The Candidate Relationship: Erick Green from Beamery

Do you feel that? That’s the talent competition heating up. In today’s all-time competitive recruiting environment, your relationship with candidates is more important than ever before. Creating a unilateral, fleeting candidate experience just doesn’t cut it; candidates expect something deeper. It’s time to create genuine candidate relationships.

For Erick Green, meaningfully connecting with the recruiters at Beamery made the interview process an overwhelmingly positive experience — one that transformed him from a passive candidate who wasn’t looking for a new job — to one of Beamery’s newest account executives.

After introducing GoodTime Hire’s Candidate Relationship Intelligence to their tech stack, Beamery’s recruitment team elevated their interview process to transcend temporary experiences and build genuine relationships with candidates like Erick.

Read on to learn how Hire helped Erick accept Beamery’s job offer by cultivating a top-notch interview process.

Sparking the Candidate Relationship 

Transparent Communication from Recruiters

Transparency in the hiring process is high in demand, yet low in supply. 63% of job seekers are reportedly dissatisfied with the communication — or lack thereof — that they receive from most employers. 

Before interviewing with Beamery, Erick had become all too familiar with this lack of communication. In most hiring processes, he found himself left with more questions than answers: What’s the next step? When will I get a call back? Didn’t the recruiter say they would follow up?

With Hire, Beamery removed ambiguity from the equation with automated, personalized interview invites and reminders.

“The hiring experience at Beamery really stood out to me because they really took the guesswork out of it. I knew when my next call was going to be, I knew who it was going to be with.”

— Erick Green, Account Executive at Beamery

No one likes to be left in the dark, especially when interviewing for a job. Leveraging your tech stack to transparently and consistently communicate with each candidate is a crucial step in crafting a candidate relationship that lasts.

Quick and Easy Interview Process

Interviewing for jobs shouldn’t be a guessing game — and it shouldn’t be a waiting game either. Stringing job seekers along through a lengthy hiring process is a surefire way to tarnish your relationship with candidates and miss out on quality talent. 

In fact, 57% of candidates say that the most frustrating part of job hunting is a long wait time after the interview to hear back from a recruiter, and another 57% say that they lose interest in the open position if the hiring process is too long.

Determined to capture and sustain Erick’s interest, Beamery used Hire’s intelligent scheduling automation to eliminate back-and-forth communication and extensive time spent playing calendar tetris.

“With GoodTime, recruiters don’t have to worry and spend time on entering dates into their calendar and scheduling.”

—  Erick Green, Account Executive at Beamery

When recruiters use tech to reduce the time spent on tedious scheduling tasks, they have more time to focus on the task that really matters: meaningfully connecting with candidates.

Learn More About Erick’s Experience

The companies with the most efficient hiring strategy are the ones that snag the best candidates, and Beamery is living proof.

For Erick, the quality of Beamery’s hiring process made accepting their job offer an easy decision. Thanks to the bandwidth that Hire gave back to Beamery’s recruiting team, the team had time to cultivate a meaningful bond with Erick that he wouldn’t soon forget.

“When you’re not worrying about the scheduling, you can worry about the one-on-one interaction which is going to provide a better candidate experience and ultimately, I think, more hires and quicker hires.”

— Erick Green, Account Executive at Beamery

Watch the video below to hear more about Erick’s experience with Beamery and Hire.

The Candidate Relationship: Seth Waterman from Databricks

In the modern-day distance economy, where the talent competition grows more and more cut-throat as remote job openings garner hundreds upon thousands of eager applicants, fine-tuning your hiring strategy to foster strong candidate relationships can make the difference between a candidate accepting or rejecting an offer. 

For candidates like Seth Waterman, feeling prioritized and valued during the interview process made accepting the position of Partner Sales Director at Databricks, a leading cloud-based data engineering company, seem like a no-brainer.

With GoodTime in their tech stack, Databricks manages to streamline their hiring to win over Seth and other stellar candidates. And that’s not all: thanks to GoodTime’s interviewer training paths, Databricks increased the size of their interviewer pool, allowing them to move candidates forward faster and deliver quick and easy candidate experiences.

Read on to learn how GoodTime helped Seth accept Databricks’ job offer by boosting one of the most defining factors in every interview: the candidate relationship.

Igniting the Candidate Relationship

Fast-Tracked Hiring Process

73% of job seekers say that job hunting is one of the most stressful events of life, and painstakingly long hiring procedures can only make matters worse. Throughout his job search, Seth experienced this all-too-common reality: companies with drawn-out interview processes that end up souring the candidate experience.

That’s where Databricks stood out from the crowd. After using GoodTime to supercharge their hiring, what could’ve been over a month-long interview process took less than three weeks.

“It was the first time in six years that I had really considered making a move in my career, and with the speed and pace that they worked at through GoodTime, it really made me feel the urgency that they had in me as a candidate.”

— Seth Waterman, Partner Sales Director at Databricks

When companies double down on their tech stack to implement a smooth interview process – as opposed to stringing interviewees along for weeks – candidates feel that their time is honored, and the candidate relationship only grows stronger.

Candidate-Driven Interviews

With 87% of candidates preferring to lead interviews, it’s no surprise that candidate-driven interview processes often wield more success than the company-driven approach. With the help of GoodTime’s automated interview scheduling, Databricks put Seth in the driver’s seat with a hiring process centered around his schedule. 

As over half of job seekers prefer more flexibility over a higher salary, flexibility is a growing priority for candidates. Making self-scheduling a central part of the hiring process can be key to creating a great first impression — and first impressions are everything when it comes to recruitment.

How a candidate is treated in the interview process heavily dictates whether they accept a job offer. In fact, 68% of applicants believe that how they’re treated as a candidate reflects how the organization treats their employees. Implementing a candidate-driven interview process ensures candidates that they’d be stepping into a flexible and trusting work environment.

Learn More About Seth’s Candidate Experience

In the end, both Seth and Databricks’ recruiting team came out on top. Seth felt valued at every step of his interview journey, and the recruiting team snagged a star candidate and stood out among the talent competition. Prioritizing the candidate relationship to win top talent: it works every time.

“If you’re not using GoodTime today, I’d definitely look into it. If you’re interested in having a premier candidate experience for your company, it will go a long way in creating that type of atmosphere.”

— Seth Waterman, Partner Sales Director at Databricks

Watch the video below to hear more about Seth’s experience with Databricks and GoodTime.