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Tag: Candidate Experience

Intake Meeting Essentials to Streamline Your Entire Recruiting Process

Posted on by Jake Link

Bad hires are expensive. Not only do they take up valuable time and resources for companies, but the problems only get worse the more senior-level the hire is. To avoid costly mistakes, it’s essential for recruiters and hiring managers to facilitate an efficient hiring process with clear and open communication. However, many hiring teams overlook a crucial step: the intake meeting. 

Outlining expectations between recruiters and hiring managers in an intake meeting is a surefire way to hire the best talent, all while preventing the wasted time, frustrations, and headaches that result from choosing the wrong candidate.

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What is an intake meeting?

An intake meeting is when hiring managers and recruiters align on what the ideal candidate for a position looks like. This meeting takes place at the very beginning of the hiring process and should cover:

  • Goals for the recruiting process
  • A profile of the ideal candidate
  • Job requirements
  • Job title and salary
  • Stages of the hiring process and touchpoints
  • Sourcing strategies

The intake meeting occurs before the role is posted to ensure hiring managers and recruiters have a thorough understanding of how the hiring process should pan out. When done correctly, intake meetings help the interview process run smoothly by minimizing confusion down the road.

How effective intake meetings accelerate recruiting

1. Sharpens your shared understanding of the ideal candidate

The first step to a fast, efficient hiring process is to create an in-depth profile of the ideal candidate for the role. Before any interviews even take place, the entire hiring team should have a clear image of the skills, experiences, and traits they’re looking for. 

Intake meetings offer the perfect opportunity for recruiters and hiring managers to carve out these expectations together. After developing an optimal candidate profile, the profile can be used to write a well-defined job description that attracts the applicants the hiring team is looking for. 

Armed with a defined image of the best possible candidate, hiring teams can use this plan to easily identify applicants who do not meet the basic requirements discussed in the intake meeting.

2. Strengthens the recruiter-hiring manager relationship

An intake meeting acts as the glue that’s needed to hold the recruiter-hiring manager relationship together. The stability of this relationship heavily dictates whether a hiring process succeeds: studies show that a strong relationship between recruiters and their hiring managers is one of the biggest drivers of talent acquisition performance. 

In our recent conversation with TA leaders about tech hiring challenges, Ahryun Moon, Co-Founder and Head of Company Strategy at GoodTime, emphasized the importance of intake meetings for creating a shared understanding with the hiring manager of what a “top performer” actually looks like. Amanda Richardson, Head of People at Coderpad, backed this point up, saying, “Being transparent and clear along the way really goes a long way to align the recruiting team and the business team around what our objectives are.”

Jenny Jongejan, an experienced professional in talent acquisition, presented 4 things she always seeks to hash out clearly in intake meetings:

1. The reason for hiring: Which goal will this position influence?

2. The type of person you’re seeking: Which abilities, past experiences, and behavioral traits are you after?

3. The methodology for candidate assessment: How will you evaluate candidates at each interview stage to determine if they’re a good fit?

4. The benchmarks for evaluation: How do you differentiate between an average response and an outstanding one?

You can see Jenny’s full remarks in the clip below.

Setting aside ample time to meet with one another streamlines the hiring process by ensuring that all parties agree on realistic objectives. In turn, this prevents any future miscommunication or confusion that might prolong the hiring process or result in a costly bad hire. 

For instance, rather than facing difficulties down the line with trying to fill a role within too short of a time period, intake meetings allow recruiters to candidly discuss if a hiring manager’s expectations on the hiring process are actually attainable.

The trust, rapport, and mutual support that intake meetings foster between recruiters and hiring managers bolsters the hiring process with a solid foundation for success.

3. Reduces your time-to-hire

Intake meetings play a key role in reducing time-to-hire. Nearly every aspect of an intake meeting — from the way that they eliminate potential roadblocks to the way that they reduce back-and-forth communications between the recruiter and the hiring manager — is engineered to promote a quick hiring process.

In a time when competition for the best talent is more intense than ever before, companies with the most efficient hiring come out on top. Intake meetings boost recruitment efforts with exactly the speed that hiring teams need. While 55% of organizations do not utilize intake meetings, 30% admit that the hiring process takes longer without them.

