GoodTime Product Updates: What’s New From January 2023

GoodTime Product Updates

Get excited: our team is always hard at work in making GoodTime the best it can be, and we’re here to share the latest product updates from January 2023. New high-volume hiring features, updates to flexible scheduling, and more releases are coming your way. Buckle up, let’s review!

Watch the Full Product Updates Walkthrough

Want the entire scoop on our latest and greatest product updates? Check out January’s product update webinar below. Keep scrolling to read the biggest highlights.

GoodTime Hire Updates

We’ve taken flexible scheduling to the next level, updated the dashboard, improved the interview training functionalities, and more. Plus: say hello to GoodTime Hire for High Volume.

Hire for Corporate

Revamped Flexible Scheduling

We’ve given “request availability” an upgrade. Since your availability may span more than one day, candidates can now submit their own availability over multiple days as well. This added flexibility allows candidates to get in the door days faster than before. What’s more, this comes neatly packaged in a new interface, complete with your company colors and background information.

Dashboard Improvements

The dashboard just got a makeover, and it’s looking sharp. It’s been completely renovated to show essential information, including the number of accepts and declines, the role in question, and the stage for each candidate. These updates effectively save time, reduce errors, and foster transparency.

Auto-replace Interview Trainees

We get it, unexpected things come up. GoodTime can automatically replace your declined interview trainees with someone who is available that has the same tag or is qualified for the same training path. You’ll be able to maximize the interview training capabilities of your organization, save hours of repetitive work, and interview more people than ever before. 

Training Path Auto-enrollment

Create a chain of interview training paths by setting up auto-enrollment. Once a trainee graduates, they’ll be automatically enrolled in the next path of your choice, and outdated tags can be automatically removed. With eligible trainees now able to quickly complete multiple training paths, you’ll be able to graduate them faster and watch your interviewer pool grow quicker.

Other Notable Updates

  • Bulk Scheduling: Will be enhanced for Workday customers.
  • SuccessFactors: Will be fully supported by GoodTime.
  • Workday: Integration will be further streamlined.

Hire for High Volume

Introducing: the new GoodTime Hire vertical for high-volume scheduling. The Hire scheduling that you know and love can now be done at scale along with SMS support through the Chrome extension.

WhatsApp Communication

Keep top talent engaged by communicating and sending interview scheduling requests to candidates over WhatsApp. This feature is especially useful when interviewing international candidates.

Interview Blocks

Designate specific interview blocks using calendar events. When these interview blocks are used, GoodTime will only search these blocks to show availability to candidates. 


Staying on top of status updates when you’re juggling multiple candidates can be hard. By receiving notifications in the Chrome extension, you can easily see when you have new messages from candidates and when they’ve scheduled interviews.

GoodTime Meet Updates

We’ve created a new way for your company to upskill and mentor employees, enabled in-app messaging, and more.

Meet Connect

It’s time to get acquainted with Meet Connect. Meet Connect makes it easy for you to connect with other people at your company. Whether you’re looking for a mentor, picking up a new skill, or grabbing coffee with someone who has a shared interest, Meet Connect makes it easier than ever to connect with those that matter.

Profile Pages

Getting to research and vet potential mentors helps to create a fruitful mentee-mentor relationship. Connect search now features member profiles that give details on experience, areas of expertise, and interests. This helps enrich the search experience with more details on viable mentors.


Need to check on something before scheduling a meeting? In-app messaging makes it easy for you and your team to communicate quickly before scheduling meetings. That means no more jumping in and out of different applications to get a meeting on the books.

Other Notable Updates

  • Cost Center Admins: Add additional cost center admins that can manage users.
  • Connect Mentorship Goals: Set goals for your mentorship programs that keep track of mentor and mentee progress.
  • Connect Mentorship Reviews: Allows mentees to leave reviews on their mentorship experience.
  • Premium Access Sharing: Allow users to invite their friends, colleagues, and co-workers to join Meet. Invitations come with a free one-month trial of Meet, and also gift the sender a week of free Premium as well.

Not Part of the GoodTime Family Yet?

It’s time to change that. With GoodTime, you can get better outcomes from your company’s most important meetings. For interviews, GoodTime Hire helps you schedule 40% faster, hire 50% more efficiently, and 5x team productivity. (Seriously.) For every other meeting, GoodTime Meet allows you to take complete control over your calendar with free, flexible scheduling for hybrid and remote teams.

Learn more about Hire.

Learn more about Meet.

Goodtime and Uber for Business: Going the Extra Mile for Candidates

GoodTime and Uber for Business integration.

Who doesn’t love an integration announcement? We’re excited to announce our collaboration with Uber for Business to help talent teams further automate the interview process and reduce time-to-hire while delivering a perk-enhanced candidate experience.

Revving up the Interview Process With GoodTime and Uber for Business

This collaboration is a first for Uber For Business in the HR and recruiting industries; we’ll try to contain our excitement. With the GoodTime and Uber for Business integration, talent teams can wow candidates before the interview process even begins. The integration allows companies to include vouchers for rides and meals with Uber for prospective hires in their interview calendar invites.

“Going the extra mile to offer vouchers for rides and meals shows candidates you care about their experience holistically. Demonstrating a people-first approach from the start helps to differentiate your company from the competition.” 

Susan Anderson, Global Head of Uber for Business

Regardless of if it’s an onsite or remote interview, candidates get to enjoy a never-before-offered experience. For onsite interviews, talent teams can offer vouchers for rides with Uber to get candidates to the office. For remote interviews, candidates can enjoy vouchers for meal deliveries with Uber Eats for a “lunch on the company” experience. 

The integration can be leveraged directly in GoodTime to help recruiting coordinators offer vouchers to candidates. GoodTime automatically adds vouchers to email invitations so that candidates have everything they need conveniently in one itinerary.

“The fastest hiring team offering the best experience typically gets the best candidates. For the first time in HR tech, GoodTime and Uber for Business offer that,” said Ahryun Moon, co-founder and Head of Company Strategy for GoodTime. 

Candidate Experience: More Critical Than Ever

Today’s job seekers don’t want smoke and mirrors; they expect transparency, trust, and deep connections. When companies cater to candidates, it pays off in big ways: companies that take a human-centered approach to talent acquisition are twice as likely to achieve financial success. 

And in today’s tight labor market, where great candidates are hard to come by, refining the candidate experience is mission-critical to hiring (and keeping) the right people. 

A perk-enhanced experience makes candidates feel confident that a company values them. But the benefits of uplifting the candidate experience don’t stop there:

  • Greater access to top talent. Even if a candidate doesn’t receive an offer letter, having a positive experience during the hiring process makes them more likely to consider your company in the future. This leads to a stronger applicant pool and a continuous stream of talent.
  • Improved employer brand. Your company’s reputation is everything; no one wants to work for a company with a bad track record. Candidates are more likely to speak positively about your brand to others—and attract more applicants in the process—if they had a pleasant hiring experience. 
  • Increased employee retention. Candidates who have a positive experience during the hiring process are more likely to feel valued and connected to your company. But even more than that, this can lead to higher levels of job satisfaction and a lower risk of turnover. 

