Data-Driven Hiring Archives

AI Recruiting: How TA Teams Do More with Less

Posted on July 6, 2023April 8, 2025 by Rachel Heller

We get it — recruiting teams are going through it. You’re strapped for time and adapting to working leaner with smaller teams and fewer resources. Simultaneously, companies increasingly want to hire unicorn candidates who can do what used to be the job of three different people. It’s a lot.

Luckily, in the same time period with all these shifts, AI recruiting tools arrived to help you adapt. But with all the noise about AI recruiting (and AI in general), it’s tough to know what actually matters. What will help you solve your challenges and what will turn into another big, expensive, time-consuming project?

I’ve got you covered. In this article, we’ll give you a clear-cut rundown on AI recruiting, its advantages and limitations, and how you can use it to help you reach your hiring goals and keep your sanity.

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What is AI recruiting?

AI recruiting involves leveraging AI-powered tools to automate time-consuming recruiting tasks, extract meaningful insights from large datasets, and make data-driven decisions when managing and evaluating candidates.

In an economic climate that calls for greater productivity, AI recruiting gives your team a much-needed efficiency boost. While AI handles your repetitive and tedious duties like scheduling interviews, sending reminders, and drafting simple messages, you can spend more time on high-value strategic work.

In the video above, we asked Socotra’s Head of Talent Acquisition, Dubi Ben-Shoham, how he’s using AI in his recruiting process today.

Advantages of AI for recruiting teams

In today’s tough hiring environment, recruiting professionals need all the extra help they can get. According to our Hiring Insights Report, organizations hit just 51.5% of their hiring goals last year — a modest lift from the year prior, but still well off target.

Source: GoodTime’s 2025 Hiring Insights Report

But with the assistance of AI, talent teams can effectively course-correct themselves and reclaim their time, energy, and headspace.

Teams who leverage AI recruitment tools are seeing:

Enhanced efficiency: AI streamlines the recruitment process by automating tasks such as resume screening, interview scheduling, and candidate sourcing. This saves valuable time and allows recruiters to focus on engaging with candidates.
Reduced recruitment costs: By automating and optimizing your processes, AI helps you make the most of your current resources and reduces your reliance on additional staff. Plus, AI’s ability to accelerate the hiring process and cut down your time-to-hire saves you both time and money.
Improved quality of hire: AI can analyze vast amounts of candidate data, including resumes, job applications, and online profiles, to identify the most suitable candidates for specific roles. Using AI in the candidate screening and selection process helps improve your quality of hire.
Less bias: Human bias in hiring can unintentionally influence decision-making and hinder DE&I efforts. AI recruiting helps mitigate bias by relying on objective data analysis and predefined criteria. This ensures a fair and consistent evaluation of all candidates.
More data-driven decisions: AI enables recruiters to make more informed decisions by extracting key insights from datasets. These insights can reveal patterns, trends, and correlations that might not be immediately apparent from a human perspective. Data-driven decision-making improves the accuracy and effectiveness of candidate evaluations.

Measurable results of implementing AI recruiting

The specific results you can expect depend on your company, your processes, and which AI tools you choose to adopt. But just to give you a taste of the impact recruiting teams are creating with AI, let’s focus on one of the recruiting tasks most ripe for automation: interview scheduling.

By using GoodTime Hire to automate interviews:

Zoom coordinated five times more interviews per quarter.
Pinterest reduced their average time-to-fill by 50%.
Box spent 40% less time scheduling interviews.
Deliveroo hired 700+ new employees.

Learn how interview scheduling software helps recruiting teams do more with less.

Misconceptions and challenges of AI in recruiting

Now that you understand the potential benefits of AI in recruiting, there are some challenges you should be aware of. But first, let’s clear up some common misconceptions.

