Hiring Slowdowns: 7 Ways Recruiters Can Make the Most of Their Time

Recruiter making the most of his time during a hiring slowdown.

All good things must come to an end. After a year of rapid-fire hiring, sky-high startup valuations, and soaring stocks, companies are now coming back down to earth. As the market corrects itself, more and more organizations have responded by enacting hiring slowdowns.

While recruiters are used to adapting to shifting circumstances, hiring slowdowns can feel like uncharted territory. You might be limited from your usual day-to-day activities, but a hiring slowdown doesn’t mean that you need to slow down. Recruiting will rebound, and when it does, you’ll want to be in the most advantageous position possible to snag the best talent. 

Here are seven ways to turn hiring slowdowns into golden opportunities to optimize your recruitment process and boost efficiency.

1. Keep Your Talent Pipeline Warm

If hiring is screeching to a halt, the last thing you should do is cut off communication with candidates. Now’s the time to nurture your pipeline and deepen your recruiter-candidate relationships. That way, you’ll hit the ground running when hiring bounces back. 

Make it a habit to engage with candidates on a periodic basis. Keep them up to date on any roles that they’re interested in, and practice full transparency on the status of your team’s recruiting. 

You can also spend time holding meaningful conversations with candidates that you didn’t have the bandwidth to facilitate before. Delve deep into their career goals, interests, and skills so that you can match them with the perfect opportunity.

2. Improve Your Sourcing Strategies

Take a good, long look at your talent sourcing strategies. You likely have a preferred channel for finding candidates. For most recruiters, this is LinkedIn. However, it’s vital to also tap into alternative, lesser-used channels. 

Top candidates receive a flood of messages from recruiters on the most popular channels, making it difficult to stand out from the crowd. 95% of recruiters use LinkedIn to hunt for talent; that’s a lot of competition. Leveraging alternative channels gives you an edge and captures the attention of candidates that you might not have been able to reach before.

Look into industry-specific Facebook and Reddit groups, Slack communities, face-to-face events, and double down on your referral program to diversify your channels—and your candidates.

3. Upskill Your Interviewers

Chew on this stat: 44% of job seekers agree that the interview experience is the most influential part of the hiring process. To set yourself up for success once your hiring slowdown concludes, invest time into improving your interview experience. And the best way to do this? Creating a top-notch interviewer training program.

Start by establishing a process where new interviewers shadow the seasoned interviewers. During the shadowing stage, new interviewers should gain an understanding of which role and skill-specific questions they should ask—and which questions they should avoid (some are actually illegal to ask candidates).

4. …And Upskill Yourself

Always remember to fill your own cup. In the usual day-to-day life of a recruiter, it’s hard to block off time for learning. Thankfully, hiring slowdowns offer extra time to spend on professional development. Seize it!

Now’s the time to dig up those online courses, certifications, or webinars that you’ve bookmarked. Consider building up the following relevant skills and attributes: 

  • Resilience
  • Navigating remote/flexible work (if applicable)
  • Relationship building
  • Systems thinking
  • Personal branding
  • Data analysis
  • Time management

There’s countless platforms out there that offer classes and certifications, but some of the popular ones for recruiters include LinkedIn Learning, The Recruitment Education Institute, Alison, and Recruiting Toolbox.

5. Action on Candidate Feedback

It’s crucial to collect feedback from candidates to understand what they really think about your hiring process and recruitment methods. However, it can be difficult to find time to take action on the feedback.

Hiring slowdowns offer the opportunity to thoughtfully review this feedback. Assess your interview process for ways to make adjustments based on the input that you received.

If you’ve never even collected feedback, now’s the time to do so. Despite the 68% of candidates that would like to provide feedback after an interview, 75% report rarely or never being asked for their opinions. Make a project out of setting up a candidate feedback collection system, and plan out the perfect questions to ask candidates once hiring returns to business as usual.

6. Strengthen DEIB

It’s incredibly worthwhile to invest in your commitment to DEIB. A hiring process that reflects DEIB principles not only attracts top talent, but also benefits your bottom line. However, according to our 2022 Hiring Insights Report, only 33% of companies plan on prioritizing DEIB in the year ahead. 

One of the most difficult aspects of creating a high-quality DEIB hiring policy is finding enough time to thoughtfully strategize. Luckily, a pause in hiring serves as a great opportunity to lay the groundwork for a more equitable hiring process. You can also assess your interview panels to see if there’s opportunities to increase the diversity among your interviewers.

7. Implement the Right Technology

Soon enough, you’ll return to hiring at your normal volume, and your company will once again focus on growth. Now is the time to implement the right recruitment software to remain competitive in the future.

While you might think that hiring more recruiters is the solution to increasing efficiency, that isn’t the case. As wages increase and the Great Resignation moves full steam ahead, human reliant-processes will become far too expensive and downright unscalable. 

Tech is the way forward—specifically, GoodTime Hire. Hire automates coordination to reduce time-to-hire, builds genuine connections between recruiters and candidates, and gathers actionable insights to continuously optimize the entire process.

And the results: companies hire up to 70% faster and impress more candidates than ever before. Ready to learn more? Right this way.

C-suite Execs and Directors in HR Disagree on Recruiting Realities

HR leaders discussing recruiting realities.

Imagine you’re putting together a jigsaw puzzle. You feel pretty confident in your abilities to build the perfect puzzle; after all, you have the finest puzzle pieces on the market. But once you get down to business, you find that the pieces don’t align. 

