10 Essential Ways to Use Inclusive Language When Recruiting

Do you use inclusive language when recruiting? Or is your unconscious bias roaming free? For some recruiting teams, ensuring that all language is inclusive isn’t top of mind. But it should be.

Research consistently proves that a job description’s exclusionary language can prevent subsections of candidates—specifically underrepresented groups (URGs)—from applying.

It’s crucial to use inclusive language at all touchpoints in the recruitment process, from job descriptions to interview conversations. Inclusivity helps level the playing field for underrepresented applicants, effectively making them feel welcome.

If you’re not sure where to start, we’re here to help. Here are 10 important ways to use inclusive language in your recruiting efforts.

1. Steer Clear of Gendered Language

Do your job descriptions include words like “rockstar” or “ninja”? That’s a red flag. Gender-biased words like these skew masculine and can reduce the number of women that apply to a role.

If that sounds far-fetched, then check out this investigation. HR specialists learned that the reason that their company received less than 2% female candidates for their developer jobs was because of the word “hacker” in the job titles.

When in doubt, opt for clear, gender-neutral language. If you’re looking for an account executive, just plainly say that.

2. Swap Out “Culture Fit” for “Culture Add”

If job descriptions or recruiting materials say that you’re looking for someone who will be a good “culture fit,” consider swapping that phrase out for “culture add.” In some cases, hiring for culture fit turns into hiring for homogeneity, as recruiters seek out candidates similar to them or similar to what already exists in the company.

In this sense, culture fit creates a workforce that recruits people who think and look the same. On the flip side, saying that you’re looking for a culture add conveys that you want a new hire who could enrich the company culture with their diverse experiences and ideas.

3. Highlight the Salary Range

Data on the uncontrolled gender pay gap shows that American Indian and Native Alaskan women, along with Hispanic women, have the widest pay gaps. When analyzing the controlled gender pay gap, Black women have the widest pay gap.

Fostering salary transparency wields a real impact on the gender pay gap. Women who feel that they are paid transparently reportedly do as well or better than men for every $1 they earn. 

Setting the precedent that the salary range will always be included in your organization’s job descriptions lays the groundwork for an inclusive, pay-transparent organization.

4. Spotlight Your Commitment to DE&I

If your company diligently champions DE&I, allude to this in the job description. Most organizations reference this in an “equal opportunity employer” blurb, yet going the extra mile to elaborate on your commitment and convey it in your own words is worthwhile.

Once applicants make it to the interviewing stage, ensure that you’re prepared to expand on exactly how your company uplifts DE&I. Eighty-six percent of candidates globally say that DE&I in the workplace is important to them. More likely than not, they want to hear how you’re reaching your DE&I goals!

5. Underscore Inclusive Benefits

For certain applicants, benefits like childcare subsidies, paid family leave, and paid parental leave aren’t just perks—they’re must-haves. Be sure to emphasize these types of inclusive benefits in the job description. 

Yes, not every employee will utilize them. But for applicants with families and those who are starting families, having these benefits will make all the difference.

6. Don’t Assume. Ask for Pronouns.

Unless stated in their cover letter, resume, or any other materials that they’ve submitted in their application, don’t assume a candidate’s pronouns. Misgendering a candidate is harmful and undoubtedly starts the candidate relationship on the wrong foot. 

When interviewing a candidate, ask for their pronouns early on in the conversation. Ensure that this is noted as a best practice in your organization’s interviewer training.

7. Narrow Down the “Must-haves”

When a hiring manager comes to your recruiting team with a laundry list of “must-haves,” set realistic expectations with them. An excessive list of requirements deters certain applicants from applying.

A study shows that while women commonly only apply for jobs where they meet 100% of the requirements, men typically apply if they meet just 60% of them. If a requirement isn’t directly conducive to success in a role, it’s not crucial to include it in the job description.

8. Remove Any and All Racially Biased Language

It shouldn’t have to be said, yet it needs to be said: the vast majority of job descriptions have no reason to include racially or culturally explicit phrases. The only exception is if it’s directly connected to the position in some way.

There’s cases where common phrases can inadvertently exclude applicants of a specific racial or cultural background. For instance, when job posts say they’re looking for a “native English speaker,” this excludes speakers who are fully fluent in English, yet aren’t native speakers.

9. Eliminate the Corporate Jargon

If an applicant isn’t familiar with a certain acronym, it doesn’t mean that they aren’t skilled in their field. Their previous companies might’ve not used the term, or used a different term in its place. 

Using too much corporate jargon in a job description can deter promising candidates from applying—especially candidates from different regions of the globe, or candidates whose first language isn’t English. Plain language is better.

10. Watch Out for Ageism

Have your recruiting materials ever said that you’re looking for a “digital native”? This phrase identifies people who were brought up during the information age. Phrases like that deter older workers, as they imply that younger applicants are preferred. 

A company with a wide variety of age groups benefits from diverse perspectives. Examine your job descriptions and careers page for any words that favor specific ages. 

Keep DE&I at the Center of Your Recruiting Process

The importance of inclusivity in the recruiting process cannot be overstated. Using inclusive language when recruiting is essential to leaving applicants with a sense of belonging, yet there’s so many more ways to commit to DE&I.

With GoodTime, you can start the interview process on the right foot by creating diverse and inclusive interview panels.

GoodTime’s self-identification tagging system allows you to group interviewers based on characteristics, such as “nerdette” for female engineers, to create panels that are truly representative of the diverse and wide-ranging perspectives at your company.


Learn more about how GoodTime can help supercharge DE&I in your hiring process today.

Reverse Recruiting: Everything You Need to Know

Recruiter talking to a candidate that she found through reverse recruiting.

The world keeps on turning and the recruiting landscape keeps on changing. With new approaches to talent acquisition popping up all the time, it can be difficult to keep pace with the latest trends. Here’s one new approach you should add to your vocabulary: ever heard of reverse recruiting?

What Is Reverse Recruiting?

Reverse recruiting flips the traditional roles of candidates and recruiters. Instead of candidates applying to companies, companies apply to candidates. 

In order for reverse recruiting to work, companies need to provide candidates with more detailed information in their first encounter than they normally would. This information includes compensation and benefits attached to the role.

After candidates sift through their potential job opportunities, they decide which recruiters they’d like to meet for an interview.