Deliver Five-star Candidate Experiences Today

In an era where landing top talent is harder than ever, the seamless, innovative experience found in the GoodTime and Uber for Business integration elevates candidate engagement and provides a best-in-class experience from the very first touchpoint.

Learn more about GoodTime and get a demo of the Uber for Business integration.

What I Learned From Going Undercover as a Recruiting Coordinator

Ahryun Moon, GoodTime founder, went undercover as a recruiting coordinator.

At the beginning of GoodTime’s inception, Co-founder and Head of Company Strategy Ahryun Moon went undercover to understand the life of a recruiting coordinator and better inform GoodTime’s creation. These are her findings.

Early in my career, I was a corporate financial analyst in Austin, TX. I spent hours scanning endless numbers in Excel sheets on a typical day. I wanted to spend time on the interesting parts of my job—thinking strategically and providing financial advice to my team.

So, I taught myself how to code, and within a few months, I built software that reduced two months of numbing manual work into two hours of computer work. That program was widely adopted where I worked and my finance colleagues loved it. It was a eureka moment for me; I packed up and left Austin for the tech world of San Francisco.

In San Francisco, we met a tech recruiter who lamented the fact that she spent over half her day scheduling interviews (talk about a productivity time sink). It reminded me of my days as a financial analyst when I did tedious tasks that should have been automated. I knew my team—Jasper, Peter, and I—could help, and thus, GoodTime was born.

We created a beta version, and some amazing companies were willing to give it a test run. Yelp was one of our early adopters, and they gave us fantastic feedback. Still, we knew we wanted to dig deeper into the world of recruiting to find solutions to problems we didn’t even know existed. We needed to fully understand the talent acquisition experience for ourselves.

Going Undercover (It’s a Legit Strategy)

That’s when the team agreed I’d hack a career path, make a bold move, and go undercover as a recruiting coordinator. And yes, being undercover feels as good as it sounds—even when it’s in corporate offices.

GoodTime had established a Customer Advisory Board. They’re talent leaders from excellent companies that provide advice about our product and make requests or recommendations based on their experience with the software. I went to the talent operations manager at one of the board’s mid-sized companies, which was on a high-growth trajectory.

I told her I’d volunteer as a part-time recruiting coordinator to learn all the problems in the field. She was short-staffed, so she happily made the arrangements. The staff didn’t know me and I didn’t want them to know I had any connections to the management team. I wanted a real, unfettered view into the issues recruiting coordinators face, even the ones their managers didn’t necessarily hear about.

It Was an Incredible Opportunity to Step Into Our Users’ Shoes

For those who don’t know, recruiting coordinators are the people who schedule your interviews, greet you at the lobby on site, reimburse you for hotels and flights, and send you updates about your application. You’ve probably thought of them as recruiters, but they were actually recruiting coordinators. (Still confused on RC’s vs. recruiters? Our friends at SmartRecruiters can help.)

Despite knowing the general outline of their jobs, I had no idea what to expect on my first day. I had a brief meeting with the talent operations manager and a lead recruiting coordinator to learn more. During my first week, I spent most of my time in training sessions with several other new hires. Then, I spent another week shadowing every member of the recruiting coordination team.

I was an enthusiastic recruit, as I wanted to understand everyone’s approaches to scheduling and helping to fill open positions. The product manager in me was also thinking of the features we could add to GoodTime to help them. Along the way, I learned what they love about their jobs, which tasks are the most grueling, the career tracks they hoped to pursue, and everything in between.

After two and a half weeks, I was assigned to support a specific recruiter’s scheduling needs. That was a huge step for me; it was like getting the keys to the car for the first time. My recruiter supported one particular organization, so he taught me how it was structured and which hiring managers I’d interact with. He gave me pro tips about how to manage their personalities, scheduling priorities, and preferences, and outlined his own expectations.

Scheduling Is Wildly Complex. Wildly.

Whenever I’d pitch GoodTime to someone oblivious to the complexity of scheduling, I’d tell them it’s an NP-complete problem—that’s a decision problem that has no or no known easy solution. It’s quite challenging to create an engineering solution that scales for those types of problems. What’s more, I never understood the human side of this problem and the stress that goes along with getting hundreds of things right so an interview can go off without a hitch.

Two months in, I was neck-deep in scheduling interviews for my recruiter. Sometimes I made minor mistakes (mistakes happen—RCs are only human), like accidentally booking a room with one chair for an on-site interview, providing the wrong feedback form to an interviewer, and scheduling an interview on a company holiday (Does your company take President’s Day off?).

Then One Day I Made a Huge Mistake!

My recruiter asked me to schedule the first round of phone interviews for an executive candidate. To be clear, he was a very important candidate. I felt confident I’d already made every mistake in the book and wouldn’t repeat any of them.

I followed the company’s process and found a few people who were eligible to conduct the interview. After a bit of calendar finagling, I came up with a schedule that worked.

The interview was booked! I sent a confirmation email with the interview details and itinerary to the candidate. And then rescheduling happened. Several times. After multiple reschedules, I made the fatal mistake of forgetting to send the candidate the final details of the rescheduled interview.

When the interviewers called the candidate, he wasn’t expecting their call. It was a major fail on my part.

Product idea alert: track reschedules and provide safeguarding features to prevent unfortunate mistakes from happening.

Come On! How Difficult Can Scheduling Be?!

Disappointed and stressed out, I met up with my good friend, J, who is the CTO at a successful startup in Silicon Valley. I told him about my stint as an undercover recruiting coordinator, then ranted about my painful mistake and how the job was incredibly stressful and thankless.

The fact is, scheduling-heavy professions are often stressful and under-appreciated jobs that depend heavily on small details. Typically, only the scheduler fully understands the complexity involved in coordinating just one interview. There are so many things that must be done right, which conversely means there are so many things that can go wrong. And if anything does go wrong, everyone notices it.

A few minutes into my rant, J said, “Oh s**t. I yelled at my RCs last week.” He continued (I’m now paraphrasing with his approval), “I was stressed out from a long, grueling day and found myself sitting in an interview room alone for 30 minutes. There was miscommunication and the candidate didn’t show. I thought, ‘Come on! How difficult can scheduling be?!’ I realize I never appreciated interviews when they happened flawlessly. I feel soooo bad now.”

I told him (with a little exasperation in my voice, I’ll admit) that his recruitment coordinators deserved to hear that he appreciated their work. That they’re juggling amazingly convoluted schedules. That their job is so complex.

A Present for You…

If you’re a hiring manager or interviewer and want to show your recruiting coordinator team some love, here you go—a pre-composed thank-you note on us:

Dear [name(s)],

This is a thank-you note to say that your amazing work is recognized, and I appreciate the detail-oriented focus it takes to do it well. Thank you for keeping our pipeline filled with qualified candidates, making onsite interviews run smoothly, diligently solving endless scheduling puzzles, being open to feedback to improve our processes, creating an atmosphere of partnership with [name other companies or departments here], and generally being amazing. You give me great confidence in the ability of [your company name here] to execute and deliver outstanding recruitment processes and candidates.

[Your signature block here]

Instructions: Fill in the blanks. Send it out. Wait for smiles to roll in. Enjoy being a legendary boss.