HR leadership is like a jigsaw puzzle. While your leaders may be amazing individual contributors, your company is headed for trouble if they’re not in sync on the most critical matters. Misalignment among HR leaders means bad news for your hiring goals.

Our 2022 Hiring Insights Report surveyed 560 HR leaders across seniority levels to understand their perceptions on the most pressing challenges facing their teams, and how to succeed in a candidate’s market. The data shows that C-suite executives and directors disagree on multiple grounds, from the status of the hiring landscape to the conditions of their own recruitment operations.

Different Outlooks on the Hiring Landscape

Interested in learning how HR leaders perceive the state of the hiring landscape? We got you covered— but don’t expect a straightforward answer. The perceptions of C-suite executives and directors greatly differ.

When asked how they would say that the hiring landscape has changed in the past 12 months, the majority of C-suite executives (45%) said that the hiring landscape has become less competitive due to an increase in available talent. Meanwhile, the majority of directors (50%) said that it has become more competitive due to an increased demand for talent.

This pattern held true when asked how they believe the hiring landscape will change in the coming 12 months, with most directors believing that the landscape will remain more competitive, and most C-level executives believing it will still be less competitive in the future. 

If you browse through recent headlines and analyst reports, you’ll see that they align with the opinions of directors—those who are more entrenched in the day-to-day recruiting. It seems like almost everyone’s in the know on the ruthlessness of the hiring landscape…except for CHROs. In short, employees who have a closer connection to daily recruitment operations have a different perception of business functioning.

Disconnect on the Status of Their Hiring Process

Directors’ closer proximity to the hiring process also impacts their understanding of their own process and operations. When asked how their acceptance rate has changed over the past few months, C-suite executives rated it more favorably than directors. 74% of CHROs said their acceptance rate has increased. In contrast, 49% of directors—25 percentage points lower—said the same.

Our survey also evaluated their general attitudes on their recruiting process. The majority of C-level executives (53%) rated their overall process as excellent, while the majority of directors (58%) rated their process as good.

C-suite executives remained more optimistic than directors when asked about the efficiency of their talent acquisition process. Sixty-seven percent of C-suite executives rated their process as very efficient, compared to 41% of directors. 

Don’t See Eye-to-Eye on DEIB

Diverse teams reign supreme. It’s a known fact that diverse employees boost revenue and innovation. However, the C-level executives and directors from our survey differ on their prioritization of DEIB.

When identifying which areas of their hiring process they looked to improve in the past 12 months, and which areas they plan on improving in the future, “making DE&I a measurable priority” was the second most popular answer both times for C-suite executives.

CHROs are highly focused on DEIB, while directors aren’t. DEIB was the least popular answer for directors, both for the past and for the future (24% and 29%). Instead, directors are reportedly hyper-focused on boosting efficiency.

Now, don’t be fooled: this doesn’t mean that directors believe that improving DEIB is a waste of time. Since directors typically have a closer relationship to the hiring process than C-level executives, they understand how much time and resources it takes to properly prioritize DEIB. Directors know that creating successful DEIB initiatives is a lot easier said than done.

Dive Into the Most Crucial HR Trends

Reaching alignment among the HR leaders at a company doesn’t just happen magically. It takes work—but it’s worth it. Trust us. Especially in today’s ever-evolving, intense hiring landscape, leaders need to become a unified force in order to conquer each challenge that comes their way.

But you haven’t even read the full story. Download our 2022 Hiring Insights Report to dig into all of the latest HR trends.

4 Companies Pioneering the Future of the Distance Economy

Remote employees on a call with in-person employees, working together in the Distance Economy.

In the Distance Economy, work transcends beyond physical offices and across time zones. “It doesn’t matter where you live” is now the new hiring mantra. More and more employers recognize that candidates want freedom, autonomy, and trust—all found in flexible and remote work arrangements. 

While our new world of work widens the talent pool, it also widens the employer pool. Companies must offer applicants the work models that they seek, or get lost in the competition. After all, if your organization doesn’t give candidates what they want, another organization will.

Here are four trail-blazing companies that have reimagined what the workplace can be.

Spotify’s Work From Anywhere Program

In Spotify’s opinion, work is something you do—not somewhere you go. The streaming powerhouse uses their Work From Anywhere Program to allow employees to work wherever suits them best.

How They Navigate the Distance Economy

  1. Allow employees to choose their “work modes” (mix of home and/or office).
  2. Set up multiple registered entities in different locations across the globe for employees who want to work in the office. 
  3. Focus on creating virtual experiences, rather than in-person events, to emphasize belonging across the company.

Why This Work Model?

On their HR blog, Spotify described how the flexibility within their work model benefits everyone. Flexible companies not only retain existing employees thanks to a better work-life balance, but they also attract large sums of candidates.

Spotify’s thinking in the right direction. Our latest data shows that 32% of HR teams expect to struggle with retaining talent in the next 12 months, and 28% believe that they’ll face difficulties in attracting qualified candidates. The way forward is clear, and it’s offering flexible work.

Zapier’s Long Remote Work History

Remote work is nothing new to Zapier. They’ve been remote-first ever since their inception in 2011. The software company’s employees are spread across over 18 different time zones and 38 countries.

How They Navigate the Distance Economy

  1. Establish a 100% distributed workforce.
  2. Create a global community founded on DEIB principles. Hold candid conversations on the experiences of employees and take active steps to boost diversity and inclusion.

Why This Work Model?

Zapier cited that on multiple grounds, remote work just makes sense. From a financial perspective, they don’t have to handle the significant expenses that come with maintaining a physical office. After all, flashy office perks are old news. 