Why Should You Care About Reverse Recruiting?

Reverse recruiting’s advantages are far and wide. If you’re not convinced that reverse recruiting matters, check out its benefits below.

Adapt to the Evolving Hiring Landscape

It’s still a candidate’s market; there are two jobs for every available worker. More likely than not, these candidates have a variety of job opportunities to choose from. To adapt to today’s market, talent teams must evolve their hiring methods. 

Posting job openings on LinkedIn may be a popular approach to finding talent, but with candidates being inundated by opportunities on job boards, it’s not always the best way to stand out. 

By applying to candidates, companies differentiate themselves from other organizations through making their interest in a candidate incredibly apparent.

Better Chance of Winning Coveted Talent

Reverse recruiting proves to be especially useful when recruiting for in-demand roles, such as software engineers. The U.S. Bureau of Labor Statistics estimates a 25% growth in software development jobs from 2021 to 2023.

Directly conveying to a candidate that you’re interested in them effectively captures their attention and increases your chances of filling the in-demand role.

Increase Your Candidate Pool Diversity

If one of your recruitment team’s goals is to boost the diversity among candidates, reverse recruiting is a proactive way to do it. Revere recruiting puts all of the power in your hands to seek out and uplift diverse, underrepresented talent.

Identify Talent With a Perfect Skill Set Match

If you have trouble finding applicants who match the hiring manager’s wish list of skills, reverse recruiting can solve this problem. Applying to talent allows companies to connect with just the candidates who possess the desired skills.

This also eliminates the amount of time spent sifting through applications upon applications that just don’t contain what the hiring manager is looking for.

How To Prepare for Reverse Recruiting

We’ve covered the basics of what reverse recruiting is…but how should recruiters put reverse recruiting into action? Before reaching out to candidates, follow the steps below to guarantee the highest success rate.

Carve Out Your Candidate Profile

The first step of reverse recruiting involves considering your ideal candidate profile. What experience is required? Is a specific skill set or mindset most important for this position? 

This step shouldn’t feel unfamiliar; it’s a pivotal action item for practically all types of recruiting. However, your candidate profile is especially important when reverse recruiting. You’ll leverage it when explaining to a candidate how they would be a great fit for a specific role. 

Establish the “Why”

“What’s in it for me?” That’s one of the first questions a candidate asks themself when approached by a recruiter. It’s important to get clear on the “why” behind your reverse recruiting efforts. Why would a candidate want to work for your company? Why would they enjoy the role? 

Identify the compensation, benefits, and perks of working for your organization so that you can effectively relay them to your candidate.

Refine Your Employer Brand

Your company’s reputation as an employer can be discovered in just a few clicks. Tidying up your employer brand before you reach out to candidates is a must. 

In fact, organizations that invest in their employer brand are three times more likely to hire quality candidates.

There’s countless ways to improve your employer brand. From boosting your careers page (and ensuring that you actually follow through on the page’s promises), to nailing down your employee value proposition, to committing to DE&I, the choice is yours.

Supercharge Your Recruiting Methods Today

Whether or not reverse recruiting is ideal for your talent team to employ, there’s one opportunity that your team simply shouldn’t pass up on: leveling up your recruitment tech stack.

The GoodTime Hire solution automates coordination, builds genuine connections with talent, and gathers actionable data to optimize the entire process.


If you want to take your recruitment process to the next level, learn more about Hire today.

5 Things Candidates Wish They Could Tell Your Recruiting Team

Candidate shaking hands with a member of a recruiting team.

Do you ever wonder what’s going on inside a candidate’s head? You should. In today’s hiring landscape, it’s crucial for your recruiting team to put themselves in your candidates’ shoes. 

We’re still in the thick of a candidate’s market; there are two jobs for every available worker. With candidate’s having the upper hand, the smartest talent teams try to channel a candidate’s perspective when evaluating their hiring process. 

Your candidates might start each interview with a beaming smile, but behind that smile, candidates are carefully examining your hiring methods, forming their own brutally honest thoughts on your team and organization.

Here are five things candidates wish they could say to your recruiting team.

1. “My time is precious. Please respect it.”

Don’t expect candidates to move their schedules around to accommodate your interviewers’ calendars. It’s a candidate’s market, remember? Candidates want to schedule interviews at times that best fit their calendar. Ask for their availability upfront.

And don’t even get us started on scheduling all-day interviews. The expectation in the past might’ve been that candidates should block out their full day to speak with your company’s employees, but the past is the past. Now, candidates would much rather interview in chunks across several days. 

Above all, remember: your candidates are most definitely interviewing for roles at other companies. They’re more likely to remember and appreciate your interview process if you schedule their interviews with flexibility and understanding.

2. “Salary and benefits: be honest upfront.”

Transparency is top of mind for candidates. The Pay Transparency Pulse Report shows that 79% of employees want some form of pay transparency, and 32% want full transparency. To add to that, 68% of respondents said they would switch employers for greater pay transparency, even if compensation was the same. 

It’s common for companies to try to get leverage by waiting until the last moment to disclose the position’s true salary and benefits. This is a practice that recruiting teams need to leave behind.

Displaying transparency not only makes a workplace more appealing to candidates, but is also holistically practical from a recruitment perspective. Waiting until the last minute to learn that a candidate’s expectations don’t match up with a role wastes everyone’s time. Smart hiring teams are transparent from the get-go.

3. “What do you really mean by ‘work-life balance’?”

“A great work-life balance” is a phrase that companies love to throw into the “perks” section of job posts. But what do they really mean when they say work-life balance? That’s a question that an increasing number of candidates have for hiring teams.

Does offering a great work-life balance mean that a company allows employees to set their own hours? Does it mean that the position is remote or hybrid? Job seekers care about the specifics. Candidates ranked work-life balance as more important than compensation, culture, and benefits. 

Interviewers should clearly describe how their company provides employees with the flexibility that creates a healthy work-life balance. In doing so, interviewers will open the door for a greater diversity of candidates, such as working parents, who cannot compromise on a lack of a work-life balance.

4. “Your company celebrates DE&I? These interviews don’t show it.”

Candidates from underrepresented groups want to be interviewed by a diverse array of interviewers with whom they share similar traits. Seeing employees that are similar to them makes candidates feel represented by their potential employer. Candidates will notice if a panel lacks diversity—trust us.

