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.

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. 

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.

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.

Losing Candidates? Subpar Scheduling Automation May Be the Culprit

Recruiter frustrated with their lackluster scheduling automation.

Are you consistently losing candidates, even though your hiring process seems to be in great shape? You may be overlooking one significant culprit: low-quality scheduling automation.

As talent acquisition teams juggle multiple calendars, time zones, and interviewer loads, leveraging scheduling automation is an absolute necessity to coordinate fast and intelligently. Automation is invaluable to the scheduling process…until it isn’t.

With some interview management systems, the promise of automation doesn’t deliver. Not all tools can navigate the twists and turns of modern-day interview scheduling. Subpar scheduling automation makes a recruiter’s job harder and degrades a candidate’s hiring experience. 

What Does Subpar Scheduling Automation Look Like?

If your scheduling automation can’t handle the complexity of everyday scheduling, then you have low-quality automation. This type of automation presents suboptimal scheduling decisions as the “best fit.” It doesn’t think like a recruiting coordinator would.

Subpar automation can’t handle the turbulence of the recruiting landscape, where interviewer availability can shift at a moment’s notice. If you can’t trust your system to adapt to changes and make the best scheduling decisions, then is your automation really saving you time?

How Lackluster Automation Deters Candidates

Candidates expect a fast-moving, frictionless hiring process that positively connects them to your culture and team. Lackluster automation delivers the exact opposite experience. Here’s how:

Candidates Are Picky—and Poor Automation Is a Turnoff

Today’s record-low unemployment rate makes finding stellar talent a challenge. To ramp up the pressure, candidates are increasingly selective when vetting job offers. Nearly half (49%) of candidates have turned down an offer due to a bad recruiting experience. Candidates have high expectations of your process—and you better live up to them. 

Recruiting teams need to be on their A-game to impress picky candidates, and that means leveraging intelligent HR technology. Poor scheduling automation creates a clunky process filled with bottlenecks. That’s a major turnoff.

Top Candidates Lose Enthusiasm When There Are Delays

Put yourself in the shoes of a candidate. A recruiter approaches you for a phone screen—success! You give them your availability, but then a week goes by without any communication. Did they just ghost you? Ouch.

Suddenly, the recruiter reaches back out: your interview is scheduled. It’s about time. You complete the interview, yet then the cycle of delayed communication starts once again. Time to apply to other companies.

Doesn’t sound like a pleasant hiring experience, does it? It certainly doesn’t match up with expectations; 55% of candidates believe that it should take one to two weeks from the first interview to receive an offer. When scheduling automation creates delays, candidates steadily lose enthusiasm and opt out of your process.

Candidates Flock to Companies With Refined Automation

Almost all candidates have multiple companies vying for their attention. If you don’t hire with polished automation, another company will. (Hint: that’s the company that candidates will run to.)

A tech solution that doesn’t create a compelling hiring experience or cultivate bonds with candidates drives talent straight into the arms of competitors.

What Does Intelligent Scheduling Automation Look Like?

Intelligent scheduling automation revolutionizes the hiring process. It knows just as much (or more) about your interview team and workflow as you do. High-quality automation can be just the thing that makes your hiring process impress top talent.

Intelligent automation possesses advanced calendar awareness. It’s able to schedule for both speed and “best fit.” Intelligent automation is also agile; it can handle a request to change or reschedule an interview in a matter of seconds. Overall, this automation considers the nuances of your company’s calendar so that it truly thinks like a recruiter.

How Smart Automation Engages Candidates

While smart automation makes a recruiter’s job easier, it also enhances a candidate’s experience with your team and your company.  Here’s how:

Caters to Your Candidate’s Schedule

It’s a candidate’s market; talent teams must schedule to accommodate their candidate’s calendar, not just their own. Intelligent automation puts this in motion.

Perhaps an interviewer’s first available time slot is too far into the future, and you don’t want to keep your candidate waiting too long. (They’ll either lose interest in you, or another company will scoop them up!) Have no fear: intelligent automation knows how to ignore certain scheduling restrictions to schedule the interview sooner.