Their model also increases the amount of time that each employee has at their disposal. Without the distractions that arise in a traditional office space, Zapier allows for more valuable focus time. (And not having to sit in traffic during a long commute is a pretty sweet deal.)

HubSpot’s Flexible Work Options

“Work isn’t a place” defines HubSpot’s flexible work philosophy. In 2021, they shifted to a hybrid remote-office model.

How They Navigate the Distance Economy

The company offers three work arrangements to choose from, called @office, @flex, and @home.

  1. @office: Work from one of their offices for three or more days per week. Employees receive a dedicated desk space in the office.
  2. @flex: Work from one of their offices for two or fewer days per week. Employees get a “hotel desk” rather than a dedicated space, but will receive support in setting up a WFH office space.
  3. @home: Employees do the majority of their work from home and within a HubSpot-approved area. The company assists in assembling their home office.

Why This Work Model?

Before the switch to their current work model, HubSpot considered themselves a “remote-ish” company. However, the feedback from an internal survey signaled that they needed to evolve. Back when HubSpot closed their offices due to the pandemic, two-thirds of their employees reportedly planned on working remotely more often once their offices re-opened.

Determined to elevate their commitment to DEIB, HubSpot also cited how remote work serves as a crucial component in diversifying their community of talent and future employees.

Pinterest’s Pinflex Initiative

Two principles guide Pinterest’s work model: flexibility and collaboration. Their Pinflex initiative champions an autonomous workplace with a healthy dose of in-person interaction.

How They Navigate the Distance Economy

  1. Encourage employees to work wherever feels best, whether this means working at home, in an office, or another virtual location.
  2. Allow U.S. employees to live anywhere in the U.S., and international employees to live anywhere within the country or region where Pinterest employs them.
  3. Create in-person experiences for all employees to attend throughout the year.

Why This Work Model?

While Pinterest recognizes that most work can be completed anywhere, they also see the need for in-person collaboration to drive innovation and connection. Pinflex kills two birds with one stone.

Occasionally bringing employees together in person is a smart move. Studies show that remote workers feel isolated at higher rates than those that work on-site. Like Pinterest, companies should include strategies to foster human-to-human experiences within their flexible work plans.

The New World of Work Means New Hiring Tools

Spotify, Zapier, HubSpot, and Pinterest embraced flexible work in varying ways. But the common thread that unites them? They all use GoodTime.

The Distance Economy flipped recruiting on its head, but GoodTime Hire helps talent teams win candidates throughout each challenge. Hire harnesses Candidate Relationship Intelligence to build connections with every single applicant.

But don’t just take our word for it. Hear from HubSpot, Pinterest, and more in our customer testimonials.

5 Takeaways: Smash Your Recruiting Goals with Candidate Relationships

At GoodTime, we’re always on high alert for the latest shifts in recruiting. We hypothesized that the companies that build genuine candidate relationships are the ones that come out on top—but we didn’t want to lean on a hunch. We needed data. This prompted us to conduct our 2022 Hiring Insights Report to survey 560 TA leaders and understand their biggest challenges, what they’re doing (or not doing) to improve their candidate relationships, and how those efforts impacted their goals.

Ahryun Moon, Co-founder and Head of Company Strategy at GoodTime, presented our survey’s findings and the latest HR trends in a jam-packed, data-driven SHRM webinar. Read on for the key takeaways from the webinar, and get ready to crush your recruiting goals with ease.

1. We’re in a Candidate’s Market

It’s a candidate’s market in a candidate’s world, and it’s about time that talent teams got used to it. Based on GoodTime internal data, we now know that the competition for the most talented candidates has skyrocketed since the pre-pandemic era. The average candidate interviews at four times the number of companies as they did before. To ramp up the competition even more, candidates typically receive multiple offers before making their next job move.

It’s clear that today’s candidates have a lot of options to choose from. So, what are the most crucial factors in their decision-making process?

Candidates now put a heavy emphasis on key intangibles. These include transparency, company mission, and DEIB. Candidates want to learn more about these elements through cultivating a connection with your interviewers and talent team.

All signs point to a need for talent teams to reimagine their hiring process and cater to what candidates really want. Yet still, we needed more data to back this up. That’s where our 2022 Hiring Insights Report comes in.

2. The (Hiring) Struggle Is Real 

The 2022 Hiring Insights Report unearthed several alarming realities for talent teams. Out of the companies that were surveyed, they attained an average of just 50% of their hiring goals in 2021. “Yikes” is an understatement.

Companies chose “retaining top talent” as the number one hiring challenge that they’ve experienced over the past 12 months. With the ever-increasing popularity of remote work, some might assume that in-office companies struggled with this challenge the most. However, that wasn’t the case. Remote companies were more than twice as likely to struggle than the overall average. 

The key takeaway? Yes, the Distance Economy widens the talent pool, but it also widens the employer pool. This gives more options for top candidates to choose from, making it hyper-critical to take the correct steps to retain, attract, and win talent.

3. Candidate Relationships Are the Solution

Hiring is tough all over. So, what needs to happen? When asked how they expect the hiring landscape to evolve in the next 12 months, “the ability to create meaningful relationships with candidates” claimed the number one spot. 

This is a good sign; talent leaders recognize the shifts in the market and in what candidates now search for. They understand that forming candidate relationships is the key to smashing their hiring goals, retaining top talent, and surpassing the competition.

This datapoint also signals that traditional hiring strategies just don’t work anymore. Talent teams can’t expect to win by pouring more and more candidates into the top of the funnel. Instead, they must craft an interview process that facilitates strong relationships with talent so that they don’t lose qualified candidates in the middle of the funnel.

