interacting with agentic AI—teams are gathering rich, validated insights that build a dynamic, evolving profile. And all of this is happening while they’re simultaneously posting jobs, sourcing, screening, and interviewing.
The traditional funnel ends at "hire," but stopping there is doing hiring leaders a big disservice.
Once someone joins the team, the process essentially closes, with no built-in plan to learn about how the new hire is performing. Did they thrive in the role? Were their skills a true match for the job’s demands? Without clear data on how your post-hire is doing, it’s nearly impossible to refine your process or confidently repeat success.
The Infinity Loop doesn’t end when someone is hired.
The employee’s skills profile continues to be updated through post-hire data points like performance reviews and leadership assessments. This gives employers a living, breathing view of each person’s strengths. It’s not just about who they were when they applied, but who they’re becoming.
In a world where employees want to grow and develop within a company, having a dynamic skills profile will help find suitable roles much quicker and easier.
The Infinity Loop isn’t a toolit’s a talent approach. As you set up hiring solutions—like Hirevue’s talent engagement tools, workflow automations, intelligent interviewing, and skills validation tools—you’ll automatically be able to interact with candidates more fluidly, dynamically, and continuously throughout every stage.
At Hirevue, science is the engine driving every step of this infinity loop. Our platform is built on validated, science-backed, psychometric skill assessments that provide reliable, predictive insights into a candidate’s potential.
Instead of relying on assumptions or surface-level screenings, we use rigorous methods to ensure each skill captured is meaningful, measurable, and linked to real on-the-job success.
So, as you begin to switch from a linear approach to a dynamic loop approach, ensure you’re leveraging hiring tools that will set you up for success.
Hirevue CEO, Jeremy Friedman, had this to say about the future of hiring:
“In 2025 and beyond, there is no choice other than validating skills. We have to connect all of the information we have about a candidate and create a real picture of their ability to do the job, which requires focus.”
As your talent strategy evolves to meet the demands of a fast-changing talent landscape, keep these modern hiring principles in mind:
With Hirevue, you’re not just filling roles—you’re building a smarter, more agile talent strategy. Ready to see this approach in action? Request your demo today.