When recruiters collaborate with hiring managers in intake meetings, they’re able to fine-tune their sourcing and drastically reduce their screening time. Some teams even review LinkedIn profiles that demonstrate who their ideal candidate is to further reduce their time-to-hire and establish how they can identify the best matches for the job.

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10 key questions to ask in your intake meeting or recruiting intake form

An intake meeting serves as your compass, helping you map out the journey to successful recruitment. To ensure you’re on the right path, consider these crucial questions to raise during your intake meeting, or include them in the intake form so you can discuss them together with the hiring manager in your meeting:

1. What are your goals?

Let’s start by setting the destination. What are your objectives for this hiring process? Understanding the bigger picture will guide our efforts and ensure we’re all moving in the same direction.

2. Who’s the ideal candidate?

Paint a vivid portrait of the candidate you’re seeking. What skills, experiences, and qualities should they possess? This shared vision will shape our search strategy and ensure we’re all on the same page.

3. What’s non-negotiable?

Let’s identify the must-haves. What are the essential qualifications, certifications, or experiences required for the role? Pinpointing these criteria upfront will help us sift through candidates effectively.

4. What’s the job’s scope and impact?

Understanding the role’s significance is vital. How does it fit into the broader team and company goals? This insight will help us attract candidates who are aligned with the role’s purpose.

5. How does the team collaborate?

Let’s dive into the team dynamic. How does this role interact with other departments or team members? This understanding will help us identify candidates who can seamlessly integrate and contribute.

6. What’s the timetable?

Time is of the essence. What’s the expected timeline for sourcing, interviewing, and onboarding? Aligning expectations here will help us maintain a steady pace and avoid any unnecessary delays.

7. How can we showcase the company in the hiring process?

Candidates are looking for a match beyond just skills. What aspects of the company culture and mission should we highlight to attract the right talent? This insight will help us craft compelling job descriptions.

8. How do you evaluate success?

Defining success is crucial. How will we measure the impact of this hire? Establishing clear metrics will guide our assessment process and ensure we’re all working towards the same outcome.

9. What’s the interview process going to look like?

Let’s map out the journey for potential candidates. What stages will they go through? Who will be involved in the interviews? Clarity here will streamline the selection process.

10. What can we learn from past hires?

Drawing from experience can be enlightening. What lessons have you learned from previous hires in similar roles? We want to both hire and retain top talent, not just initially get them on board. This wisdom can guide our approach and refine our strategy.

Asking these fundamental questions during your intake meeting can help lay a solid foundation for a streamlined and effective hiring process. Each response acts as a building block, constructing the path toward finding the right candidate for the role.

Don’t skip the recruiting intake meeting

As the recruiting world continues to change, one constant remains: the significance of the intake meeting.

This often underestimated step has the potential to redefine your hiring process. By collaboratively charting the course, clarifying expectations, and fostering a strong recruiter-hiring manager partnership, the intake meeting sets the stage for efficient hiring and a better candidate experience.

And while you’re at it, make sure you’re also regularly holding quality interview debrief meetings with hiring managers as well. This is your chance to examine candidates against the qualities you identified in your intake meeting. So quality intake and debrief meetings really go hand-in-hand.

Ready to learn more about streamlining your recruiting processes? See how GoodTime’s interview scheduling software can help you decrease your time-to-hire.

Remote Candidate Experience: 3 Simple Things You Can Do Today

Posted on by Rachel Heller

Remote work is here to stay. That means competition for top talent just took a hard left turn. Now more than ever, hiring leaders are stepping up their game to create a best-in-class remote candidate experience.

Over the past year, economic and social challenges drove many of us to reconsider how we spend our time, revisit our values, and hit the reset button on our lives. Our 2023 Hiring Insights Report found that 25% of hiring leaders found remote and hybrid work to be a major challenge this year.

Many high-performing job candidates who wouldn’t have previously considered remote work as an option now welcome the opportunity to work from anywhere.

That means if candidate experience mattered before…it really matters now. These candidates understand that the way they’re treated as a remote candidate is the way they’ll be treated as a remote employee. Do they have access to the information they need? Are their time and talents valued? Do they feel connected to the company’s people, its mission?

If you lead a remote team, here’s a quick guide to stepping up your game and creating a best-in-class remote candidate experience.