4. Employ Candidate-focused Hiring Practices

The data is clear: it’s time to make candidate relationships the priority. It’s what every applicant wants. Success in hiring is now found in the implementation of candidate-focused practices. These practices can be split into four buckets: genuine connection, transparency, adaptability, and candidate well-being.

  • Genuine Connection: Candidates want to know if they align with a company’s mission, values, culture, and DEIB involvement. In order to understand an employer’s stance on those factors, candidates want to build a genuine connection with them.
  • Transparency: Today’s candidates also expect a transparent hiring process. They won’t stand for ghosting or beating around the bush. Candidates want open, honest, and frequent communication from companies and interviewers.
  • Adaptability: If your hiring process doesn’t adapt to the needs of your candidates, it’s time to change things. Candidates want to schedule interviews at times that best fit their schedule, as opposed to sitting through an all day in-person interview. 
  • Candidate Well-being: On the topic of well-being, candidates want to gain an understanding for where companies stand on mental health support and related benefits.

5. Use Tools and Techniques To Boost Candidate Relationships

Talent teams have an abundance of powerful methods to use when connecting with candidates. Three of the most crucial tools and techniques include collecting candidate feedback, showcasing a commitment to DEIB, and training interviewers.

  • Candidate Feedback: Gathering candidate feedback helps hiring teams understand how to adapt their interview process to fit the needs of candidates. In order to generate the most actionable feedback possible, teams should collect a simple “candidate pulse” after each interview. 
  • Commitment to DEIB: More than 70% of candidates reportedly want employers to showcase their dedication to DEIB. One of the most powerful ways to reinforce your commitment to DEIB is through your interview process. Take time to cultivate diverse interview panels.
  • Interviewer Training: The number of companies that overlook the importance of interviewer training is shocking. Training interviewers is not only important in generating better relationships with candidates, but it’s also crucial in hiring fast.

The Bottom Line

Investing in candidate relationships is the future of hiring. The companies that build a foundation of strong connections with applicants can expect higher levels of productivity, loyalty, and engagement. 

But this is only half the story. To get the full scoop on today’s hiring landscape, download our 2022 Hiring Insights Report.

DEIB in Hiring: Data Shows Talent Teams Fall Short

Talent team leader reading documents.

DEIB is a hot topic among HR professionals, and rightfully so. Conveying a commitment to DEIB in hiring not only attracts candidates, but also benefits your bottom line.

Companies that emphasize DEIB come out on top. However, our 2022 Hiring Insights Report shows that these companies are few and far in between. The report features responses from 560 HR, talent, and recruiting leaders across the U.S. on their most critical challenges. We found that despite the buzz surrounding DEIB in hiring, active commitments are scarce.

Few Companies Prioritize DEIB in Hiring

Take a scroll through LinkedIn and you’re bound to come across at least one post on the importance of DEIB. No matter the industry, people keep talking about how crucial it is for organizations to prioritize diversity, equity, inclusion, and belonging. 

…But is this all just talk? Or is there action behind these conversations? Unfortunately, the responses from our report aren’t too hopeful. When asked to identify what they improved in their hiring process over the past 12 months, making DEIB a measurable priority was the least selected option (31%). The next 12 months look just as bleak. Only 33% of companies plan on prioritizing DEIB in the year ahead—still the least selected option. Oof.

Failing to prioritize DEIB is simply bad for business. In fact, diverse teams produce 19% higher revenue. But finances aside, focusing on DEIB just makes sense. Today’s Distance Economy opens the talent pool to a wide range of diverse candidates. Those candidates don’t just want to see an emphasis on DEIB in the hiring process—they expect it.

Disconnect Between DEIB and Employee Well-being

Sorry to be the bearer of more bad news, but the data doesn’t lie. Our report shows a disconnect between employee well-being and DEIB—a crucial component that goes into creating that well-being. 

When asked what they communicate to candidates during the hiring process, the lowest percentage of companies (32%) selected a commitment to DEIB. But here’s the catch: the highest percentage of companies (59%) chose employee well-being. 

DEIB and employee well-being should go hand in hand, especially when it comes to recruiting diverse candidates. If a candidate is part of an underrepresented community, is a company really considering their well-being when their commitment to DEIB is last in line?

The smartest companies communicate DEIB to candidates. Need proof? The average time-to-hire among the 179 companies that communicate DEIB to candidates is two and a half weeks, shorter than average (three weeks). A lack of communication on DEIB leads to fewer applicants, rejected offers, and less diverse teams.

Remote Companies Pick up the Slack—Slightly

While our report pinpoints multiple areas where remote talent teams falter, committing to DEIB isn’t one of them.Thirty-eight percent of remote teams plan on making DEIB a priority in the next 12 months, making them more likely to emphasize DEIB than their in-person counterparts.

When considering the previous bleak data points on DEIB in hiring, this statistic seems like a sign for hope. In a way, it is. But let’s be real: companies could do better. Much more than 38% of remote workplaces should focus on DEIB. This percentage is a fine start, but if remote teams want to draw in diverse applicants, more teams need to kick DEIB initiatives into high gear.

All in all, with 63% of remote companies agreeing that the hiring landscape will become more competitive in the coming months, keeping DEIB top of mind is the best decision. A commitment to DEIB is high on the average candidate’s wish list. The companies who openly convey this commitment possess a major advantage in snagging the best talent.