Turn a Recruiting Coordinator Into a Strategist

Scheduling is one of a myriad of tasks that recruiting coordinators manage. It appears at every touch point of your interview process. It’s often the first interactive activity your recruiting team does with job candidates, so it has to go well.

Your coordinators also carry out and execute important initiatives around candidate relationship building, diversity and inclusion, interviewer training, and everything in between. They make the hiring process run smoothly. Those are incredibly demanding and time-consuming tasks, which is why most of your recruitment coordinators can hardly find time to do strategic work. And that’s a problem.

Let’s make every part of scheduling a non-problem in this field. GoodTime enables your teams to do so many things brilliantly:

  1. Function more efficiently (schedule interviews four to 10 times faster).
  2. Make fewer mistakes.
  3. Spend more time on strategic work.
  4. Offer a company-branded and customized candidate experience.
  5. Diversify interviewer panels to remove unconscious biases.

GoodTime lets your team achieve maximum efficiency without removing the essential human connection from the recruiting process. And when that happens, your recruitment coordinators will have more time to dive into engaging work and create real growth and innovation at your company. That’s a win-win.

Hey, Recruiting Coordinator: Want to Effortlessly Schedule Interviews?

If you want to streamline your hiring process and get to yes faster, you need some extra firepower in your corner. You need GoodTime Hire.

Hire helps reduce your time-to-hire, crush your goals, and deliver a seamless candidate experience. Hire automates the entire interview scheduling process to create the optimal schedule for candidates and interviewers and get to the offer stage faster than ever.

See how Hire can transform your recruiting process today.

Looking for Healthcare Recruiting Software? Use This Checklist

Employees that were recruited via healthcare recruiting software.

If you’re like most recruitment teams in healthcare, you’re feeling the pressures of the industry. Few recruiters, an abundance of open roles, and a major talent shortage create a perfect storm for today’s talent teams. And the secret to successfully navigating the rough waters? Enlisting the help of healthcare recruiting software.

The right technology allows healthcare recruiters to streamline their processes for efficiency and scale their interview volume—even when facing limited resources. But with a variety of software options out there, how can you ensure you’re investing in the right one? 

Use our 10-point checklist to help you choose the best healthcare recruiting software:

1. Compatibility With Your Existing Systems

First things first: the software that you choose should be compatible with your existing systems. You’ll want to ensure that the software can seamlessly integrate with your ATS and any other critical systems that help you move your recruitment process along. The last thing you want is the inability to use your current systems or to transfer your data between your old and new tech; that’s simply an unnecessary headache. 

2. Ease of Use

Software that’s intuitive and easy to use is a must-have.  This will help get your talent team up and running to use the tech quickly without intensive training. Scheduling conversations with the sales team to get a live demo and understand the product’s interface is a great way to gauge how user-friendly it is.

3. High-volume Features

Many healthcare recruiters find themselves faced with a revolving door of vacancies and endless roles to fill. Overcoming the challenges of high-volume hiring requires recruiting software with specific features. This includes bulk communication and scheduling, self-scheduling, and SMS recruiting, all designed to handle a high level of reqs and a large candidate pool.

4. Recruiting Process Automation

72% of employers predict that parts of their talent acquisition will be automated within the next decade—and we believe them. Automation is a recruiter’s best friend. It cuts down time-to-hire by reducing the time spent on tedious tasks, and when you’re an overburdened healthcare recruiter, an increase in bandwidth is always appreciated.

Look for tech that can automatically load balance interviews and select interviewers, schedule interviews, generate communications, and send out calendar invites and reminders to candidates and interviewers.

5. Reporting and Analytics

Your healthcare recruiting software should give you visibility into the metrics that you need to succeed. For starters, you’ll want to have access to a robust analytics dashboard to reference the status of candidates and see where they’re at in the talent acquisition funnel. Software that also allows you to view data on your hiring team, such as each RC’s total schedules, provides your team with even more valuable insights to use when refining your operations.

6. Customization and Personalization Options

It’s also wise to look for software that offers customization and personalization options. Note: your new software should automate all customizing and personalizing to avoid creating more work for yourself. Even when sending out quick text messages to healthcare applicants, adding a bit of personalization to your messages via custom communication templates goes a long way in uplifting the candidate experience. 

7. Branding Abilities

Want to maintain a consistent brand image throughout your recruitment process? Then you’ll want to look for software that allows you to customize the branding and appearance of the platform. This may include adding your company logo, choosing your own color scheme, and adding company photos.

8. Security

Security is a top concern regarding software, and it’s especially important for an industry as scrutinized as healthcare. You’ll want to do thorough research to ensure that the software you choose has robust measures in place to protect user information and maintain data security. Look for information on how your team can manage users, permissions, and login to the software, and what access users get with regard to sensitive information and calendars. 

9. Customer Support and Services

It’s a good idea to consider the level of customer support offered by the software vendor. Onboarding new tech isn’t always a cakewalk; you’ll want access to experts that can guide your success from day one and help you maximize your ROI. Access to an appointed customer success professional and technical support will help you ramp up your team quickly and resolve any issues that arise.

10. Pricing

And then there’s the elephant in the room: pricing. Yet conversations on pricing should go beyond discussing what your team is willing to spend. You don’t just want software that fits within your budget; you want software that gives you the highest ROI possible. But how do you determine this? It’s time to research.

Sift through customer testimonials and reviews on popular software review sites, such as G2, that illustrate the output that a particular software generated for other talent teams. Pay careful attention to companies that also fall under the healthcare umbrella to more closely predict how your own team might fare if you invested in the software. 

Heal Your Hiring Process With Healthcare Recruiting Software

 By taking the time to carefully evaluate each of these factors, you’ll ensure that you choose the right software for your organization’s specific needs and goals. But we get it—it’s hard to feel confident in investing in a software when there’s so many elements to consider and so many options on the market. 

With GoodTime Hire, healthcare companies feel confident that they can meet their business needs. Hire helps healthcare recruitment teams schedule interviews for roles up to 67% faster. 

Want to see how Hire can help your team crush their hiring goals, boost efficiency, and win top talent? Learn more here. 

Text Recruiting: The Ultimate Guide

Talent leader using text recruiting.

If you’re unfamiliar with text recruiting, then buckle up; it’s time to catch you up to speed. Recruiting via SMS effectively meets candidates where they are in today’s fast-paced, mobile-friendly world. It’s an efficient way for businesses to quickly get in front of busy candidates and tackle a high volume of reqs.

In this guide, we’ll cover everything you must know for successful text recruiting and provide best practices for incorporating this approach into your recruitment process. 

What Is Text Recruiting?

Text recruiting involves using text messaging to communicate with candidates and facilitate the hiring process. It can be used in a variety of applications, including scheduling interviews, sending quick updates, and answering candidate questions.

It’s a great way to reach a large pool of candidates in a short amount of time with quick, convenient communication. While recruiting via email and phone calls might’ve been the norm in the past, the tides are shifting; nearly 66% of candidates consider it acceptable to be contacted by a recruiter via text.