Yet sometimes, getting a candidate in front of your team as soon as possible isn’t the priority. Maybe you’d rather schedule a time when interviewers with the most relevant skills can speak to the candidate. (This is a surefire way to improve the candidate’s interview experience!) In this case, smart automation can schedule a meeting time that’s a “best fit” for this factor.

Enriches the Hiring Experience With Personalization

Personalization makes people feel special, and the same applies to candidates. It’s why you always see personalized name keychains in gift shops; people love a personal touch. It’s only human nature.

Sending automated, personalized meeting reminders adds a human element to the hiring process. This fosters meaningful connections with candidates and makes the scheduling process feel less “robotic.” When it comes to enhancing a candidate’s hiring experience, the best automation to use is the kind that feels a little less automated and a little more human.

Eliminates Delays and Keep Candidates Interested

If you‘ve ever had interviewers bow out or change their availability, you know how many bottlenecks that can cause. To make matters worse, candidates lose interest when they’re met with scheduling delays. Luckily, the right scheduling automation can eliminate this problem. 

Smart automation sorts through countless scheduling options to identify the top choice. Even if an interviewer or a candidate’s availability changes, smart automation adapts to display the best options. No bottlenecks mean happy candidates.

Schedule Smarter and Win More Talent Today

If you’re thinking, “There’s no way that a software can handle the complexity of our scheduling process,” think again. Start scheduling smarter today with GoodTime. 

GoodTime Hire’s new Flexible Scheduling delivers scheduling automation that you won’t need to second-guess. Recruiters who use Hire’s Flexible Scheduling know they can trust the solution to make the right interview scheduling decisions, no matter the complexity.


Learn more about how Hire’s Flexible Scheduling can revolutionize the way that you schedule.

Remote Hiring 101: How to Convey Company Culture

Recruiter conducting remote hiring.

In any hiring process, there’s a fair chance that candidates will ask, “How would you describe the company culture?” Candidates deeply care about company culture; 72% would reject an offer because they feel disconnected from the culture. Yet in a remote hiring process, culture can get lost in translation.

Touring an office and shaking hands with employees makes the intangible concept of company culture incredibly tangible. But with remote hiring now the norm, recruiting teams grapple with conveying culture through a Zoom screen.

Recruiters must take a thoughtful approach to sharing company culture—a difficult task, but not impossible. Read on for our top tips on how to communicate culture when hiring remotely.

Before the Remote Interviewing Stage

While most hiring teams focus on conveying culture during interviews, you shouldn’t ignore the pre-interview stage. First impressions matter; it’s important to communicate your culture before candidates even walk through the (virtual) door.

Optimize Your Careers Page

The careers page is much more than a place to display job openings. With the proper optimization, your careers page can act as a gateway into your company culture.

Our friends at Greenhouse gathered several examples of careers pages done right. Here are some elements from those pages that make company culture stand out:

  • Clearly defined mission and values
  • Company story
  • Quotes from employees
  • Videos/photos of employees collaborating
  • Engaging interactive features
  • Strong brand voice and tone

Fine-tune Your Interview Scheduling

Don’t underestimate the significance of the interview scheduling stage. The way that you navigate this stage reflects your company culture. To communicate a culture of understanding and empathy, you need to show it through your scheduling.

For instance, accommodating a candidate’s schedule conveys that you value their time. Be sure to ask for your candidate’s availability upfront. 

Another way to communicate an empathetic, flexible culture is by straying away from all-day interviews. Scheduling all-day interviews suggests that your company doesn’t value a work-life balance. Most candidates would much rather interview in chunks across several days. 

During the Remote Interviewing Stage

Once you reach the interview stage, it’s time for all systems go. This is the prime opportunity to relay what your company culture is like. 

Nearly all (90%) of the companies from our 2022 Hiring Insights Report said that they designed their interview process to reflect their culture. However, 47% said that they don’t actually communicate their culture to candidates. 