The C-suite Must Step Up

Let’s make one thing clear: despite the needs for improvement, making a high-quality DEIB program is a lot easier said than done. Uplifting DEIB across an organization can be a big undertaking, especially for companies with limited resources and people to get the job done.

Yes, the data shows that most talent teams stumble in conveying DEIB to applicants, but this isn’t all their fault. DEIB must start at the top. Having a CEO who includes DEIB in their company roadmap is a major asset. In order for talent teams to fully breathe life into DEIB, the C-Suite needs to partner with them.

More Hiring Trends Coming Your Way

Keeping up with the latest happenings in the hiring landscape is the key to staying ahead of the game. Lucky for you, we have plenty of information on the most crucial hiring trends. 

Download our 2022 Hiring Insights Report to get the data that your team needs to succeed.

The Anatomy of Smart Meetings

Employees holding a smart meeting.

Think about the last time that you had a pointless meeting. How long ago was it? More likely than not, it might’ve been as recent as this week—or even today. Perhaps sitting in meaningless meetings is a weekly occurrence for you. If that’s the case, you’re not alone. Disorganized, aimless meetings define our modern-day meeting culture. But it doesn’t have to be this way. There’s a better, much more productive way to meet. Ever heard of “smart meetings”?

If not, you’ve come to the right place. Smart meetings unearth how powerful meetings can be. They’re masterfully structured to help attendees make more meaningful accomplishments, progress, and connections than ever before. All in all, they’re a saving grace in a flood of dumb meetings.

If you want to master the building blocks of smart meetings, get ready to take notes. Class is in session.

The Right Attendees

The importance of thoughtfully crafting your meeting invite list cannot be overstated. Bad meetings cost companies up to $37 billion a year due to employees losing time that they could spend on productive tasks. In other words, it’s imperative that your smart meetings include the right attendees so that no one’s time is wasted.

Including the best attendees allows for teams to reach their goals in record time and for meaningful connections to evolve. When planning an invite list, take time to consider the true stakeholders whose presence is absolutely essential, versus the team members who are on the fringe of the conversation and could spend their time on other high-value tasks. The last thing that you want is a meeting filled with people whose time could be better used elsewhere.

There’s also legit research behind the perfect number of meeting attendees. A professor at Stanford University found that the most productive meetings have between five and nine people. Including too many attendees increases the risk of “cognitive overload,” while including too few attendees decreases the diversity of perspectives.

The Right Time and Place

Smart meetings work for everyone’s calendar. They occur at the perfect time and place for all attendees. A meeting’s time and place plays an integral role in its success, yet meeting coordination isn’t always easy. When scheduling across multiple time zones, teams, and available work hours, setting up a meeting can feel like a massive headache. 

To spend less time coordinating meetings and more time focused on high-value tasks, enlist the help of tech. Leveraging a Meeting Optimization Engine to automate scheduling (and handle many other tasks) makes a world of a difference.

Coordinating meetings at the “right time” also means reaching the perfect balance between scheduling too many and not enough meetings. This involves identifying which discussions require scheduling time on your team’s calendar, and which can be handled asynchronously. Get into the habit of using tools such as Slack for quick back-and-forth communication, and Asana for short project status updates. Your meeting attendees will never again think, “Did this really need to be a meeting?”

Engineered With a Clear Goal

If your meetings aren’t backed by defined goals, you’re setting yourself up for failure. Smart meeting attendings convene for the purpose of working towards a common objective. Meetings that don’t accelerate teams towards their goals must be reengineered. 

Use a meeting agenda as your roadmap for attaining your goals. Instead of structuring your agenda as just bullets and bullets of discussion topics, create an agenda that includes specific questions instead. A meeting structured on topics opens the door to irrelevant conversations that only partly pertain to the most pressing issues. However, if you start your meetings with questions, attendees acutely understand what they need to resolve and accomplish.

Every attendee should leave your meetings with a crystal clear understanding of their next steps. For an added layer of clarity and accountability, record the discussed action items in your meeting notes or log them into a project management software.

Deliver Smart Meetings Every Time

Meetings aren’t the enemy, and the solution certainly isn’t to get rid of your meetings. You just need to make them smarter—and luckily, you don’t need to do it alone. GoodTime is here to help.

The GoodTime Meeting Optimization Engine automates scheduling, ensures the right people are in the room, and provides actionable insights to meet smarter. From interviews, to sales calls, to customer meetings, you’ll hit your goals faster than ever before.

Ready to say good-bye to dumb meetings? Right this way.

Candidate Relationship Intelligence? What’s That?

Interview panelists connecting with a candidate.

“Candidate Relationship Intelligence.” Maybe you’ve heard the buzz around this phrase on our social media or in previous blog posts, or perhaps this is your first introduction to it. Regardless, we’re glad you’re here. If there was ever a prime time to get acquainted with Candidate Relationship Intelligence, the time is now.

In case you haven’t noticed, the hiring landscape has faced some drastic changes in the past few years. Hiring is now tough all over. The only way to succeed is to evolve your hiring methods and tools. That’s where Candidate Relationship Intelligence comes in.

But we’re getting ahead of ourselves. Let’s first dive into why we need Candidate Relationship Intelligence now more than ever. 

The State of Hiring

Talent teams currently stand at the intersection of multiple macro trends. For one, we face an unprecedented talent shortage that coincides with the Great Resignation. As a way to mitigate this shortage, many companies now hire remotely. Yet in turn, hiring in the absence of physical contact makes creating a positive candidate experience even more challenging. 