Advantages of Text Recruiting

Need some more convincing before you get on the text recruiting train? There’s a wide range of advantages to SMS recruitment. Here are just a few:

More Convenient for Candidates

When it comes to the most convenient communication channel, text messaging wins by a landslide. Recruiters texting candidates experience response rates of 60% to 70%. For job seekers who don’t have access to email throughout the day, such as those in manufacturing and healthcare, SMS may be the only channel that they check frequently.

Improved Hiring Process Efficiency

Acting too slowly in communication with talent strikes a blow to your hiring efficiency and might even cause candidates to lose patience and seek out other opportunities. Recruiters who text candidates can reduce their time-to-hire and fill positions faster with quick, real-time responses. 

Greater Candidate Reach

Sending bulk texts to candidates is a game changer for overburdened high-volume recruiters. But regardless of if you use text recruiting for one-on-one conversations or bulk messaging, SMS recruitment allows you to reach large pools of candidates in no time. 

Upgraded Candidate Experience

Text message recruiting is a user-friendly way for candidates to communicate with your company. Making communication as streamlined and modernized as possible helps improve the candidate experience and makes your company more attractive to top talent.

When To Use SMS Recruitment

When does recruiting via text come in handy? Here are several scenarios where texting candidates can efficiently move the hiring process along:

  • Interview scheduling: Say goodbye to scheduling delays. The convenience of text messaging makes coordinating interviews via text highly effective.
  • Sending candidates updates: Even if you don’t have major news to share, candidates appreciate being kept informed on their status in the hiring process.
  • Answering applicant questions: Candidates want to feel that your hiring team has their best interest in mind. Encouraging candidates to message any questions that they have about the process fosters trust and transparency.

Text is a great tool for initial communication and scheduling interviews, but it’s not the most appropriate channel for every stage of the hiring process. For instance, you may want to switch to a more personal communication channel, such as a phone call or a virtual meeting, for more in-depth conversations or for making a job offer.

Best Practices for Text Recruiting

Ready to reach hiring success at scale? Here are several tips to keep in mind when introducing text recruiting into your hiring process:

Before Your Initial Outreach

  • Get permission first: Don’t text candidates without their consent. One of the easiest and most common ways to get their permission is by getting them to opt-in to your SMS list or by including a contact number field on the job application form.
  • Keep it professional: Speaking in acronyms and spamming emojis might be normal for everyday texting, but text recruiting is a professional communication channel. Speak in plain, easy-to-understand language and leave the slang at the door. 
  • Communicate with brevity: Candidates don’t want to read essay-length texts (and personally, we don’t either). Text messages should be brief and to the point to encourage responses and avoid overwhelming candidates.
  • Make templates your friend: Leverage customizable templates for common messages, such as your initial outreach in scheduling an interview. This not only saves time but adds consistency to your communication.
  • Even texts must be proofread: Sending candidates text messages riddled with grammatical errors delegitimizes your outreach and whichever job posting you’re referencing. Proofread, proofread, proofread.
  • Get the timing right: Sorry, but candidates don’t want you to blow up their phones with texts at midnight. Take note of their time zone and keep your communication limited to business hours. 

After Your Initial Outreach

  • Respect a candidate’s time: A candidate might’ve seen your text, but that doesn’t mean they’ll respond right away. The ability to respond at whatever time is most convenient is the beauty of texting; be respectful of their time and avoid sending multiple messages all in one short period.
  • Be responsive and available: Candidates like it when recruiters go the extra mile to make them feel heard. If candidates have questions or concerns, make sure to address them in a timely manner. This demonstrates that you’re invested in their potential as a candidate.
  • Follow through: If you say you will send additional information or schedule a call, keep yourself honest and do so in a timely manner. This gives off the impression that you view your candidates as high priorities.
  • Know when to follow up: So you’re trying to schedule an interview with a candidate, and two days go by without any response back. Now that you’ve given them an appropriate window of time to respond, it’s time to follow up. Send a brief message asking if the candidate received your previous message and if they have any questions or concerns.

Add a Best-in-Class SMS Solution to Your Tech Stack

Successfully recruiting via text is a lot easier when you have the right text recruiting software by your side. GoodTime Hire’s SMS capabilities take high-volume hiring to the next level. Teams can contact candidates in seconds and schedule a time to meet without ever leaving the conversation.

Communicate one-on-one or through bulk texts, directly share your calendar availability and allow candidates to self-schedule interviews, and send automatic reminders to both candidates and interviewers. 

Learn more about GoodTime Hire’s texting and scheduling automation for high-volume hiring today.

7 Talent Acquisition Trends for 2023 (And How to Succeed)

A team discussing talent acquisition trends, preparing for 2023.

Break out those fireworks, talent teams, because 2023 is almost here. But if you want to start the year with a bang, you can’t go into it blind. To thrive in the new year, you must prepare for what the next twelve months have in store—and that means getting familiar with the upcoming 2023 talent acquisition trends.

We’re not psychics, but based on where 2022 left off, we predict that these will be the seven more important trends in talent acquisition next year.

1. Labor Shortage Sparks Challenges

The supply of working-age people will continue to decrease throughout 2023. In fact, over the next decade, the number of working-age people in the U.S. will decline by 3.2%. On top of this, the pandemic still wields a visible impact; there are over 3 million fewer working Americans today than there were pre-pandemic.

When you combine the aging population with the pandemic’s effects, you have a significant labor shortage. Sorry to say, but attracting and hiring candidates won’t get any easier.

Two Strategies for Success: 

  • Diversify your candidate pool. Struggling to find candidates? Tap into different talent pools. For instance, advertise on diversity-driven job boards or take advantage of the fresh Gen Z candidates entering the workforce.
  • Set realistic expectations. Hot take, but the “perfect” candidate doesn’t exist. If you’re dead set on finding a unicorn candidate, you’re likely overlooking plenty of other viable options (and you can’t afford to do that in a labor shortage).

2. Retention Grows in Importance

About 40% of HR professionals said talent acquisition was a major priority for 2021. In 2022, that percentage dropped to 17%. Now, HR teams are focused on strategies that fuel talent retention: employee engagement, compensation, and L&D.

It’s no surprise that retention is becoming a priority. When the job market is tight and finding talent is difficult, employee churn deals an even greater blow to companies. (Not to mention that replacing workers is expensive.) 

Two Strategies for Success:

  • Emphasize internal mobility. Employees who move around within their own companies are more likely to stay for the long haul. Giving employees meaningful opportunities to grow and develop through internal moves leaves them with fewer reasons to leave.
  • Revamp your benefits and perks. Perhaps your employee benefits and perks could use a makeover. To ensure that what you’re offering still aligns with what your employees value the most, ask for their feedback.

3. Rise of the Employer Brand

Your employer brand encompasses how others perceive your company. It’ll be essential in 2023, yet for varying reasons depending on your industry and place in the hiring sphere.

Perhaps waves of layoffs have hit your company this year (we’re looking at you, tech industry). Candidates value job security, and catching wind that your company laid off a sizeable chunk of its staff makes them weary. How does your organization plan on assuaging these fears and improving your public image in 2023?