Don’t be like those companies. Here’s how to make your culture loud and clear.

Train, Train, Train Your Interviewers

Your interviewers are your company’s spokespeople. Their interactions with candidates should align with your culture. That’s why it’s essential to have each interviewer participate in interviewer training. 

Interviewers should learn how to speak about company culture in a vivid, true-to-life manner. This doesn’t mean listing a jumble of different adjectives. (What does having a “fun” culture even mean?) Instead, interviewers should share concrete, specific examples that paint a picture of your company.

Emphasize Diversity in Interview Panels

Remote hiring opens the door to a broader talent pool—and more diverse candidates. These candidates want to know that DE&I is vital to your company culture. But they don’t want to be told that your company cares about DE&I—they want to see that your company cares about DE&I.

One of the best ways to show that DE&I is crucial to your culture is by increasing the diversity in your interview panels. Candidates from underrepresented groups want to be interviewed by diverse interviewers with whom they share traits. Seeing employees similar to them makes candidates feel represented by their potential employer.

After the Remote Interviewing Stage

The post-interview stage can be a nerve-wracking period for candidates. “Did the interviewers like me? Did I interview the best that I could?” How you approach this stage says a lot about your organization and company culture.

Keep Consistent Communication with Candidates

Is there anything worse than a recruiter who ghosts candidates? Interviewing can be a high-stress ordeal for candidates, and dropping contact with them out of nowhere can kick their stress into overdrive. 

Ghosting reflects incredibly poorly on your culture; if candidates feel mistreated before joining your company, how can they expect it to be any different as an employee?

Be sure to maintain consistent communication with candidates. If setting up a second interview takes you longer than expected, give candidates a quick update to show that you haven’t forgotten about them. Not only will this reflect positively on your culture, but it’ll also dissuade candidates from looking for opportunities elsewhere.

If Rejecting Candidates, Do it With Tact

No one likes to deliver bad news—especially when it’s employment-related. Rejecting candidates is an unfortunate yet necessary part of being a recruiter, and there’s a right and wrong way to do it.

The way that you reject candidates says a lot about your culture. Tactfully rejecting candidates sends the message that your company has a heart. A personalized email with thoughtful wording breaks the news in a considerate manner. 

And remember: delivering bad news is better than providing no news. A survey found that a whopping 75% of candidates never hear back from an employer. Receiving no response after trying your hardest in an interview deals a significant blow to your self-esteem; deliver the rejection as soon as possible so that candidates can move on and discover the job that’s right for them.

Level Up Your Remote Hiring Process Today

Amid your recruiting tasks, never lose sight of your company culture. It should permeate every corner of your remote hiring process (and it’s much easier to convey than you think). Successfully communicating your culture can be just the thing that gets candidates to a “yes” when it’s time to deliver offers.

To cultivate a remote process that’s head and shoulders above the competition, you need some extra firepower in your corner. You need GoodTime Hire.

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


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

Interview Scheduling vs. Speed Dating: Strangely Similar?

Two people at a speed dating event (similar to interview scheduling).

Do you have your eye on a fantastic job candidate? If you want to win their heart, consider taking inspiration from the speed dating world. (Yes, you read that right.)  

On the surface, speed dating and interview scheduling couldn’t seem more different. Yet these two spheres are strikingly alike, and there’s a lot that they can teach each other. 

Especially amid today’s hot talent market, where there are two jobs for every available worker, recruiters should borrow this crucial lesson from speed dating: success comes from moving fast. 

The faster a recruiter gets their talent team in front of candidates, the better their chances of landing a great new hire before another company secures them. 

The major common denominator in successful speed dating and interview scheduling is speed. How else are recruiters similar to singles looking to mingle—and what can recruiters learn from them? 

Learning #1: Prompt Scheduling Creates a Great First Impression

You’re gazing across the room, and there they are: someone who might be “the one.” You can feel it. You can’t wait until they rotate to your table for a quick one-on-one; you simply can’t leave without speaking with them. 