1. Make it easy for candidates to show off

Many of us became remote office pros over the past year. Creating lighting that flatters, troubleshooting our own technology woes, finding that elusive mute button, we’re doing it all. But that’s not the case for everyone. When interviewing candidates virtually, don’t assume they’re already remote work experts. 

Instead, when you’re hiring remotely, go overboard with clarifying the ins and outs of the virtual interview process. Make it easy for candidates to self-schedule their interview at a time they’ll feel their best. Give tips on background, lighting, and audio settings that will set candidates up for success. Take it from Blinkist, a nonfiction book summary service, who’s leading the way in remote candidate experience. 

Before interviews, a Blinkist recruiter sends each candidate an overview of what to expect, along with tips for a successful interview, information on the company’s mission and values, and names of the people they’ll meet throughout the process. As a result, candidates go into interviews confident, prepared, and ready to make their best impression.

Even better, the intention and thought they put into the process enables Blinkist to make a positive lasting impression on all candidates — even those who don’t get the job.

Expert take: The importance of the first call

We spoke with Socotra’s Head of Talent Acquisition, Dubi Ben-Shoham, about the role of candidate experience during a downturn. He shared that even in a so-called “employer’s market”, it’s important to prioritize candidates, and that starts with creating a great impression on your first call.

He shared with us, “Don’t underestimate the importance of having senior recruiters do phone screens. Connecting with a candidate on the first call is such a difference-maker when it comes to the candidate experience of the process. I have a lot of fun with that call. That is why we hit every single one of our hiring goals. Interviewing is stressful. If you can, get rid of the stress right off the bat.”

You can watch the highlights of our conversation with Dubi below.

Learn more about recruiting in a downturn or potential recession.

2. Can’t bring a remote candidate to the office? Take the office to them

Many candidates are most eager to learn about your company culture by touring company headquarters. When bringing everyone to the office isn’t an option, take the office to them.

Share company social media accounts with candidates so they can get to know you, send a video of colleagues introducing themselves, or put together a live employee panel event for post-interview Q&A.

Or, learn from Jet.com and their use of virtual reality to create a “show, don’t tell” experience for candidates. This online retailer’s immersive welcome experience enables candidates to get a full view of the company’s culture, people, and workspace—all through video. From observing a meeting with the CEO, to participating in a company-wide happy hour, this remote candidate experience leaves nothing lacking.

3. Be upfront about your commitment to DE&I

Representation matters before, during, and after the interview process. We built GoodTime to keep tech companies from losing top female tech talent when those women didn’t see females on interview panels. 

Demonstrate that your team is committed to Diversity, Equity, and Inclusion in your hiring process. Build diverse interview panels that prove your commitment to different points of view. Follow Intel, who diversified their interview panels and saw the number of female and people of color new hires jump from 32% to 45% in two years.

The bottom line? It’s beyond time to prioritize remote candidate experience.

Whether your candidate experience is in-person or online, one of the best ways to stand out is to respect your candidate’s time.

GoodTime makes it easy to deliver seamless interview scheduling, automation, and relationship building, helping you attract and impress today’s top-notch talent. 

Learn more about how GoodTime can supercharge your talent acquisition process today.

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Recruiting Automation & Efficiency: A Winning Combo, Says HR Leaders

Posted on by Rachel Heller

In the world of talent acquisition, it’s sink or swim. The challenges facing hiring teams are more daunting than ever; an unstable economy, sweeping reductions in force, and increased candidate demands threaten teams’ goals. Yet if you ask HR leaders, the formula for success is found in one dynamic duo: recruiting automation and efficiency.

In December 2022, GoodTime surveyed over 500 U.S. decision-makers in talent acquisition for the 2023 Hiring Insights Report to uncover their perceptions of the most pressing challenges facing their teams, and how they plan to attract and retain top talent in the year ahead. 

The report shows that amid their sea of obstacles, talent leaders plan on reaching for success by optimizing their automation and boosting the efficiency of their processes. 

Yet thriving in today’s hiring landscape will be no small feat; most teams don’t have the best track record when it comes to prioritizing efficiency and automation. However, as the data will show, the key to effectively hiring with efficiency and automation is hiding in plain sight.

Teams Eye Recruiting Automation and Efficiency 

When asked what areas of their hiring process they will look to improve in the next 12 months, “improving overall efficiency” (39%) and “optimizing automation in the hiring process” (37%) ranked as talent leaders’ top focus areas. These were talent teams’ biggest focus areas for the second year in a row.