Or maybe misperceptions of your industry have made it difficult to attract workers, specifically young candidates. This is especially true for the manufacturing industry; less than 50% of young workers see manufacturing as a viable career.

Two Strategies for Success:

  • Freshen up your employee value proposition. Remember: candidate values change all the time. Does your EVP still resonate with what modern candidates care about? If not, it’s time to revamp it.
  • Actually commit to DEIB. Candidates want to know where you stand on DEIB before they accept a job offer. Audit your career page and hiring process for opportunities to showcase your DEIB initiatives and values. 

4. Impending Recession Inflicts More Damage

The looming recession is the elephant in the room for 2023 strategy meetings. Companies have begun to trim their budgets and their workforces in response to economic uncertainty.

But while some companies are bracing for what’s to come, most tech companies are already wondering, “When will this end?” Thus far in 2022, over 140,000 tech workers have been laid off. Each month, more and more high-profile workforce cuts make the headlines (sorry, not all talent acquisition trends can be fun).

Two Strategies for Success: 

  • Refine your tech stack. Want to emerge from the downturn stronger than ever? Then implement recruitment technology. Investing in the right tech places you in the best position possible once you revert back to your normal hiring cadence.
  • Maximize what you have. When faced with a smaller budget and fewer resources, you must do more with less. Instead of spending time and money hiring external candidates, consider your current employees. And instead of throwing everything at the wall to see if it sticks, use your hiring data to make informed, precise decisions. 

5. Skills Gap Continues to Widen

As technology continues its high-speed evolution, the global skills shortage worsens. Old skills die out just as fast as new skills emerge, and not every company can keep up. In fact, most companies worldwide—87%—say that they have a skills gap or will have one within the next few years. 

Companies say that their skills gaps are the widest in the areas of data analytics, IT management, and executive management. Looking to the future, these same companies agree that the need for advanced data analysis and mathematical skills will grow dire.

Two Strategies for Success:

  • Upskill your current workforce. In the age of digital transformation, upskilling your employees is a must-do. Your company can’t keep up with the latest trends if your employees don’t have the latest skills.
  • Rethink how you evaluate candidates. Don’t weed out promising talent just because of “red flags” that don’t even reflect a candidate’s abilities, like having gaps in a resume. When assessing candidates, focus on the knowledge, skills, and capabilities displayed in their application. 

6. Automation Takes the Spotlight

Automation is a growing topic in the world of talent acquisition. It takes care of the time-consuming parts of your recruitment process so that you have more time to spend on high-value initiatives.

Looking to the future of recruiting, automation adoption is sure to increase as more teams discover its benefits. And with a recession, labor shortage, and a workforce skills gap on the horizon, leveraging automation could mark the difference between hiring teams that thrive and flounder.

Two Strategies for Success:

  • Don’t wait to shop for tech. The sooner that you automate your workflow, the sooner you’ll reap automation’s rewards. Automating the interview scheduling process reduces your time-to-hire, delivers a better candidate experience, and moves you closer to hitting your goals.
  • Leverage the right automation. You’ve been warned: not all automation is created equal. Subpar scheduling automation can’t handle the challenges of everyday scheduling. You want automation that can intelligently select interviewers, schedule for speed or for “best fit,” and identify interview options spanning one or multiple days.

7. Evolution of Pay Transparency

Pay transparency made a splash in 2022. New York City joined the ranks of Colorado and Connecticut in requiring companies to include salary ranges in job postings, and California is soon to follow in 2023. 

By the beginning of 2023, one-fifth of U.S. workers will be covered under pay transparency laws. As workforces and candidates demand discussions on salary, HR and talent acquisition must respond. Are you prepared?

Two Strategies for Success:

  • Determine your transparency level. Not every organization is ready to go all-in on full transparency. As a starting point for identifying where you want to be on the spectrum, survey employees to understand what they’d like to know about salaries.
  • Get real during the interview process. Don’t wait until the last moment to disclose the true salary offer. Yes, candidates want to do meaningful work, but they also want to be paid well while doing it. They want to discuss compensation in early conversations to know if the role is worthwhile.

Ring in the New Year With Powerful Recruitment Tech

Now that you’re caught up on the biggest talent acquisition trends coming in the new year, we have one final suggestion to make 2023 your team’s best year yet. Start the year off on the right foot with best-in-class recruiting tech.

GoodTime Hire helps reduce your time-to-hire, crush your goals, and deliver a seamless candidate experience. Hire automates the entire interview scheduling process to create the optimal schedule for candidates and interviewers and get to the offer stage faster than ever.

See how Hire can transform your recruiting process today.

What Recruiters Must Know About the (Still) Tight Labor Market

Recruiting in the tight labor market.

Think it’s no longer a tight labor market? Think again. While the hiring landscape is constantly in flux, the shallow talent pool has remained consistent. When there’s a lack of candidates and an abundance of vacant roles, recruitment teams must think differently about the ways that they hire. Old processes and workflows cannot remain the same. 

Here’s what recruiters must know to successfully navigate this (still) tight labor market, make the most of their candidate pipeline, and fill their vacancies.

Population Ages and Labor Supply Shrinks

People are aging out of the workforce in droves. In the next decade, the supply of working-age people in the U.S. will decline by 3.2%. The number of people over 65 years old will reach 1.3 billion in the next 20 years.

The aging population coupled with the pandemic’s lasting effects on the labor force creates a perfect storm. There are over 3 million fewer Americans in the labor force today than there were in February 2020. Even if every unemployed person in the U.S. found employment, there would still be 4 million open jobs. 

Unemployed workers who lost their jobs during the pandemic cite a variety of reasons as to why they haven’t returned to work. Some (27%) say that the need to care for their family members has made it difficult to return to the workforce, and others (28%) say that their own declining health stands between them and a new job.

What does all of this mean for talent acquisition professionals? In short, qualifying and hiring enough candidates to fill their vacancies won’t get easier anytime soon. 

It’s a Candidate’s Market—and You Must Adapt

With employers chomping at the bit to fill their vacancies, candidates have the upper hand. It’s not just a tight labor market—it’s a candidate’s market, and they have a robust wish list for recruitment teams and future employers.

What Candidates Want From the Hiring Process

Before candidates even consider accepting a job offer, candidates have specific expectations about the interview process. Whether the hiring experience lives up to expectations heavily dictates if talent teams can turn their offer into a “yes”:

  • Respect their time. Candidates want to interview at times that are convenient for them. They appreciate it when recruiting teams ask for their availability first. Scheduling a disruptive all-day interview leaves a bad impression; they’d rather interview in chunks scheduled across a week. 
  • Smooth out your process’s kinks. Speed and efficiency win candidates. They won’t stick around for a long, drawn-out hiring process. The more that you optimize your operations to deliver the most efficient experience possible, the better. (Hint: automation and standardization can help with that.)
  • Practice salary transparency. Waiting until the last moment to disclose a role’s salary is a risky move. Candidates want to do meaningful work, but they also want to be paid well in the process; they want to discuss dollar signs in early conversations to know if they’re wasting their time. 
  • Define what a “great work-life balance” means. Your job description might applaud your company for offering employees a work-life balance, but what does that really mean? Interviewers should come prepared to provide anecdotal evidence on how their company follows through on this promise. 
  • Show diversity through your interview panels. No one likes someone who’s all talk and no action. You can’t just say that you value DE&I—you have to show it. One way to do this is by ensuring that your interview panels consist of a diverse range of interviewers. This will give candidates a glimpse into the diversity of your company’s employees.