Besides creating diverse interview panels, another way that your recruiting team can uplift DE&I is by having all interviewers undergo bias training. Everyone relies on unconscious bias from time to time. But with the proper interviewer training, it’s entirely possible to reduce bias and create an objective interview process.

All in all, conveying a commitment to DE&I in hiring not only attracts candidates, but also benefits your bottom line. Diverse teams produce 19% higher revenue. Focusing on DE&I just makes sense.

5. “I’m not just a job candidate—I’m human, too.”

Candidates don’t want to be viewed as just a number. They want to be seen for who they really are: a human above all else. Within this, candidates want to feel a genuine, personal connection to your recruiting team. 

Take time to nurture your relationships with candidates. Here’s an insight to jump off of: 62% of employees say that well-being support is their top priority in the job hunt. Offering yourself as a resource if candidates have any concerns is a great way to show that you care about their well-being, and improve your relationship with them.

Make the connection between you and your candidates as mutual as possible. Find out what candidates want in a role—not just what they can offer your organization. After all, you want new hires to feel engaged in their jobs. 

Supercharge Your Recruitment Process Today

Now that you’ve gotten a glimpse into what candidates wish they could say to you, it’s time to put these insights into action and level up your recruitment process. 

If you want to stand out among other companies, you need recruitment tech that truly prioritizes candidates. Look no further than GoodTime Hire.

GoodTime Hire harnesses Candidate Relationship Intelligence to automate coordination, build relationships during interviews, and provide actionable insights to continuously improve your hiring process.


If you want to take your recruitment process to the next level, learn more about Hire today.

Hiring More Recruiting Coordinators? Buy Recruitment Tech Instead.

Recruiting coordinator using recruitment tech.

Picture this: you’re struggling to secure quality candidates for your team’s open reqs, and getting candidates to a “yes” takes too long. You’re contemplating hiring more recruiting coordinators to optimize your talent acquisition process—’cus that’s the logical fix, right? Not so fast. Consider investing in recruitment tech instead.

You can hire all the recruiting coordinators that you want, but if you’re bogged down by inefficient operations and processes, your problems are sure to persist.

Instead of funneling more employees into a broken system, get to the root of the problem and patch up the holes in your hiring process. Establishing the right recruitment tech is the solution.

Why Recruitment Tech Is a Worthwhile Investment

1. Modern-day Hiring Requires Automation

Think you can succeed in hiring without the help of automation? Think again. Automation is an absolute necessity in the fast-paced hiring landscape. The competition for quality candidates isn’t going anywhere. That means that companies must act quickly to secure the best talent. 

But repetitive tasks like interview scheduling can lengthen a hiring process—and cause teams to miss out on candidates. That’s why using tech to automate interview scheduling is the way to go.

Automation accelerates the time it takes to schedule, choose interviewers, and communicate with candidates. Combine all of these advantages, and you have a decreasing time-to-hire. 

2. Enhance Recruiting Coordinators’ Candidate Relationships 

We’re still in the middle of a candidate’s market. There are two jobs for every available worker—a number that’s in the range of historic highs. Since candidates have the upper hand, talent teams must deliver a hiring experience that exceeds expectations. 

One of the best ways to stand out from other companies is by prioritizing candidate relationships. If a candidate doesn’t feel a bond with your team and your brand, it’ll be difficult to get an offer acceptance. That’s where recruitment tech comes in. 

Tech unlocks a multitude of ways to create personal candidate relationships. From identifying the most convenient interview time for a candidate’s schedule, to adding personalization to automated messages, a tech platform’s functionalities can do wonders in enhancing your bonds.

3. Data-driven Hiring Processes Succeed

The best talent acquisition teams keep tabs on their hiring data. Without a sense of your past and present metrics, it’s difficult to effectively optimize your process and spot issues.

Data-driven recruiting is viewed as an approach to recruiting, but here’s the truth: all recruiting should be data-driven. Luckily, many talent acquisition teams already know this. Our 2022 Hiring Insights Report shows that 35% of TA professionals reference their hiring data on a weekly basis, and 32% reference their data monthly.

How are they accessing this stream of data? More likely than not, they’re leveraging their tech stack. Robust HR tech can help you keep tabs on the number of RC schedules, interviewer declines, and the time that it takes to interview for a role.

4. Free Up Bandwidth for Recruiting Coordinators

No matter the industry or company size, recruiting coordinators know the pain of manual interview scheduling. When you have your head stuck in calendars, it’s difficult to make time for high-value projects that will make real improvements to your process.

That’s the beauty of recruitment tech. It takes care of the tedious tasks—like finding calendar availability and selecting interviewers—so that RC’s can focus on what really matters. With this newfound bandwidth, recruiting coordinators can connect with candidates, dive into their data, and give DEIB initiatives a facelift. 

And No, Tech Can’t Replace Recruiting Coordinators

Don’t worry, we’re not advocating for robots to replace recruiting coordinators (that’d be a bit jarring to say the least). There are many elements that recruiting coordinators can deliver that technology can’t—like empathy and trust, which are both so important to candidates. 

Talent teams need a marriage between technology and recruiting coordinators so that they can reap the benefits of both. Without skilled RC’s, a hiring process feels robotic and impersonal. Yet without technology, tasks become tedious and a hiring process becomes inefficient.

The way forward is clear: leverage technology and equip your recruiting coordinators with the knowledge that they need to use it to its full potential. Then, watch the quality of your hiring process soar.

Amp Up Your Recruitment Tech Stack Today

Continuously increasing your talent team’s headcount isn’t a sustainable way to fix your problems. The right tech stack can enhance your process and enable a talent team of five to operate like a team of 50. So, you’re probably wondering: “Which recruitment tech is right for me?”

For starters, you need an ATS in your arsenal. The ATS that you choose depends on the needs and size of your talent team and company. If you find it difficult to decide on one, we recommend the following: Greenhouse, iCIMS, Jobvite, SmartRecruiters, Workday, and Lever. 

But while an ATS is essential, an ATS just can’t deliver on all of the features that you need for success. GoodTime Hire fills those gaps.

Hire automates coordination, improves your relationships with candidates, and provides actionable insights to continuously optimize the entire hiring process.


Schedule a demo to learn more about how Hire can transform your talent acquisition process.