On top of all this, the expectations of candidates have skyrocketed. For instance, candidates now highly covet a speedy hiring process. But even more than that, candidates expect companies to transparently showcase their stance on intangible elements, such as DEIB, flexibility, employee well-being, and social good. Candidates want to learn more about an employer’s stance on those elements through forming a genuine connection with them. 

If talent teams want to win in this all-time competitive hiring market, superficial hiring tactics must be laid to rest. In our 2022 Hiring Insights Report, 46% of HR and talent leaders agreed that creating meaningful relationships with candidates is now non-negotiable. In fact, out of all the companies surveyed, the ones that implemented four or more candidate-focused hiring practices outperformed others in hiring goal attainment.

It’s clear that the future of attracting, winning, and retaining top talent is meaningful interactions. In order to hit their hiring goals, teams must utilize new tools to boost efficiency and build authentic relationships with candidates.

The Way Forward: Candidate Relationship Intelligence

The solution to connecting with candidates and beating the talent competition is none other than Candidate Relationship Intelligence. Three core pillars compose this solution. These three pillars all feed into each other to keep the Candidate Relationship Intelligence machine moving.

Pillar 1: Automation

A long time-to-hire can sour your candidate relationships and cause disengaged applicants to consider alternate opportunities. More than half of applicants will move on if they haven’t heard from an employer within two weeks of applying. 

That’s why Candidate Relationship Intelligence brings automation to the recruitment process to remove any time lag on the recruiting team and candidate side. It automates everything that goes into coordinating an interview, from simple phone interviews, all the way to complex multi-stakeholder interviews.

Pillar 2: Relationship

Creating a genuine, long lasting bond with candidates starts with having the right interviewers in each interview. A negative interviewing experience can completely shatter a candidate’s impression of your company. In fact, 44% of job seekers say that their experience in the interview stage is the most influential part of the hiring process. This makes interviewer selection and training mission critical. 

A Candidate Relationship Intelligence solution helps to ensure that each interview includes interviewers with the right skill sets, well-trained interviewers, and diversity across the interview panelists. All of these factors combine to deliver a positive interviewing experience for candidates that further nurtures their relationship with an employer and the recruiting team.

Pillar 3: Insights

Your time-to-hire and relationships with candidates won’t improve if you don’t actively measure them. That’s what makes this third and final pillar so crucial.

Candidate Relationship Intelligence empowers recruiting teams with actionable insights—such as interviewer performance and recruiting team performance—to continuously optimize their relationships and the effectiveness of each interview. With an increased visibility on your hiring process, you’ll have an even deeper understanding of the actions you need to take to hit your hiring goals.

Ignite the Power of GoodTime Hire

GoodTime Hire is the only platform that delivers Candidate Relationship Intelligence with the full power of all three pillars. There’s a reason why over 300 companies, like Slack and Spotify, look to Hire to stay ahead of the talent competition—and get to “yes” up to 70% faster.

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GoodTime’s Ahryun Moon Talks the Evolution of the Hiring Landscape

A word of advice for the modern-day hiring team: get comfortable with change. Because if there’s one thing that we’ve learned in recent years, it’s that the hiring landscape can evolve in an instant. GoodTime’s Co-founder and Head of Company Strategy Ahryun Moon met with RecTech Podcast’s Chris Russell to discuss recent and upcoming shifts in the hiring industry, and how GoodTime helps teams adapt to the changing times.

If you’d like to hear the conversation in full, the podcast episode can be found here. Read on for a quick rundown.

“Everything has shifted so quickly and so fast over the last couple of years. Even the most tenured HR leaders with multiple decades of experience are still trying to figure things out.”

— Ahryun Moon, Co-founder and Head of Company Strategy at GoodTime

Tumultuous Recent Years in Hiring

A lot has changed in the hiring industry and job market—where do we even start? For one, companies felt the sting of the Great Resignation back in 2021, and the phenomenon is still going strong. A record-breaking 4.5 million people in the U.S. quit their jobs in March 2022.

Ahryun noted that based on GoodTime’s conversations with customers, the “big quit” isn’t limited to just the U.S. It’s happening across the globe. And that’s not the only worldwide hiring trend; the entire world is also facing a severe shortage of knowledge workers. In February 2022, there were 5 million more job openings than unemployed workers in the U.S. alone. This all culminates into a hyper-competitive job market.

On top of these changes, job seekers have drafted up new demands, heralding the next era of recruitment tactics.

“Now that we’re working remotely and in hybrid mode, all the past lure of office spaces, the physical spaces, those perks are not very relevant anymore,” Ahryun said. 

Instead of placing value on in-office benefits, candidates now vet employers on elements such as DEIB, work-life flexibility, vision, and mission. Above all, candidates want to connect with employers.

Upcoming Changes in the Hiring Landscape

An outpour of hiring freezes, slowdowns, and layoffs characterize the latest changes in the job market. Major tech companies like Uber and Twitter slowed their hiring, while startups like Klarna and Carvana laid off employees.

Ahryun’s take? The market is correcting itself. She noted that it doesn’t look like these recent events in the market will remain as permanent trends. From her view, it seems that the market will stabilize over time.

All things considered, the market’s recent volatility shouldn’t come as a surprise. In many ways, 2021 created an unsustainable environment.

“Last year was crazy, a whole slew of unicorns had been born,” Ahryun said. “Some companies are extremely solid companies that are worthy of becoming unicorns, and some probably not in terms of the metrics.”

In opposition to the downturn in Silicon Valley, there’s several forces at play that will keep other companies hiring. A severe lack of knowledge workers remains within an extremely competitive hiring market, Ahryun added. Companies will continue hiring—just not as recklessly. The smartest companies will implement the best TA tech to hit the ground running and prepare for future growth.