Bar chart showing what talent leaders plan to focus on in the future.

With 65% of surveyed talent leaders reporting layoffs in the past year, this focus is incredibly timely. Streamlining the hiring process and automating tedious tasks helps fill efficiency gaps following hiring team layoffs while providing much-needed relief to resource-strained teams trying to “do more with less.”

Charts showing the impact of layoffs on companies across sectors.

The focus on efficiency and automation becomes even more important when considering the top change that teams expect in 2023: “the hiring landscape will become more competitive due to an increased demand for talent” (45%). 

A competitive landscape requires all hands on deck to attract and engage candidates, move fast on qualified talent, and deliver a high-quality hiring experience. Teams will need to leverage the dynamic duo of efficiency and automation if they want to drive better hiring outcomes.

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Where Recruiting Automation and Efficiency Efforts Fell Flat

Talent teams aren’t strangers to implementing recruiting automation and efficiency-centric initiatives. In fact, improving efficiency (39%) was the top focus area for talent leaders in the past 12 months, with optimizing automation (37%) coming in second place. 

Bar chart showing what TA leaders focused on in the past.

So, where did this focus lead talent acquisition teams? (Spoiler alert: probably not where they would’ve liked to be). Based on the outcomes from the past year, it appears that some teams may not have successfully followed through with their efforts to prioritize efficiency and automation. 

For starters, talent teams missed their hiring goals by a significant margin. Companies reportedly hit just 48% of their goals in 2022, a 2% drop from 2021. 

The data on time-to-hire also doesn’t reflect well on teams; 71% of TA leaders said time-to-hire increased in 2022. This is a notable uptick from 2021, where 60% reported an increase in time-to-hire.

Pie chart showing the state of HR leaders' time-to-hire.

Adding even more fuel to the fire, time spent scheduling is on the rise. Recruiting teams spent 42% of their time scheduling interviews in 2022, a 5% increase from last year’s report.

The Disconnect on Efficiency

With hiring goal attainment on the decline and time-to-hire and time spent scheduling on the incline, teams certainly have cause for concern. Yet interestingly, it appears that many teams aren’t worried about the efficiency of their processes. A shocking 99% of respondents rated their hiring processes as either somewhat or very efficient. 

Pie chart showing the state of HR teams' recruiting process efficiency.

Teams may feel that they are doing their best to optimize their operations amid the hectic hiring and economic landscape, but still, the data shows there’s ample room to improve—especially as teams plan to amplify efficiency and automation in 2023.

Leveraging Hiring Tech for Success

Moving forward, effectively optimizing recruiting automation and boosting efficiency will require new, innovative approaches. Luckily, the solution is right under TA teams’ noses. 

Hiring teams believe that the biggest challenge they’ll face in the coming months is “limitations of current hiring technology” (27%). Refining the tech stack would not only solve this challenge but also endow teams with the efficiency and automation needed to succeed this year. (Plus, the right tech helps you save major time and money along the way).

Bar chart showing what hiring challenges TA teams expect in the future.

Optimized hiring tech directly helps teams maximize their productivity and balance hiring speed with process quality But here’s the problem: “upgrading hiring technology” (33%) ranked as one of the lowest priorities for teams in the future. Why? Some sectors, such as healthcare, are more risk-averse than others and may shy away from adopting new tech. Or, simply put, teams might not see it as a pressing issue to attend to among their countless other concerns.

Yet if teams want to use efficiency and automation to their advantage and stand the greatest chance at hitting their hiring goals, they must change their tune. Leveraging new tech is the way forward.

But how do you secure new HR tech during budget cuts?

We get it — it’s a bit of a catch-22. The more budgets are cut, the more you need HR tech, but the less able you are to procure it. We sat with Valeria Stanga, Senior Talent Acquisition Partner at HelloFresh for her take on making a clear, compelling case for new HR tech, even in the face of reductions and budget cuts.

Want More Recruitment Insights?

2022 brought a rocky economy, widespread layoffs, and an uncertain hiring landscape, creating a perfect storm for hiring teams this year. The pressure is on to find and attract qualified candidates, deliver an efficient hiring process, and leverage hiring tools that drive teams toward success. Are you ready to conquer 2023? 