What Candidates Want From Their New Roles

Even after a candidate accepts an offer, talent acquisition professionals aren’t in the clear just yet. Acquisition and retention are two sides of the same coin, both equally important. 

If talent teams want to not only acquire but retain their new hires, they should get familiar with what candidates value in the workplace. Here’s how candidates rank their priorities:

  1. Compensation & benefits
  2. Work-life balance
  3. Remote & flexible work arrangements
  4. Opportunities for upskilling
  5. Opportunities for career advancement
  6. Work that creates a real impact
  7. Job security
  8. Happy coworkers
  9. Helpful management
  10. Culture of innovation

Ways To Widen the Talent Pool You (Likely) Haven’t Tried

What’s a talent team to do when there’s a shortage of qualified candidates? Have no fear—there are several strategies for widening the candidate pool that you likely haven’t tested:

  • Emphasize university recruiting. As older employees leave the workforce, new graduates enter it. Young prospective workers with fresh skills and perspectives are viable targets for recruitment teams in a talent drought. 
  • Give returning citizens a chance. With recruiting teams scrambling to find talent, more companies are providing opportunities to formerly incarcerated individuals. While workers with criminal records face negative biases, research shows that they tend to have longer tenures and are less likely to voluntarily quit their jobs. 
  • Hire across the globe. Candidates are hungry for remote work—and your talent team is hungry for candidates. To meet in the middle, consider hiring remote candidates. We know, remodeling to accommodate remote talent is a big lift, but boy does it pay off. 
  • Prioritize continuous candidate engagement. Practicing continuous candidate engagement means engaging and re-engaging candidates before, during, and after the hiring process. You’ll have a pool of quality, pre-vetted candidates to consider for opportunities. This way, you won’t have to source new candidates every time a role opens up. 

Thrive in the Tight Labor Market With Quality Recruiting Tech

Still scratching your head and wondering how to succeed in today’s tight job market? The right recruiting tech can alleviate all of your hiring headaches in one fell swoop. 

GoodTime Hire allows you to maintain a high-quality candidate pipeline, move fast on the best talent, and effortlessly crush your hiring goals. Hire automates the entire interview scheduling process to create the optimal schedule for candidates and interviewers and get to the offer stage faster than ever.

See how Hire can transform your recruiting process today.

Tech Recruiters Have a Time-to-Hire Problem. Here’s How To Fix It.

Tech recruiters collaborating.

In the war for tech talent, no recruiting team wants to be left in the dust. Decreasing your time-to-hire is a reliable way to outpace the competition. Yet based on the data from our 2022 Hiring Insights Report: Technology Industry, few tech recruiters have seen their time-to-hire decline.

If alarms aren’t going off in your head, they should be. A long, inefficient hiring process is a candidate-repellant (and recruiting tech talent is already hard enough). 

Tech recruiters should take proactive steps to decrease their time-to-hire—and we’re here to help them do that.

What is Time-to-Hire?

First, let’s get back to the basics. Average time-to-hire refers to the time that passes from when a candidate submits their application to when the candidate accepts a job offer.

Note: this isn’t the same as time-to-fill, but they’re often confused with each other. The interval for time-to-fill begins before time-to-hire; it measures the time from when a job requisition is posted to when a candidate accepts an offer.

What’s a “good” time-to-hire for a tech company recruiter? It’s hard to say. Average time-to-hire ebbs and flows with economic and market conditions, the seasons, and requisition loads. 

Even company size matters. The average time-to-hire for smaller tech companies is 29 days, while larger tech companies see an average of 43 days. Smaller tech companies tend to have fewer hoops to jump through to bring on new hires, which decreases time-to-hire. 

The State of Tech Recruiting’s Time-to-Hire

How did tech companies stack up in 2021? We conducted our 2022 Hiring Insights Report: Technology Industry to find out. After surveying 409 talent leaders across the tech industry in the U.S., we saw that the industry’s time-to-hire isn’t a pretty picture.

The majority of talent teams in tech—58%—said that their time-to-hire increased. Only 9% saw it decrease. 

But not everything from our survey is doom and gloom. Talent leaders said that improving hiring efficiency is currently their biggest focus area for the future (41%). With the current condition of their time-to-hire, hiring efficiency needs all of the focus that it can get. 

Why Does This Matter?

There are innumerable benefits to keeping a firm pulse on your time-to-hire and taking active steps to decrease it. Here are a few reasons why time-to-hire matters:

  • Slow processes kill a candidate’s interest. A short time-to-hire keeps candidates engaged.
  • Hiring fast increases the chance that you’ll win the most qualified candidates before your competition.
  • Time-to-hire illuminates the bottlenecks in your hiring process, and your holistic ability to compete in the market.
  • Agile recruiting provides candidates with a smooth hiring experience and boosts your employer brand.
  • Lengthy hiring processes that leave positions unfilled negatively impact company revenue.

The tech industry’s increasing time-to-hire is concerning. Even as hiring slowdowns and fears of a tech recession ricochet across the industry, time-to-hire is still a critical KPI. 

Regardless of hiring volume, hiring with speed is of utmost importance. If your company is hiring at its normal volume, you’ll face the challenge of finding and winning enough qualified candidates. If your company is hiring to a lesser degree, you’ll need to hire fewer but higher quality people. 

No matter what group you reside in, establishing an efficient hiring process to decrease your time-to-hire is the key to securing the best talent. 

How to Fix Tech’s Time-to-Hire Problem

From implementing automation to keeping candidates engaged, tech recruiters must institute the right processes to get talent in the door faster while still delivering the high-quality hiring experience that candidates expect.

1. Let Your Hiring Data Be Your Guide

There’s always something to learn from your data, especially when identifying and resolving efficiency gaps. Use the data on your hiring process to diagnose what’s helping and hurting your time-to-hire. Then, you can make adjustments accordingly. 

For example, what does your response rate look like? Are candidates more receptive to correspondence via email or text? And what about your time between stages? Are you keeping your talented candidates waiting days and days before moving them on to the next interview?

2. Get Real With Your Hiring Manager

We’ve said it once, and we’ll say it again: the “perfect candidate” doesn’t exist. Your picky hiring manager with a laundry list of requirements, searching for their purple unicorn candidate, is in for a rude awakening once their role sits open for months. 

The importance of creating alignment between hiring managers and recruiters early on cannot be overstated. Hold an intake meeting to discuss what a realistic ideal candidate looks like, and what touchpoints are necessary to hire this person. 

Here are several other topics to cover in your intake meetings:

  • Ideal candidate profile
  • Hiring process objectives
  • Job requirements
  • Title & salary
  • Hiring process stages
  • Sourcing strategies

When done correctly, the alignment from intake meetings ensures that the hiring process moves along at a steady pace and onboards the right person in a timely manner.