How GoodTime’s Adapted to the Shifts

Talent teams aren’t the only ones that must adapt to the ever-changing hiring landscape. In order to solve the most pressing issues facing companies, TA tech must also evolve with the times.

GoodTime Hire has changed quite a lot to respond to the latest customer needs, Ahryun said. Hire uses Candidate Relationship Intelligence, which includes two main focus areas: speed and relationships. The focus on speed comes from the increasingly fast-paced talent competition. 

“Nowadays, candidates get about four offers on the table within about 18 days of their job search, which is crazy,” Ahryun said. 

The fastest talent team is often the team that snags the best candidates. On the flip side, a slow hiring process heightens the risk of losing qualified candidates in the middle of the funnel. To satisfy the need for speed, Hire’s automation removes any time lag that occurs on both the recruiting team and candidate side.

Hire’s focus on relationships stems from the need to form meaningful connections with candidates to win top talent. As a way to cultivate these connections, Hire makes data-driven decisions to place the right interviewers into each and every interview. Better yet, one of the latest features, Candidate Pulse, gathers candidate sentiment throughout the interview process to help teams better understand the quality of their relationships.

Learn More About the Latest HR Trends

Keeping up with the constant flow of changes in the hiring landscape can feel overwhelming. Luckily, our 2022 Hiring Insights Report has you covered.

The report highlights the most critical hiring challenges facing modern talent teams. Spoiler alert: companies surveyed only hit 50% of their hiring goals in 2021 (oof). 

Dig into the insights by downloading the report today.

How To Evaluate Your Hiring Metrics Like a Pro

The key to optimizing your recruiting lies in identifying, measuring, and taking action on the best hiring metrics. If you want to get more out of your metrics, we’ve got you covered. GoodTime joined Checkr and iCIMS to identify the most high-value metrics, and how to best leverage and analyze your hiring data.

Want to watch the watch the webinar in full? Come right this way. For a recap of the conversation, read on.

Choosing the Best Metrics

Vanity metrics have a knack for sweeping up hiring teams. The numbers make your team feel good, and boy do they look attractive in a report. But looks can be deceiving; ultimately, those numbers reveal next to nothing about your business goals.

So, how do you select the metrics that matter? 

Monitor Metrics on Candidate Relationships

With the high expectations of today’s candidates, forming a genuine bond with applicants is more important than ever. Talent teams should keep an eye on metrics that reveal the quality of these bonds.

Jasper Sone, GoodTime’s Co-founder and Head of Product, said that one important metric that’s contingent on your candidate relationships is turnaround time. This measures the average time it takes for a candidate to respond and get confirmed for their next interview. 

Engaged candidates respond faster than disengaged ones. With candidates interviewing at four times as many companies now versus pre-COVID, meaningfully connecting with applicants is crucial to keeping your turnaround time low.

Divide by Primary and Supporting Metrics

Rhea Moss, Director of Data Insights and Customer Intelligence at iCIMS, prefers to choose hiring metrics by distinguishing between primary and supporting metrics. When a primary metric is healthy, the secondary metrics in connection to the primary are likely also healthy.

 For instance, time-to-fill is an important primary metric to measure. If your time-to-fill improves, you’re probably seeing notable supporting metrics like your OAR (offer acceptance rate) and dropout rate improve, too.

Let Hiring Metrics Reveal Themselves

Is starting your projects by selecting the key metrics the best strategy? Maybe not. Scott Jennings, Head of Industry Strategy and Market Development at Checkr, suggests a different method. He believes that teams should start with a business problem that they’re looking to solve, and then work backwards to identify the most suitable metrics.

“What you typically find when you’re delivering a project is that the metrics at the end of it that matter are different than what you thought going in,” Scott noted. “That’s going to be influenced by the different data sets that you bring in and the different philosophies that are brought in.”

Balancing Speed and Quality When Hiring

Candidates don’t want to wait around. A lengthy hiring process means losing talent. Yet at the same time, a rushed hiring process creates disinterested candidates. How should teams balance speed and quality to snag top talent?

Boost Interviewer Availability and Quality

Jasper recommends that organizations take two crucial steps to emphasize speed and quality. The first step involves providing a high level of interviewer availability. For the second step, talent teams should ensure that their interviewers convey an excellent image of their company.

To tackle the first step, organizations should have five alternative interviewers locked and loaded for every interview. “If you provide five alternatives, for any random time that a candidate wants to meet there is a 96% chance that someone on your team could meet with them,” Jasper noted.

The second step involves establishing a robust interviewer training program. This way, you’ll build an interviewing team that’s adept at deeply connecting with candidates.

Ideal Speed Varies by Employment Model

While the average hiring process in the U.S. lasts for about 23.8 days, this length varies across the different employment models. Same day hiring isn’t possible in most traditional hiring spaces, but it is in the contingent labor market.

For this reason, Scott noted that the ideal speed—and the perfect mix of speed and quality—that talent teams should shoot for depends on the team’s employment model. Teams should reflect on the standards and candidate expectations that are unique to their model, and then go from there.

Leveraging Industry and Geographic Benchmarks

Congratulations! You now have a stellar selection of metrics to monitor. Better yet, you’ve crafted a hiring process that emphasizes both speed and quality. But, one question remains: how should you utilize industry and geographic benchmarks when analyzing your own data?