To dive deeper into these insights and much, much more, get the full 2023 Hiring Insights Report today.

10 Key Recruiting Statistics from Our 2023 Report

Posted on by Rachel Heller

For today’s hiring leaders, the talent landscape can feel a lot like the wild, wild west: untamed, unpredictable, and downright lawless. Now in 2023, talent acquisition teams once again face new hiring challenges and economic obstacles. But don’t get lost in the dust just yet: to help teams make sense of all this uncertainty, we’ve released our 2023 Hiring Insights Report.

The report features data on 500+ surveyed hiring leaders and explores how they’re attracting and retaining talent amid today’s obstacles. If your talent team wants to thrive now and for years to come, consider it required reading.

For the TL;DR of the report, here’s a roundup of the 10 key recruiting statistics your team must know to successfully weather 2023’s hiring storm.

1. Hiring Goal Attainment Fell Short

Our previous Hiring Insights Report found that organizations hit an average of 50% of their hiring goals in 2021. Unfortunately, their luck hasn’t turned around. Since then, hiring goal performance has declined by two percentage points, dropping to 48% in 2022.

In the past year, U.S. job openings declined while the number of Americans seeking employment remained steady. Based on this context, one might expect that hiring would’ve become easier with fewer jobs to fill. So, where did this 48% come from? Other factors, like increased candidate demands and a deficit of desired skills, can pose significant challenges to hiring goal attainment.

Charts showing hiring teams' goal attainment.

2. Top Previous Challenges: Resume Padding and Hiring Policy Shifts 

The biggest challenge faced by hiring teams in the past 12 months? A disconnect between real skills and what’s on applicants’ resumes. The prevalence of candidates padding their resumes only further emphasizes the importance of rigorously screening applicants.

Ranking in second place, 25% of surveyed talent leaders said they faced difficulties with ever-evolving company hiring policies. A range of factors triggered these policy updates, including remote work, return-to-office mandates, and a shortage of qualified talent. 

Bar chart showing what hiring challenges TA teams experienced in the past.

3. Layoffs Thrashed the Hiring Landscape

Overall, layoffs impacted 65% of companies last year. The tech sector’s waves of layoffs dominated the news; 57% of surveyed tech companies reported going through layoffs in the past 12 months.

However, tech wasn’t the only sector that conducted widespread workforce reductions. In fact, the financial services and retail sectors led the pack with the most dismissals at a staggering 71% and 70%, respectively.

Charts showing the impact of layoffs on companies across sectors.

4. Turnover Rocked Hiring Leaders

Nearly half of hiring leaders (44%) were impacted by increased recruitment team turnover, making this the biggest change that hiring teams experienced last year. Fewer talent acquisition professionals means fewer people that can move the hiring process along—and slower operations.

While the majority of talent leaders agreed that turnover dealt a heavy blow to their teams, they were split on whether the landscape has become more or less competitive, underscoring the turbulent nature of last year’s hiring landscape.

Bar chart showing how the hiring landscape has changed.

5. Top Expected Challenges: Limiting Hiring Tech and Hiring Policy Shifts

In the year ahead, hiring teams expect to confront two major hurdles. For one, teams predict that their hiring technology, which needs to adapt to their ever-changing needs, will fall short of expectations (27%). The right hiring technology can unlock a level of productivity and efficiency that teams didn’t even know was possible—yet most teams don’t have the tech needed to attain success.

Teams also anticipate facing difficulties in adjusting to alterations in their company’s hiring policies (26%). Sound familiar? This was also one of the top challenges that teams faced in the past few months. Talent acquisition and retention become all the more challenging when your efforts are hindered by the need to constantly adjust policies to stay aligned with the landscape’s evolutions.

Bar chart showing what challenges talent teams expect in the future.

6. Competitive or Uncompetitive Landscape? You Decide

Once again, talent acquisition leaders can’t reach a consensus on the state of the landscape. While 45% say the hiring landscape will become more competitive due to an increased demand for talent, 41% say it will become less competitive due to an increase in available remote talent.

Drilling down the data by sector, respondents were still at odds—except for the financial services sector. The majority of financial services hiring leaders (53%) believe that competition will intensify in the landscape. Burnout and high turnover in frontline retail banking roles could be contributing to these results.

Bar chart showing how hiring teams expect hiring to change.