3. Say Goodbye to Manual Interview Scheduling

No matter the industry or company, all recruiting coordinators know the pain of sifting through calendars to find the perfect interview time. Manual scheduling invites hiring delays and bottlenecks—and nobody wants that. 

And what about when one of your interviewers cancels last minute? (Because yes, you know it’s going to happen.) Then suddenly you’re back to square one, up to your eyeballs in calendars, looking for an alternate interviewer with a free afternoon to speak to your candidate.

Automation is the solution to your interview scheduling headaches. By leveraging the right tech to automate your scheduling process, you’ll get a meeting on the books within seconds. Don’t believe us? Check out the difference that automation made for HubSpot’s talent team. 

4. Capture Your Candidate’s Attention

If you struggle to get talent to say “yes” to offers, or if candidates drop out left and right, then you have a candidate engagement problem—and this means bad news for your time-to-hire.

Every touchpoint in your hiring process should engage candidates and nurture your candidate relationships. If candidates don’t feel connected to your talent team, your company will quickly fade into the background amid competing opportunities (that’s right, your candidates are most certainly shopping around).

The secret sauce to cultivating impactful candidate relationships consists of four pillars:

  • Genuine Connection: Candidates want to have meaningful conversations about your company’s mission, culture, and DEIB beliefs. They want to uncover if they align with what your company stands for. 
  • Transparency: Candidates expect a transparent hiring process. Candidates want open communication from employers. Most recently, at the top of their wish list is pay transparency.
  • Adaptability: Your hiring process must adapt to the calendars of your candidates. They want to schedule interviews at times that best fit their everyday lives.
  • Candidate Well-being: Candidates want to understand how your company proactively supports employee mental health, and learn about any related benefits that are offered.  

Hey Tech Recruiters: Want More Hiring Trends?

Don’t let a skyrocketing time-to-hire bring your hiring process down. To keep your time-to-hire in check, get into the habit of identifying bottlenecks and optimizing your process for speed and efficiency.

If you want to learn more about the latest trends in tech hiring, then read through our 2022 Hiring Insights Report: Technology Industry. It’s one of the best ways to keep pace with the evolving landscape.

Download the report today to see how tech companies are adapting their hiring.

Neurodiversity Hiring: The Essential Guide

Neurodiversity hiring in action; recruiter speaking to a candidate.

A diverse workforce is invaluable to a company’s innovation, creativity, and holistic success. In fact, diverse teams produce 19% higher revenue (no joke). But while talent acquisition professionals have turned their attention to attracting and supporting candidates from diverse backgrounds, neurodiversity hiring is still overlooked.

Neurodiversity refers to variations in the way that people’s brains work. The term is often used in reference to people with autism, ADHD, dyslexia, and other neurological conditions. 

Despite the benefits of a diverse workplace, the hiring process often leaves neurodiverse candidates at a disadvantage. Traditional recruitment methods favor neurotypical candidates (people with “typical” neurological development or functioning). This makes it incredibly hard for neurodiverse individuals to land roles; one in five adults with autism is unemployed.

It’s time to close the neurodiversity hiring gap. Here’s how to make your hiring process inclusive and supportive of neurodiverse candidates.

1. Recruit With the Right Mindset: Differences, Not Deficits

Neurodiversity represents differences in cognitive functioning, not deficits. Take this sentiment and make it the foundation of your neurodiversity hiring efforts. Viewing neurodiverse candidates as less adept than their neurotypical counterparts is harmful and completely incorrect.

Neurodiversity brings fresh perspectives and out-of-the-box thinking to the workplace. Neurodiverse talent deserve an equal shot at employment, just as all candidates do. 

2. Partner with Experts in Neurodiversity Hiring

Supporting and hiring neurodiverse candidates might feel like uncharted territory. If you’re questioning whether you have enough knowledge to implement effective initiatives, reach out to expert organizations for help.

For instance, the non-profit organization Specialisterne helped Goldman Sachs shape its Neurodiversity Hiring Initiative internship program. Neurodiversity in the Workplace, another non-profit organization specializing in supporting neurodiverse candidates, has partnered with Dell and VMware to set up their neurodiversity hiring programs.

3. Make Your Job Adverts Inclusive of Neurodiversity

Convoluted, exclusionary job adverts can dissuade neurodiverse talent from applying to your organization. Even if you think your job adverts are inclusive, give them another glance and analyze them from a neurodiverse applicant’s perspective.

Part of using inclusive language involves using concise, plain words and phrases that could be understood by any applicant, regardless of their cognitive differences. Are your adverts straightforward? Or do they include unnecessary corporate jargon? 

Candidates from underrepresented groups (URGs), like neurodiverse candidates, have a tendency to self-eliminate from the hiring process if they don’t meet all of the requirements. As one of our many inclusive recruiting best practices, remove any requirements that aren’t directly conducive to success in a position. 

If you don’t already have one, draft up a diversity and inclusion statement for all of your adverts. SHRM has provided a template to use. State your willingness to make reasonable accommodations in the application and/or hiring process; this will go a long way in making neurodiverse talent feel confident enough to apply.

4. Schedule Interviews Across Multiple Days

Some neurodiverse candidates practice masking when they interview, a method where they hide certain traits and behaviors to pass as a neurotypical person. Now, imagine having to do that for hours on end in back-to-back interviews—yeah, it’s rough.

All-day interviews can feel like an inconvenience to neurotypical candidates and an incredibly exhausting ordeal to neurodiverse candidates. Luckily, there’s an easy solution: break up the interviews into chunks across multiple days. This gives neurodiverse candidates time to decompress and prepare themselves for the next meeting.

And if there was ever a time to ditch all-day interviews, the time is now. With the rise of remote work and remote recruiting, the traditional all-day, onsite interview is quickly becoming an outdated practice. Our thoughts? Good riddance. (What, too harsh?)

5. Interviewing Neurodiverse Candidates: Prioritize Training

Whether your candidate is neurodiverse or neurotypical, training your interviewers and modifying your interviewing tactics for inclusivity benefits all candidates. (Need a guide on all-things interviewer training? Check this out.)

Here are several quick tips for interviewing neurodiverse talent:

  • Select questions about a candidate’s work experience and skill set; avoid hypotheticals.
  • Be direct with your questions. Don’t be vague.
  • Neurodiverse candidates might struggle to make eye contact or fidget. Don’t let body language influence your decisions.
  • Patience is a virtue: allow candidates time to gather their thoughts, and don’t interrupt.

6. Ask for Candidate Feedback—and Use It

Did you know that 75% of candidates report rarely or never being asked their opinions, even though 68% want to provide feedback after an interview? Talk about a missed opportunity.

Collecting feedback from neurodiverse candidates gives you insight into the quality of your hiring process. You’ll find out if your process is really as inclusive as you think it is, and learn how you can improve the interviewing experience for future candidates. 

If you’re questioning whether you have the bandwidth to kickstart a feedback collection initiative, the answer is yes. You just need the right tech tools to automate the process.

Keep Inclusivity at the Center of Your Hiring Process

Neurodiversity hiring doesn’t have to be complicated. It begins with putting yourself in your candidates’ shoes and fine-tuning your hiring process. Celebrating neurodiversity is the right thing to do, and it gives your team an edge over the talent competition.