Analyze Benchmarks for Shifts

“Geographic benchmarks are quickly falling to the wayside,” Rhea noted. While these benchmarks are incredibly pertinent to industries like healthcare and retail, it’s unwise for teams to leverage geographic benchmarks in the same way that they have in the past since people are relocating to new geographic locations faster than ever.

Her take? Instead of using industry and geographic benchmarks as gold standards, teams should evaluate benchmarks to understand general, directional shifts. Look for seismic changes in behavior based on industry or geographic data, and take that into consideration when identifying changes in your hiring metrics.

Share Your Own Benchmarks

It’s just as important for your organization to share your own benchmarking data as it is to analyze benchmarks that are already available. Jasper added that GoodTime enjoys sharing their benchmarking data to help other organizations set goals for themselves.

“By sharing data, not only does it give us an understanding of where we’re at, but it inspires teams to come up with creative ways to beat some of the geographic or industry standards,” he said.

Optimize Your Recruiting Process Today

When you take action on the most crucial hiring metrics, the sky’s the limit for your talent team’s success. If you want to beef up your knowledge on TA metrics a bit more, you’re in good hands.

Check out our 4 KPIs that Show TA Ops Success infographic to boost your recruiting process with more metrics that matter.

Remote Companies Stumble in the New Hiring Landscape

Recruiter at a remote company works on her laptop.

The rise of remote hiring stands as one of the most influential trends impacting today’s hiring landscape. What started as a way to adapt to the pandemic has evolved into a method to combat the talent shortage and deliver on the work flexibility that many candidates now desire. The problem? Most remote companies have stumbled rather than soared.

For our 2022 Hiring Insights Report, we surveyed 560 HR, talent, and recruiting leaders across both remote and in-person workplaces. We learned that compared to their in-office counterparts, remote TA teams fall flat on multiple grounds, from hiring efficiency to connecting with candidates.

And to top it all off, most remote TA leaders don’t even have full confidence in their own operations. When rating their overall recruiting process, 25% of remote leaders rated it as excellent—compared to 42% from in-office leaders.

Let’s dig into the data.

Candidate Relationships Take a Back Seat

Applicants expect to form a relationship with your company and your TA team that’s founded on trust and mutual respect. Our report’s data shows that fully-remote companies are least likely to create bonds with candidates—though if anyone should, it’s them.

Among fully-remote workplaces, just 25% will look to build relationships with candidates in the next 12 months. This is 11 percentage points lower than in-person workplaces.

Remote employees report higher rates of isolation, yet connection is at the top of most candidates’ wish lists. When hiring at a distance, it’s even more important to invest in these connections—and the data shows that these companies have a lot of work to do.

With the lack of emphasis on candidate relationships, it’s no wonder that 63% of remote workplaces reportedly struggled with retaining talent in the past 12 months. Talent retention begins once a future employee has their first conversation with a recruiter. The secret to turning candidates into long-term hires lies in creating authentic connections with new hires from the start.

Remote TA Teams Struggle With Efficiency

The efficiency of remote companies’ TA processes leaves much to be desired. But at least the majority of them aren’t blind to this; just 38% of remote workplaces rated their TA process as very efficient, compared to 56% of in-person companies.

In today’s intensely competitive job market, hiring fast is essential. The best candidates disappear from the market in just 10 days. Yet here’s the kicker: a shocking 100% of fully-remote companies said that their rate of time-to-hire increased in the past 12 months. In comparison, 65% of in-person companies said the same.

Even worse, remote talent teams said it takes them an average of five weeks to hire a new employee—contrasted against three weeks for in-person teams. With a hiring process that lengthy, remote employers shouldn’t be surprised when their star candidates lose interest and look elsewhere.

Remote companies reportedly spend 41.6% of their time scheduling interviews, three percentage points higher than in-person companies. Yet while remote companies spend a bit more of their time on interview scheduling, they’re way behind in-person companies when it comes to the number of interviews that they schedule. On average, remote workplaces schedule 50 interviews per month, versus 125 for in-person.

So what’s the hold up? It’s possible that remote teams haven’t equipped themselves with the proper TA tech to get to where they need to be in scheduling volume. But if anything’s certain, it’s that if remote TA teams don’t get to the root of their efficiency issues, they’ll only continue to struggle.

DEIB Efforts Show Grounds for Hope

Want some positive news for a change? On the bright side of things, fully-remote companies are most likely to emphasize DEIB in the near future. Thirty-eight percent of remote workplaces surveyed will make DEIB a priority in the next 12 months, two percentage points higher than in-person workplaces.

This is a good move, especially considering how 25% of remote teams reportedly expect to struggle with a lack of qualified candidates. A broader talent pool comes with more diverse candidates, and an increased need to improve—and communicate a commitment to—diversity.

While the stats on DEIB and remote companies are promising, all companies surveyed could—and should—make greater strides in championing DEIB. Diverse teams that feel welcome and supported boost revenue and innovation. Smart companies make DEIB a top priority.

Read the Latest HR Trends

Remote companies, you have your work cut out for you. While some assume that remote workplaces have it easy thanks to a wider talent pool, they forget that the Distance Economy also widens the employer pool. This makes it even more critical for remote TA teams to take meaningful, calculated steps to attract, win, and retain candidates.

From connecting with candidates without physical interaction, to conveying intangible company values through a Zoom window, it’s not too unexpected for newly remote workplaces to trip up. Hiring remotely comes with a learning curve. Yet despite the challenges ahead of them, remote TA teams must act fast to avoid getting swallowed up by the talent competition.

Want to sink your teeth into more HR trends? Download our 2022 Hiring Insights Report today.