7. Efficiency and Automation Reign Supreme

Amid an unstable economy and numerous hiring obstacles, teams plan on weathering the storm through the power of efficiency and automation. For the second year in a row, efficiency (39%) and automation (37%) came out on top as talent teams’ biggest focus areas for the future.

Does interview scheduling automation make sense for my team?

ROI is key. This is not a time to invest in software that won’t bring you immediate value. So let’s eliminate the guesswork with our free ROI calculator.

Calculate Your ROI

Streamlining the hiring process and automating manual tasks is a win-win for everyone involved in the process. Talent teams get to reap better hiring outcomes, such as increased offer acceptance rates and improved time-to-hire. Meanwhile, candidates get to enjoy an impeccable hiring experience that demonstrates genuine care and interest in what they can bring to the table.

Bar chart showing what TA leaders plan on improving in the future.

8. Quality of Hire Comes Out on Top

As hiring teams traverse 2023’s rough waters, they’ll be doing so while closely monitoring quality of hire. The majority of talent leaders ranked it as their number one most important metric (25%). This result is fitting; one of the core objectives of recruiting is to not only hire quickly but to hire the best talent possible.

However, teams will have to contend with the difficulties of measuring quality of hire. Measuring this metric is notoriously challenging, as it carries its own subjectivity and qualitative nuances.

Bar chart showing the most important hiring metrics.

9. Winning Candidates With Flexibility

What do top candidates want? If you ask our respondents, more than half (54%) will say that candidates seek flexibility above all else. Prospective new hires want to feel reassured that their desired roles will grant them enough flexibility to lead fulfilling and healthy lives amid their professional responsibilities.

Companies might consider allowing employees to work from anywhere within (or outside) the office, take lunch breaks whenever they’d like, or skip lunch altogether to head home early. Yet still, there’s no one-size-fits-all for flexible work policies; companies must assess their own circumstances to determine the best approach.

Bar chart showing what TA teams communicate to win candidates.

10. Better Scheduling, Better Connections

One in two companies (50%) identified improving scheduling efficiency as their primary strategy for giving candidates a faster and simpler hiring experience. A streamlined, bottleneck-free process not only helps hiring teams smash their goals, but also cultivates a positive candidate experience that can blossom into stronger, more memorable candidate relationships.

Rounding out the top three are candidate-driven scheduling (46%) and a fast interview process (45%). These capabilities closely align with the preferences of today’s consumers. Half of consumers would rather live chat than pick up the phone; evidently, people want immediate help in their time of need without having to reach out to someone.

Bar chart showing what hiring teams do to win candidates with a streamlined process.

Hey, Hiring Leaders: Want Our Full Collection of Recruiting Statistics and Insights?

2022 brought an uncertain economy, sweeping reductions in force, and increased candidate demands, creating a perfect storm for hiring teams this year. The pressure is on to find and attract qualified candidates, deliver an efficient hiring process, and leverage hiring tools that drive teams toward success. Are you ready to conquer 2023? 


To dive deeper into these insights and much, much more, get the full report today.

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

Posted on by Rachel Heller

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.

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Looking for Healthcare Recruiting Software? Use This Checklist

Posted on by Rachel Heller

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:

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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.

Go beyond bandaid solutions to hit your healthcare hiring goals consistently

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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 healthcare recruiting software for your organization’s specific needs and goals. But we get it—it’s hard to feel confident in investing in software when there are 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. 

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

Posted on by Rachel Heller

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.

Does interview scheduling automation make sense for my team?

ROI is key. This is not a time to invest in software that won’t bring you immediate value. So let’s eliminate the guesswork with our free ROI calculator.

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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.

Discover how Hire’s interview scheduling software can transform your recruiting process today.

Neurodiversity Hiring: The Essential Guide

Posted on by Rachel Heller

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

Posted on by Rachel Heller

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.

Automated interview scheduling at warp speed

Lean team? Sky-high goals? No sweat. Secure top talent 50% faster with smart scheduling automation that handles even the trickiest interviews.

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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

Posted on by Rachel Heller

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. 

Does interview scheduling automation make sense for my team?

ROI is key. This is not a time to invest in software that won’t bring you immediate value. So let’s eliminate the guesswork with our free ROI calculator.

Calculate Your ROI

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.

Learn more about how Hire’s interview scheduling software can transform your talent acquisition process.