5 Ways Talent Acquisition Teams in Tech Can Do More With Less

Talent acquisition team in tech high-fiving.

Have you been asked to “do more with less” recently? If you’re a talent acquisition professional in tech, it’s incredibly likely. 

Amid these tumultuous times in the tech industry and the greater economic landscape, a myriad of tech talent teams must maximize what they have. Whether this means grappling with cutbacks in budget or team resources, the pressure is on.

But with many tech companies continuing hiring in some capacity, TA teams must still deliver the high-caliber hiring experience that candidates expect…just now with less budget and/or resources.

This isn’t an impossible feat. Talent teams just need to reevaluate their current hiring operations and strategies. (And we’re here to help.)

Here’s five ways talent acquisition teams in tech can effectively do more with less.

1. Amp up Your Internal Mobility Strategy

When asked to optimize what they have, the opportunity that too many teams overlook is considering their current employees. That’s right; we’re talking about boosting your internal mobility strategy. 

There’s a multitude of reasons you should consider current employees for new roles. For one, companies that prioritize internal hiring have a 41% longer employee tenure than those that don’t. 

Not to mention that it’s faster and cheaper to hire from within. In times of “doing more with less,” this advantage grows even more important. 

If you’re wondering exactly how to enhance your internal mobility strategy, we’ve created a handy internal mobility guide to get you started. (Hint: it starts by getting leadership on the same page, emphasizing good ole L&D, and providing managers with the support that they need.)

2. Emphasize Continuous Candidate Engagement

Typically, a candidate’s journey ends when you reject them or extend an offer. Following this talent acquisition model requires you to start from scratch every time you must fill a role. That wastes a lot of bandwidth and resources—which many talent acquisition teams in tech can’t afford to lose.

Practicing continuous candidate engagement means engaging and re-engaging candidates before, during, and after the hiring process. This creates a high-quality pool of engaged, pre-vetted candidates to consider for opportunities. 

With a loyal community of talent to pull from, you’ll be able to conserve time and money that would’ve been spent on sourcing new talent.

3. Make Hiring Analytics Your Best Friend

Do you find yourself wasting resources running in circles, trying yet failing to understand why there’s bottlenecks scattered throughout your hiring process? If so, let your hiring data guide you towards clarity.

By analyzing your hiring metrics, you can pinpoint problems and identify the appropriate solutions—and avoid investing money into a solution that you’re not even sure will be the real fix. 

If you need help getting started, our Co-founder and Head of Product recently sat down with some of our partners to discuss how to masterfully evaluate your hiring metrics.

All in all, data is truly the gift that keeps on giving. Keep a firm pulse on your analytics dashboard, and you’ll have all the answers that you need already at your fingertips.

 4. Don’t Forget About Employee Referrals

When you need to maximize your budget and resources, gathering employee referrals just makes sense. Similar to the benefits of internal hiring, employee referrals can reduce time-to-hire and costs.

Out of employers surveyed, 82% rated employee referrals above all other sources for generating the best ROI. As an added bonus, 88% of employers said that referrals generated the highest quality new hires.  

Needless to say, if you don’t have a formal employee referral program, it’s time to spin one up. An employee referral program turns every single employee at your company into a mini recruiter. What better way to make the most of what you currently have?

5. Establish the Right HR Technology

A robust HR tech stack ensures that there’s no need to hire extra recruiters. With the right technology in place, your team of five will operate like a team of 50. 

HR technology not only allows you to maximize your resources during this current industry-wide hiring downturn, but also allows you to scale later when the industry inevitably revs up again.

For starters, operating without an ATS is a major no-no. The ATS that you implement depends on the needs and size of your talent team and company. Can’t decide which one is right for you? We recommend the following: Greenhouse, iCIMS, Jobvite, SmartRecruiters, Workday, and Lever. 

While an ATS is undoubtedly an essential, there’s some features that an ATS just can’t deliver. GoodTime Hire fills those gaps.

Hire offers a custom branded, seamless, fully automated interviewing experience that’s driven by those that matter most: the candidates. It automates coordination, builds genuine connections with talent, and gathers actionable data to optimize the entire process.


Schedule a demo to learn more about how Hire can transform your talent acquisition process.

60% Of Companies Say Their Time-to-Hire Increased. Here’s Why.

Talent team discussing their time-to-hire.

Seeing time-to-hire decrease warms the heart of every talent acquisition professional out there. Sadly, our data shows that few TA teams experienced this joy in the past year.

Our 2022 Hiring Insights Report surveyed 560 HR and talent decision makers to understand the most pressing challenges facing their teams, and what should be done to reel in top candidates.

Out of the companies surveyed, 60% said their time-to-hire increased in 2021. If alarms aren’t going off inside your head, they should be.

Even within less competitive hiring markets, time-to-hire is a critical KPI. The competition for the best candidates will stay consistent, no matter the current hiring volume. This makes maintaining hiring efficiency crucial.

So, why have talent teams seen their time-to-hire skyrocket? Let’s dive into the data and examine how teams can attain success.

Burdened by Interview Scheduling

HR teams from our report spend more than one-third (37.3%) of their total work hours scheduling interviews. It’s no wonder that companies saw their time-to-hire rise; a time-consuming scheduling process deals a major blow to hiring efficiency. 

This statistic was consistent regardless of company size. The smallest companies (50-100 employees) spent 33.5% of their time scheduling interviews, and the largest companies (1,001-5,000 employees) spent 35.1% of their time doing so.

How To Fix This

Recruiting coordinators in companies of all shapes and sizes know the pain of manual interview scheduling. When you have your head stuck in calendars, you can expect an influx of hiring delays and bottlenecks.

Automating your interview scheduling logistics is the way forward. You’ll fill roles at the speed of light and no longer lose precious time to juggling schedules and drafting emails.

Mismanaged Connections With Candidates

Even though 46% of respondents agreed that creating relationships with candidates has become more important than ever, just 36% looked to build better relationships in the past year.

When you neglect your relationships with candidates, the holistic quality of your hiring process goes downhill—and that includes your time-to-hire. 

If a candidate doesn’t feel a notable bond with your talent team, it’ll be much harder to get them to a “yes” in a timely manner when you extend an offer. You can say bye-bye to any chance of shortening your time-to-hire.

How To Fix This

Healthy candidate relationships consist of four key pillars. Check off these pillars, and you have yourself some quality connections.