Time is of the essence when you see that special someone, and the same applies when you’re a recruiter sifting through applications. That’s why talent teams have no time to waste when they come across a compelling job applicant. Getting an interview on the books as soon as possible is the name of the game.

Acting with a sense of urgency gives a great first impression. It lets the other party know that your interest in them is serious. And when your goal is to create a genuine connection, first impressions are everything. 

In fact, a survey found that 48% of candidates are deterred from applying for jobs after poor first impressions. Set the right tone with candidates from the get-go by reaching out for an interview the moment that you realize they’d be a superb new hire.

Learning #2: You’re Not Your Candidate’s Only Admirer

You’re speaking to someone and you’re really hitting it off. You get swept up in the moment…but then the bell rings and it’s time to switch tables. You watch as they move on to talk to another person, and it looks like they’re also hitting it off. Ouch.

There are plenty of fish in the sea, plenty of singles at speed dating events, and plenty of companies in the world (and remote hiring has only increased the number of employers vying for your candidate). In other words, you’re probably not the only one that your candidate has their eyes on.

The average number of applications that job seekers send is 13. With candidates interested in such a variety of roles, talent teams need to differentiate themselves if they want to stand out from the competition.

To get a leg up on other companies, go the extra mile for your candidates. When communicating with them, respond to their concerns in a timely manner. But don’t forget to come prepared for the interview; you need to know your stuff when they ask questions! Fast interview scheduling isn’t impressive if the interview itself is shabby.

Learning #3: The Post-interview Follow-up Is Crucial

You’ve conversed with a few interesting people, yet no real stunners. Then suddenly, you meet the perfect match! But tread lightly: your next few actions are just as important as your first encounter with them. 

After you interview a star candidate, take a page out of the speed dating world’s book and immediately act on the next step: the post-interview follow-up. If you’re really interested in a candidate and want to keep them engaged, you have to show it. 

And if you don’t? They’ll flock to the other options that they have on the table. Nearly one-quarter of workers lose interest in an employer if they don’t hear back from them within one week after the first interview, and 46% lose interest if they don’t receive communication within one-to-two weeks post-interview.

Keep the enthusiasm going by getting the next meeting scheduled as quickly as you can. By minimizing the wait time in between interviews, your company will remain top of mind for candidates, and you’ll reduce your candidate drop-off rate. They’ll be just as engaged in the second interview as they were in the first.

Woo Your Candidates With Agile Interview Scheduling

In the recruiting world, the pressure to impress and win candidates is at an all-time high. If you don’t act fast enough, another employer will sweep them off their feet.

But by scheduling each interview with a healthy dose of speed, you’ll spark a connection with talent and make a lasting impression on them before the competition can even get a word in.

GoodTime Hire’s new Flexible Scheduling intelligently optimizes interviews across teams, tools, and timezones in seconds, saving time and getting you in front of candidates faster with an incredible experience, no matter the complexity.


Learn more about how Hire’s Flexible Scheduling can revolutionize the way you schedule.

10 Recruiting Statistics You Must Know to Succeed in Hiring

Keeping up with the latest hiring trends is the key to success. Lucky for you, we’ve compiled several crucial recruiting statistics that you must know to win candidates and optimize your hiring process.

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 talent. Read on for ten of the report’s most revealing recruiting statistics.

1. Less than 35% of companies give candidates office tours and free lunches

One-sided hiring practices are now relics of the past. When asked what they do to build connections with candidates, talent leaders selected “giving a tour of the office” and “free lunch during the interview” the least.

The highest ranked responses were candidate-focused hiring practices, such as “scheduling flexibility,” “demonstration of company culture, mission & values,” and “candidate interview personalization.” Companies recognize that superficial hiring tactics no longer win candidates.

2. 32% of HR leaders say “retaining top talent” will be their No. 1 challenge in the future

When asked which hiring challenges they expect to face in the coming months, the majority of HR leaders ranked “retaining top talent” as the biggest challenge. Tied for second (28%) was “a lack of qualified candidates” and “hybrid work challenges.” 