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

Hire’s self-identification tagging system allows you to group interviewers based on characteristics—such as “nerdette” for female engineers—to create panels that represent the diverse perspectives at your company.

Learn more about how Hire can help elevate DE&I in your hiring process today.

What a Tech Recession Means for Your Recruiting Team

Hiring team strategizing for a tech recession.

As the U.S. prepares for a looming economic crash, layoffs and hiring freezes sweep through the tech industry. With a possible tech recession on the horizon (yes, we said the “R” word), Big Tech and startups alike are battening down the hatches. 

Now that tech companies are reeling in or freezing their hiring, the role of recruitment is in flux. How would a tech recession affect recruiting operations? And most importantly, how should talent acquisition professionals ride out the storm?

The State of the Tech Industry

What goes up must come down. After 2021’s rapid-fire hiring, soaring startup valuations, and wild rides on Wall Street, the tech industry’s growth is losing momentum. With evidence of declining sales and profit margins across the US, and worries that they might’ve hired too rapidly and expanded too much last year, tech companies are bracing for rough waters.

Companies have trimmed their budgets and their workforces to cope with the economic uncertainty. Each passing month brings more high-profile tech layoffs. Thus far in 2022, over 120,000 workers in the tech industry have been laid off. Twitter, Netflix, Snap, and Robinhood are among the organizations that have made cuts.

1 in 5 tech companies feels they are not prepared for a recession. There’s palpable stress and confusion in the air (“Is this a recession?” “What’s even going on?”). Yet talent teams should take comfort in knowing that the economy is constantly ebbing and flowing. The sooner that teams learn how to navigate the tides, the better off they’ll be.

So You’re Facing a Potential Tech Recession: Now What?

No matter if your company is hiring in full force or if you’ve slowed down your operations, now isn’t the time to sit around. Tech recruitment will inevitably rebound. And when it does, you’ll want to be in the best position possible to secure the top candidates.

The tech downturn offers a golden opportunity to optimize your hiring process to guarantee future success. Yet our 2022 Hiring Insights Report: Technology Industry data shows that tech companies have a pattern of too much talk and too little execution. (Recruiters outside of tech are guilty of this, too.)

They recognize what actions will help them hit their hiring goals, but they rarely actually take action. If tech companies want to make the most of this hiring downturn, inaction is not an option.

We recommend that you focus your tech recruitment efforts on these three areas:


Female, Black, and Hispanic workers make up just a fraction of the tech workforce. Men hold 73% of tech jobs in the US, and white Americans hold 62% of tech jobs. Even though Black Americans make up 14% of the population, they occupy just 7% of tech jobs.

Today’s Distance Economy opens up talent pools to a wide range of candidates from underrepresented groups (URGs). Those candidates expect to see an emphasis on DEIB in the hiring process. 

The Data on DEIB

The tech industry at least sees the value in diverse candidates. Respondents from our report said that “diversity of candidates” is the second most important metric to their company, only after quality of hire. But is this all just…talk?

When asked which aspects of their hiring process they plan to improve in the next 12 months, prioritizing DEIB was the second lowest response at 34%. Respondents were also least likely to communicate DEIB to candidates during the hiring process (32%).

Where Tech Hiring Must Improve

We know what you’re thinking, and you’re right: creating effective DEIB initiatives is a heavy lift. Most companies spent last year rapidly hiring, which made uplifting DEIB seem impossible.

Yet for many tech companies right now, hiring has cooled down. With a tech downturn towering over the landscape, refining the hiring process is a growing priority. Now is the perfect time to give DEIB the attention that it deserves.

Here are several ways to do exactly that:

  • Train interviewers on acknowledging and reducing their own biases (we can help with that).
  • Diversity matters. Ensure that the employees in your interview panels are diverse, not homogenous. 
  • Audit away your job descriptions. Remove any exclusionary language.

2. Candidate Relationships

The quality of your hiring process can make or break a candidate’s hiring experience (yes, the pressure is on). One of the most telling signs of a high-quality process is its ability to create strong relationships between candidates and your hiring team.

Candidates expect to be seen as more than just a number; they want to feel that their time and talents are valued. 

The Data on Candidate Relationships

Thankfully, talent leaders in tech recognize that candidates want to be prioritized. Forty-seven percent of tech companies from our report agreed that in the past 12 months, meaningfully connecting with candidates has become crucial. 

Yet here’s where the problem arises: only 34% of tech talent teams built better candidate relationships. Only 35% plan on improving relationships with candidates in the months ahead. To make matters worse, the majority of respondents (67%) ignore a crucial pillar of healthy candidate relationships: candidate well-being.

Where Tech Hiring Must Improve

If all hiring teams had time to improve their candidate relationships, then everyone would do it. That’s the endless struggle for these teams: too many initiatives to implement, and not enough time. 

Luckily, today’s slower-paced tech hiring environment opens the door for teams to focus on this task (thanks, tech recession). 

Here are several ways to help your candidate relationships flourish: 

  • Train all interviewers on proper interviewing etiquette. They’re your brand ambassadors!
  • Collect feedback from candidates. How else will you know if your relationships are translating?
  • Be ready to get transparent; candidates don’t want to beat around the bush on salary expectations.

3. Hiring Efficiency

We can’t highlight hiring quality without giving attention to its gutsy sibling: hiring efficiency. Hiring efficiently and fast is a must-do, no matter the industry’s climate. 

Regardless of hiring volume, the competition for quality talent isn’t going anywhere. The best candidates get snatched up in as little as 10 days. You need to move fast on candidates, or else another hiring team will swoop in.

The Data on Hiring Efficiency

In the past year, improving overall hiring efficiency was the main focus area for tech companies (42%). Likewise, this is still their biggest priority for the next 12 months (41%). 

Greater efficiency reduces your time-to-hire. So, where did the tech industry’s focus on improving efficiency lead them? Here’s a hint: probably not where they’d like to be. The majority of talent teams in tech said that their time-to-hire increased. Less than 10% saw it decrease.

Meanwhile, talent leaders in tech possess different perspectives on hiring efficiency. Sixty-five percent of C-Suite executives rated their process as very efficient while only 33% of directors stated the same. Evidently, employees with closer proximity to the hiring process have a different perspective on business efficiencies.

Where Tech Hiring Must Improve

Whether economic conditions have shifted your attention from hiring fast to hiring with precision, or if hiring at the speed of light is still your goal, hiring efficiency shouldn’t sit on the back burner. 

Speed to hire should always be a critical KPI for tech companies. Here’s how to optimize your hiring efficiency: 

  • Automate, automate automate. Implement scheduling automation to reduce the time spent coordinating interviews (the right tech can help with that).
  • Use email templates to standardize your communications with top talent.
  • Make data your best friend; dig into your hiring analytics to identify efficiency gaps.

Want More Tech Recruiting Trends?

If you want to succeed amid this period of uncertainty—and for years to come—you need to keep your finger on the pulse of the industry’s latest hiring trends. Our 2022 Hiring Insights Report: Technology Edition is here to give you the inside scoop.

Download the report today to see how tech companies are adapting their hiring.