  1. Genuine Connection: Candidates want to know if they align with a company’s mission, culture, and DEIB beliefs. To understand an employer’s stance on those elements, candidates want to build a genuine connection with them.
  2. Transparency: Candidates want a transparent hiring process. They won’t tolerate ghosting, that’s for sure. Candidates want open and frequent communication from employers.
  3. Adaptability: Your hiring process must adapt to the needs of your candidates. They want to schedule interviews at times that best fit their schedule, as opposed to sitting through an inconvenient all-day interview. 
  4. Candidate Well-being: On the topic of well-being, candidates want to gain an understanding for where companies stand on mental health support and any other related benefits.

Inefficient Recruitment Data Collection

The best talent acquisition teams are fiercely data-driven. Digging into your hiring process’s data allows you to identify potential blockages that are lengthening your time-to-hire. 

However, problems arise when you don’t have a firm pulse on your analytics. If you go too long without examining your data, you can’t stop bottlenecks before they arise.

The good news is that most of the teams from our report check their analytics frequently. Thirty-five percent utilize their hiring data on a weekly basis. But this wasn’t the case for all  respondents. Seventeen percent use their data quarterly and 7% consult their data yearly. 

How To Fix This

The 35% of companies that leverage their recruitment data every week are on the right track. There’s always something to learn from your metrics. The more often you reference them, the more optimized your hiring process will be. 

If you’re stuck on how exactly to evaluate your hiring data to boost critical KPIs like time-to-hire, we’ve put together a handy guide for you.

Interested in More HR Trends?

History doesn’t have to repeat itself. Talent teams might’ve struggled with their time-to-hire in the past year, but there’s several surefire ways for them to decrease it in the months to come.

Automating interview scheduling, improving candidate relationships, and zeroing in on hiring analytics is the way forward. 


Download our 2022 Hiring Insights Report today to learn more about the state of hiring, and what must be done to win over candidates.

13 HR Thought Leaders You Need To Follow on LinkedIn

An HR thought leader looking out a window.

Let’s give our HR thought leaders a round of applause. Amid the ever-evolving nature of the HR industry, they arm us with the knowledge that’s needed to stay ahead of the curve.

From recruitment tactics, to company culture, to DE&I, these 13 HR thought leaders provide invaluable insights into the landscape. Check them out; they’re definitely worth a LinkedIn follow. 

1. Jason Averbook

As a trail-blazing analyst, thought leader, and consultant, Jason Averbook has made a name for himself in the world of human resources. This seasoned leader has more than 25 years of experience in the HR and technology industries. His ultimate goal: help organizations unlock the full value of their workforce.

As the CEO and Co-founder of Leapgen—a digital transformation company—Jason has assisted countless organizations in creating a digital workforce experience with significant business outcomes.

2. Mawulom Nenonene 

Mawulom Nenonene’s expertise comes from his background as a recruiter, startup advisor, and belonging advocate. He’s a talent professional with experience in building inclusive, diverse teams and effective hiring processes.

Mawulom is an advisor for Point, Virtuosity Partners, and Build to Last. In the past, he’s lent his thought leadership to us at GoodTime in a webinar about creating a winning hiring strategy founded on diversity (it’s a good one—check it out).

3. Elaine Orler

For over 25 years, Elaine Orler has designed and executed talent acquisition and recruiting solutions. She’s helped organizations optimize complex talent acquisition strategies with her technology-driven recruitment practices. 

Elaine is the Managing Director of Consulting at Cielo Talent, a leading talent acquisition partner. She’s also the Co-founder of TalVista, a company with the goal of creating a diverse and inclusive workforce by increasing candidate pool diversity and decreasing unconscious bias.

4. Hung Lee

Hung Lee is the Editor of Recruiting Brainfood, a leading newsletter in the recruiting field. Between the newsletter and The Recruiting Brainfood Podcast, he’s made over 160 episodes and 300 newsletter issues on the talent industry. Recruiting Brainfood covers recruiting and HR-related topics such as culture, the future of work, and tech hiring.

 Throughout his more than 15 years of experience in the recruitment industry, he’s brought his expertise to a variety of positions, from serving as an agency recruiter to a recruitment trainer. 

5. William Tincup 

William Tincup has studied all things HR and talent acquisition for over 20 years. He’s the President and Editor of RecruitingDaily, an industry-leading media resource for the recruitment world. William acts as a spokesman for RecruitingDaily, sharing his thought leadership at conferences and webinars.

He’s also no stranger to the HR podcast world. In fact, he has three different ones: The RecruitingDaily Podcast, The Use Case Podcast, and The William Tincup Experience. 

6. Madeline Laurano

Madeline Laurano is the founder of Aptitude Research, a human capital management (HCM) research and advisory firm. Aptitude provides a rich library of HCM research, helping HR leaders understand the HCM technology landscape.

Madeline’s research allows HR leaders to cultivate an acute understanding of talent acquisition and engagement. Her work with HR technology helps organizations optimize and refine the ways they attract talent.

7. Lars Schmidt

Lars Schmidt founded Amplify back in 2013. Amplify is a boutique agency, HR leader development platform, and community all rolled into one. In short, Amplify helps business and HR leaders navigate the new world of work through HR executive search and continuous learning.

His mission is to supercharge innovation in HR. Lars is also a contributing writer at Fast Company, as well as an author of the best-selling book, “Redefining HR.”

8. Debbie McGrath 

As the founder of HR.com, Debbie McGrath has made a big name for herself as one of our HR thought leaders. HR.com is the largest global social networking and resource site for HR professionals. It’s the destination for over 1 million people in HR.

HR.com engages HR executives through collaboration, training, certifications, community, and best practices. The website maximizes the potential of HR professionals by holding over 4,000 webcasts and 80 virtual events.

9. George LaRocque

George LaRocque is the founder of WorkTech. In a nutshell, WorkTech helps cultivate understanding between HR leaders that use HR technology and HR tech providers. WorkTech accomplishes this by offering advisory services focused on tech strategy, and by developing reports and content rich in research.

He’s the host of the HR Market Watch Podcast on the HR Happy Hour Network, where he explores the latest and greatest trends in HR. Not only that, but he’s also an excellent interviewer; you can check out George’s interview with our Co-founder, Ahryun Moon, right here.