Considering the Great Resignation’s long-lasting effects in 2021, concerns regarding talent retention come as no surprise. If talent teams want to overcome this challenge, they must know this: retaining talent starts from the first moment that a candidate speaks to a recruiter. Teams must optimize their processes to exceed each candidate’s expectations.

3. 60% of companies saw their time-to-hire increase in 2021

The more efficient your hiring process is, the shorter your time-to-hire will be. However, 60% of companies saw their time-to-hire increase in 2021. Only 8% of companies saw their time-to-hire decrease.

The best candidates disappear from the market in just 10 days. If you don’t hire swiftly and efficiently (while still maintaining a high level of quality), you can bid top candidates good-bye.

4. 36% of HR leaders agree that communication is most valuable to candidates

When asked what is most valuable to candidates, 36% of talent leaders said that delivering “prompt, clear communication” would be most important to the candidate experience. HR leaders ranked “transparency in the interview process” (16%) as the second most valuable element.

Nobody likes being ghosted in the interview process. Sustaining consistent communication with candidates, such as emailing them updates on next steps, conveys a clear message that their time is valued.

5. 46% of HR leaders say that the value of candidate relationships is the No. 1 anticipated hiring change

When looking to the future, talent teams agree that forming genuine connections with candidates will be more important than ever. This is completely true; to win the best talent, investing energy into candidate relationships is non-negotiable.

Candidates are interviewing you as much as you’re interviewing them. Cultivating a connection with them throughout the hiring process maintains their interest amid a variety of other companies and job offers.

6. Three weeks is the average time-to-hire for companies

No matter the size or industry of their organization, all companies from our report experienced the same average time-to-hire: three weeks. 

During a time where the fastest companies often win the best candidates, keeping time-to-hire low is mission-critical. Talent teams should reassess their hiring processes, tools, and people to optimize themselves for speed. 

7. Just 33% of talent teams plan on prioritizing DE&I in the next 12 months

“Making DE&I a measurable priority” was the least-selected answer to the question, “Over the next 12 months, what areas will you look to improve in your hiring process?” Companies aren’t rolling up their sleeves to amplify DE&I, yet they should be.

Diverse teams produce 19% higher revenue. But besides that, focusing on DE&I simply makes sense. Today’s diverse candidates don’t just want to see an emphasis on DE&I in the hiring process—they expect it.

8. 45% of talent teams say that improving efficiency is their biggest focus

Improving DE&I might not be on the minds of talent teams, but improving efficiency certainly is. Boosting overall efficiency is the No. 1 focus area for talent teams in the future. In second place (41%) was “increasing personalization throughout the hiring process.”

This is a good sign. In today’s competitive job market, efficiency is everything and hiring fast is critical. A clunky, slow hiring process is sure to cause candidates to turn down an otherwise desirable job offer. 

9. 59% of hiring leaders communicate employee well-being to candidates

We asked respondents, “Which of the following do you communicate to candidates during the hiring process to attract top talent?” Hiring leaders selected “employee well-being” as the top response, with “company culture” coming in at second place (53%).

Employees innately seek belonging and psychological safety in their workplace; they want to see that their employer takes their well-being into consideration. Likewise, candidates want to feel confident that a potential employer would care for their well-being.

10. 37% of HR teams’ time is spent scheduling interviews

Talent acquisition professionals spend more than one-third of their time scheduling interviews. It’s clear why improving hiring efficiency is a top priority for talent teams. When a hiring process is optimized for efficiency, recruiting coordinators spend less time scheduling and more time on high-value tasks.

Enlisting the help of your HR tech stack (and adding the latest tech tools into the mix) is one surefire way to decrease the amount of time that you have your head stuck in calendars.

Interested in More Recruiting Statistics?

One of the best ways to improve your hiring is by using researched insights to inform your process. If you want to dig into even more of the latest and greatest recruiting statistics, we’ve got you covered. 


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

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.