10. Yvette Cameron

HCM tech executive, tech founder, and board advisor. That’s Yvette Cameron. Yvette is the current SVP of Global HCM Product Strategy at Oracle. She’s also the Co-founder and Board Advisor of Velocity Career Labs, an organization determined to reinvent the way career records are shared.

On top of that, Yvette is an international keynote speaker on innovations in HCM technology and the future of work. 

11. Ed Newman

In his over 25 years of experience in the talent acquisition and management industry, Ed Newman has worked in a variety of roles. From serving as a human resources practitioner, manager, executive, consultant, entrepreneur, and chief executive, he’s done it all.

He’s the Founder and CEO of talentEXP, a specialized consulting firm focused on helping corporations reach their goals with talent experience initiatives.

12. Jeanne Achille 

Jeanne Achille has played an instrumental role in launching and promoting many new tech products, services, and companies. Back in 1994, she founded Devon, one of the longest-standing independent tech PR firms. The firm’s practice areas include HR technology, big data and analytics, cybersecurity, and fintech.

In her career as one of our HR thought leaders, Jeanne has also chaired the Select HR Tech Conference and the Women in HR Tech Summit.

13. Jennifer Benz 

Jennifer Benz is an HR and benefits communications leader, speaker, and advisor. At Segal Benz, she’s the current SVP and Communications Leader. In this venture, Jennifer helps organizations engage their workforce and drive meaningful business results through effective communication.

She’s also a notable voice in the employee benefits industry. You can find her quotes in the Wall Street Journal, CNBC, and HR Magazine. 

Leverage the HR Tech You Need to Succeed

In the fast-paced, ever-changing talent acquisition industry, it pays to have the right tech by your side. If you want to smash your goals, you need GoodTime Hire.

Hire automates coordination, improves your relationships with candidates, and provides actionable insights to continuously optimize the entire hiring process.


Learn more about how Hire can supercharge your talent acquisition team to win top talent.

Don’t Hire With Your Gut: Here’s How to Reduce Interviewer Bias

Interviewer speaking to a candidate.

Facts are facts: all of us have biases. Not every bias is harmful, yet some certainly are. The true harm arises when people neglect to recognize their negative bias. This becomes especially problematic when the bias in question is interviewer bias.

Interviewers make nearly 5% of hiring decisions within the very first minute of an interview. They make 25% of decisions within the first five minutes. When interviewers make snap decisions like this, they often chalk it up to a “gut instinct.” Yet more often than not, this “instinct” is really just unconscious bias in disguise.

An interviewer’s unconscious bias prompts them to make decisions in favor of one person or group while leaving others at a disadvantage. When left unchecked, unconscious bias not only degrades the authenticity of your hiring process, but also the diversity of your company.

Less diversity means bad news all around. Diverse companies enjoy 2.3 times higher cash flow for every employee. Most importantly, a diverse company culture contributes to a welcoming and innovative workplace.

If you want to chip away at your own interviewer bias, the first step is recognizing what bias you might have. Here are four of the most common types of interviewer bias—and how you can reduce them.

1. The Contrast Effect

What Is It?

The contrast effect takes away your sense of objectivity and makes you pit candidates against each other based on non-meritorious factors. Comparing candidates muddles your ability to see them for their true nature. 

Example

Let’s say that you have back-to-back interviews lined up. You decide that the easiest way to evaluate the candidates is to rank them against one another.

The first candidate that you interview doesn’t perform too well, to say the least. You measure the rest of the interviews against the first candidate’s performance. Suddenly, all of the other interviews seem a lot better than they actually are.

How To Reduce This Bias

Three words: assess candidates individually. Compare candidates against the job description, not against each other. You might find it helpful to imagine that each candidate that you interview is the first candidate that you’ve spoken to. This way, you’ll listen to them with fresh ears.

Another effective technique is to standardize your evaluation of the candidates throughout the hiring process. Assess candidates based on concrete factors, such as skills and experience. 

2. Confirmation Bias 

What Is It?

Possibly the most widespread type of interviewer bias out there, confirmation bias is the tendency to look for information that lines up with your pre-existing beliefs. Confirmation bias leads you to ask questions that would confirm your existing ideas about a candidate, whether positive or negative.

Example

This bias is highly evident in conversations about candidate “red flags.” This is when an interviewer has a preconceived notion that a person with a specific attribute is undesirable based on previous interactions with people who have the trait. 

Driven by a desire to sniff out their red flags, the interviewer aims to prove their suspicions by looking for negative attributes while ignoring the positive ones.

How To Reduce This Bias

Interviews are no place for preconceived judgment. To reduce your confirmation bias, rely on interview questions that gauge skills and traits that are relevant to the role. This forces you to evaluate candidates on predetermined questions that are pertinent to their success at your company.

But don’t just use interviews to form your judgments. Consider their resume and hiring assessments when crafting your opinion.

3. The Halo Effect

What Is It?

You could define the halo effect as the starting point of confirmation bias. It represents the positive feeling that you have about a certain candidate based on your overall impression.

If you’re projecting the halo effect, then seeing one particularly impressive trait in a candidate defines your entire impression of them. Suddenly, you forget all about their negative attributes, clouded by their positive element. 

Example

Perhaps you’re in awe whenever you interview a candidate with an Ivy League background. However, an education received at a prestigious university doesn’t necessarily mean that a candidate is the right fit for a role, right?

How To Reduce This Bias

For every candidate that makes it into the interviewing stage, make sure that several people from diverse backgrounds get to speak with them. Incorporating multiple perspectives—specifically multiple differing perspectives—is the key to reducing this interviewer bias.

4. The Horn Effect

What Is It?

The horn effect is the halo effect’s not-so-starry-eyed sibling. While the halo effect is all about having an overly positive impression of a candidate, the horn effect is when you just can’t shake that negative feeling.

Example

We’ve all heard stories that encapsulate the horn effect. Perhaps an interviewer passed on a candidate because they spilled tea on their suit. Or, maybe their suit wasn’t “nice looking” to begin with. One small negative aspect surfaces, and suddenly the candidate has no chance to impress at all.

How To Reduce This Bias

Watch any of the popular talent shows on TV, and you’ll see a contestant come into an audition and fail miserably. The judges will shake their heads in unison, but one will see a spark in the contestant and give them an opportunity to come back again. Then, they amaze everyone with their ability.

Give each candidate a chance to shine, regardless of a singular flaw. That flaw may not be the red flag that you think it is. No one is perfect, right?

Reduce Interviewer Bias With Advanced Interviewer Training

The best way to reduce all kinds of bias—and increase offer acceptance rates in the process—is to implement interviewer training. When interviewers receive proper training, they’re able to make fair hiring decisions.

GoodTime Hire elevates your team’s interviewing skills with interviewer training paths that broaden your pool of interviewers and reduce each person’s load.


Schedule a demo to learn more about how Hire can transform your talent acquisition process.

Top 10 Recruiting Conferences You Need To Attend in 2022

Recruiter attending one of the recruiting conferences in 2022.

There’s no better way to upskill yourself as a recruiter and prepare for the future of work than by surrounding yourself with innovative individuals. That’s why we’re pumped for this year’s upcoming recruiting conferences. 

The second half of 2022 is so jam-packed with top-tier conferences that it can be hard to identify which recruiting events you absolutely need to attend. We’re here to point you in the right direction.

Here are the top 10 recruiting conferences (both virtual and in-person) you cannot miss in the later half of this year. And yes, several are completely free of charge.

1. Talent Summit

Date: September 28-29, 2022

Location: Virtual

Price: Free

The Details: Hosted by our partner Gem, Talent Summit’s goal is to help attendees navigate the future of recruiting. You’ll hear from thought leaders on topics such as best practices, trends, and learnings in the talent space.

September 28 is for Gem customers only. Customers will deepen their understanding of the platform and collaborate with others to maximize Gem’s full potential.

September 29 is open to everyone, including non-customers. Attendees will learn new ways of tackling the current era of recruiting.

The Highlight: Matt Charney of HR.com shares his insights in a session titled, “Don’t Believe the Hype: What’s Actually Happening in Talent Acquisition.” Matt will help attendees gain a sense of what’s really going on amid anxiety-inducing headlines and countless layoffs.

2. Indeed FutureWorks

Date: October 12-13, 2022

Location: New York City, NY, and virtual

Price: $299 for in-person, free for virtual

The Details: Indeed FutureWorks’ theme is “the journey to better work—for job seekers and for you.” Among the recruiting conferences on our list, this event stands out for its collection of big-name speakers. Each speaker is eager to share their insights and guidance on the future of work and hiring. 

October 12 consists of a welcome reception party for in-person ticket holders. On October 13, both in-person and virtual attendees will enjoy a variety of future of work-centered sessions from speakers such as Issa Rae, writer and actor; Michael C. Bush, CEO of Great Place to Work; and Nico Rosberg, Formula One champion and entrepreneur.

The Highlight: Keynote speaker Jason Sudeikis, the co-creator and star of “Ted Lasso,” will share his insights on the power of teams.

3. HR Technology Conference & Exposition

Date: September 13-16, 2022

Location: Las Vegas, NV

Price: $450-$2,245 depending on ticket

The Details: HR Tech is dedicated to helping HR teams leverage technology to smash their goals, discover new tools, and learn about the strategies and processes necessary for success.

Not sure which sessions to attend? All breakout sessions are organized into learning tracks that are focused on key HR issues. These include DE&I, employee experience, HR digital transformation, and people analytics, among others.

The Highlight: Get ready for a shameless self-promo. On September 13, check out our Co-founder and Head of Company Strategy, Ahryun Moon, in “Better, Faster, More: How Reify Scales Quality Talent Acquisition.” 

In this case study, Ahryun, joined by Reify’s Monika Warchol, will share how Reify increased their interview volume by 50%, all while creating candidate relationships and keeping turnaround time in check.

4. Talent Success Conference

Date: September 20-21, 2022

Location: Virtual

Price: Free

The Details: Talent Success Conference is here to help HR teams navigate the ever-evolving hiring landscape with new tools and strategies. 

Be prepared for expert-led sessions that deliver actionable insights that you can use to stand out from the talent competition and build a happy workplace.

The Highlight: Don’t miss September 21’s “Don’t Forget to Mention… New Data on 4 Things Candidates Crave,” a session hosted by Lighthouse Research & Advisory’s Chief Research Officer, Ben Eubanks. Hear the concrete data behind how candidates make decisions, why they ghost employers, and how leaders can reel in top talent.

5. Talent Connect

Date: October 25-27, 2022

Location: Virtual

Price: Free

The Details: LinkedIn’s Talent Connect aims to connect, inspire, and empower today’s talent leaders to shape the future of the landscape. 

This recruiting conference features three days of noteworthy sessions. The main themes include “leading with skills first,” “connecting people to opportunity,” “cultivating people-centric cultures,” and “exploring what’s possible with emerging tech,” among others.

The Highlight: You don’t want to miss the chance to hear from the minds of cutting edge industry leaders. Speakers include LinkedIn’s Chief Economist, Karin Kimbrough; Ford Motor Company’s Global Head of Talent Acquisition, Melissa Thompson; and Global Industry Analyst and CEO, Josh Bersin.

6. Evry1 Conference & Retreat

Date: November 9-10, 2022

Location: Santa Fe, NM

Price: $450

The Details: Evry1 Conference & Retreat encourages recruiters to ditch the webcams and instead get to know each other in person. This part conference, part retreat combines networking and guest speakers for two days of equal parts fun and relaxation.

In between workshops and sessions, this event features time blocks dedicated to recharging, doing yoga, and breathing in the fresh air with recruiting peers.

The Highlight: GRAV’s Chief People Officer, Madison Butler, hosts an introspective keynote called “You Deserve to be Whole.” She will explore what it means to truly show up as your whole self.

7. Tech Recruitment Conference

Date: November 3, 2022

Location: Amsterdam, NL and virtual

Price: €120 for in-person early bird, €60 for virtual

The Details: If you’re having trouble sifting through all of the tech recruiting conferences out there, make sure to consider the aptly named Tech Recruitment Conference. This event is centered on sharing knowledge about leadership, technology, and culture in the tech recruitment space.

Can’t make the trip to Amsterdam? No worries. You can attend virtually and still be just as engaged, with access to the sessions, live polls, and online networking. 

The Highlight: Learn from the global perspectives of the conference’s diverse array of speakers. Attend sessions featuring Uber’s Global Head of Executive Talent Acquisition, Roopesh Panchasra; Remote’s CEO and Founder, Job van der Voort; and Mambu’s VP of Talent, Lee Andrews, among others.

8. Creating a Culture of Diversity, Equity and Inclusion

Date: September 21, 2022

Location: Virtual 

Price: $195-$1,895 depending on ticket

The Details: If recruiting conferences centered on DE&I are your thing, then don’t miss Creating a Culture of Diversity, Equity and Inclusion, hosted by the Human Capital Institute. The main theme of this event: motivating and empowering a diverse workforce.

You’ll learn how to form a common understanding of DE&I, encourage your workforce to work together, and establish a vision for DE&I initiatives.

The Highlight: Join Udemy’s Chief Learning Officer, Melissa Daimler, in a session on mastering the art of building an inclusive workplace—not just for this current moment, but for long into the future.

9. Tech Rec

Date: November 23-25, 2022

Location: Berlin, DE

Price: €1,295-€3,249 depending on ticket

The Details: Tech Rec is another one of the can’t-miss tech recruiting conferences out there. The event brings together leaders in talent acquisition, candidate experience, and employer branding to learn about the latest trends in tech recruitment.

Key topics include finding tech talent, hiring management, and retaining tech talent.

The Highlight: In the keynote titled “Can 2023 be a turning point for tech recruiting?” Hung Lee, the founder and curator of the Recruiting Brainfood newsletter, dives into the current trends in tech recruiting. He’ll then offer some insights into what people can expect in the year ahead.

10. Workday Rising

Date: September 12-15, 2022

Location: Virtual (in-person has reached capacity)

Price: Free or $299 depending on ticket

The Details: Workday Rising welcomes its community of current Workday customers, prospective customers, and partners to come together and solve their toughest business challenges.

Learn how your industry peers are elevating digital transformation, gain new strategies for success, and become empowered to create change in your organization. This event caters to people across HR, finance, and IT.

The Highlight: In “The Trust Transformation: Why a Culture of Integrity Is Essential, Yet Elusive,” engage in a thoughtful session on cautionary tales and key learnings to elevate your agility and resilience.

Elevate Your Recruiting With Technology

GoodTime Hire automates coordination, builds relationships during interviews, and provides actionable insights to continuously improve your connections with candidates.


Learn more about how Hire can supercharge your recruiting to win top talent.

Internal Mobility: Your Secret Weapon During a Hiring Slowdown

Recruiter interviewing an internal candidate.

“Do more with less.” You’re sure to hear this phrase whenever uncertain economic conditions arise. Amid the current economic and hiring downturn, there’s a growing pressure in the talent community to maximize resources. However, the one opportunity that far too many talent teams brush aside is optimizing internal mobility.

The majority of employers (38%) say that they don’t market job opportunities to their own employees. It’s time to change that. Internal recruiting leverages existing talent to mold your hiring team into an agile unit, able to withstand anything that the landscape throws at them. It’s the epitome of “doing more with less.”

Better yet, with the lower cost of internal candidates, hiring from within allows you to fill crucial talent gaps when economic conditions make external recruiting less feasible. 

Here are six ways to enhance your internal mobility strategy and stay afloat during a slowdown in hiring.

1. Get Leadership on Board

Uplifting internal mobility is an undertaking that talent acquisition can’t do alone. Getting firm buy-in from leadership is crucial to an internal mobility strategy’s success. This buy-in allows for a culture of mobility to truly flourish throughout an organization.

When presenting this strategy to leadership, remember that leadership speaks in dollar signs and metrics. Ensure that you’re armed with solid statistics on why hiring internal candidates is a smart move for the company’s bottom line—especially considering current economic and hiring conditions.

Once you secure their endorsement, it’s time for leadership to lay the groundwork for your new mobility culture. They should inform employees that they are welcome to search for new career opportunities internally, and encourage managers to vocalize this same sentiment to their direct reports. 

2. Emphasize Learning and Development

Don’t expect for employees to apply to internal positions right out the gate. You need to do a bit of extra work to prepare employees for potential internal moves, and that means uplifting learning and development (L&D).

Making L&D accessible to employees allows them to gain the training and skills that are needed for specific internal roles that they desire. L&D can take a wide variety of forms, but mentorships and job shadowing are both great ways to prepare employees for any role changes.

3. Support Your Organization’s Managers

Seventy percent of talent acquisition professionals say that the biggest obstacle to internal recruiting is a manager who doesn’t want to let go of talent. We get it; it’s logical to not want to lose your best employees. 

However, an employee switching roles shouldn’t be viewed as a loss for a manager, but a win for a company. It’s crucial to educate managers on the value of internal mobility, such as improved cross-department collaboration and higher retention. 

Not all managers are resistant to internal mobility; some managers simply don’t know how to contribute to such an initiative. That’s why managers need sufficient support and training so that they know how to uplift their direct reports and prepare them for career changes.

4. Help Define Career Paths for Employees

So, you have employees who are interested in making internal moves, but they’re not sure which options are available to them—or how to move internally to begin with. That’s where the importance of defining career paths comes in.

Fostering transparency surrounding career paths makes internal mobility all the more accessible. To kick-start the process of defining career paths, empower managers to work alongside their direct reports and carve out custom paths and goals.

5. Shed Light on Lateral Mobility

A common misconception of internal mobility is that it always means climbing up the career ladder. However, that’s just not the case. Internal mobility encompasses both vertical and lateral moves. It’s important to clarify career opportunities for both.

Lateral mobility is commonly referred to as “role-to-role mobility,” where an employee moves to a new internal position with little (if any) changes to their compensation or career level. 

There’s just as much value in lateral mobility as there is in vertical mobility. Encouraging lateral moves enhances collaboration across departments and keeps employees continuously engaged in your organization’s opportunities.

6. Elevate Internal Mobility With Tech

No matter if you’re hiring internally or externally, candidates should experience an efficient and meaningful hiring process. The best way to live up to a candidate’s expectations and deliver a noteworthy hiring experience is by enlisting the help of your tech stack. Ever heard of GoodTime Hire?

Hire harnesses Candidate Relationship Intelligence to automate coordination, build relationships during interviews, and provide actionable insights to continuously improve your connections with candidates.


Schedule a demo to learn more about how Hire can transform your talent acquisition process.