Misconceptions about AI

AI will replace recruiters: Recruiting is a sensitive, human-oriented endeavor, and there’s no removing the humans from that process. AI recruiting tools are designed to help human recruiters by automating and optimizing parts of the hiring process, so they can focus on things like strategic decision-making and candidate engagement.
AI alienates candidates: When implemented thoughtfully, AI in recruiting actually enhances the candidate experience. AI delivers heightened personalization, efficiency, and speed that provides candidates with a smooth, streamlined process. Plus, with more bandwidth, recruiting teams can refocus on creating memorable candidate experiences.
AI possesses human-like intelligence: Despite advancements in AI, current AI systems lack true consciousness and human-like intelligence. AI is based on algorithms and data processing; while it can perform specific tasks exceptionally well, it does not possess emotions, subjective experiences, or a comprehensive understanding of the world as humans do.
AI is inherently biased and discriminatory: AI systems can be biased, but they can also play a crucial role in fighting bias and creating a more equitable hiring process. AI with algorithms that prioritize equal treatment empowers recruiters to make informed decisions based on objective criteria.

Challenges of AI

Ethical considerations: AI in recruiting raises several ethical concerns, especially around privacy, consent, and the potential misuse of personal data. Be sure to partner with technology providers committed to upholding ethical practices, ensuring the responsible use of AI algorithms, and safeguarding the privacy of personal data collected throughout the hiring process.
User acceptance and trust: There may be resistance from members of the hiring team and HR leaders to fully trust AI-driven processes. Educating yourself on the benefits of AI and proactively addressing concerns will make you better prepared to advocate for its use.
Securing buy-in from stakeholders: To gain buy-in from stakeholders, it’s essential to demonstrate the value and ROI of your desired tool. Be prepared to present compelling business cases that showcase how AI can enhance efficiency, accelerate time-to-hire, improve quality of hire, and lower recruitment costs.

AI’s impact on the role of recruiters/RCs

AI recruiting is quickly picking up steam. A SHRM survey found that out of the HR departments that use AI, 79% of them leverage it for hiring. As we start to see AI’s impact on the role of recruiters and recruiting coordinators, we must emphasize that recruiters and RCs remain indispensable.

Human talent acquisition professionals are irreplaceable when it comes to understanding candidate motivations, assessing cultural fit, and making critical hiring decisions. Think of AI as a valuable assistant — not a replacement.

With AI as their ally, recruiters and RCs can navigate the challenging landscape, unlock new possibilities, and make a significant impact. Within all of this, there are several ways that AI impacts the duties of recruiting teams.

Shifting priorities

If anything is certain, it’s that AI will shift the priorities of recruiters and RCs. With AI-powered tools automating everyday tasks, recruiters can redirect their focus to bigger projects. This may include engaging candidates in creative ways, optimizing their talent acquisition strategy, and making more data-driven decisions.

Data analysis and strategy

AI generates a wealth of data throughout the recruitment process. Recruiters and RCs will need to become proficient in analyzing and interpreting this data to gain insights into sourcing channels, candidate preferences, and the effectiveness of their strategies.

As a whole, AI-driven analytics platforms empower recruiters to leverage data for refining their approaches, optimizing hiring processes, and improving overall talent acquisition outcomes.

Human-AI collaboration

As AI takes on administrative and repetitive tasks, recruiters and RCs will find themselves collaborating more closely with AI-powered tools. Specifically, they’ll play a part in managing AI-driven processes to ensure accuracy, fairness, and compliance.

TA professionals will also play a critical role in adding a human touch to AI-powered candidate experiences by designing personalized interactions with candidates, providing support, and addressing any concerns that may arise.

Continuous learning and skill development

To make sure they’re leveraging technology effectively, safely, and fairly, recruiters and RCs need to stay updated on the latest technologies and trends (more on that later).

Understanding the capabilities and limitations of AI in recruitment empowers recruiters to make smart decisions and contribute to the success of their organizations.

Use cases for AI recruitment

AI’s diverse range of applications empower TA professionals to do their best work in the smartest way possible — even with reduced budget or headcount. From streamlining interview scheduling to optimizing candidate sourcing and screening, AI is here to make waves in recruitment.

AI-powered interview scheduling

Few recruiting teams would claim interview scheduling as their favorite activity — and for good reason. Without the help of technology, manually scheduling interviews (and managing reminders, no-shows, and rescheduling) is a time-consuming, headache-inducing task.

But when you combine AI with scheduling, calendar coordination becomes all the more fast and efficient. GoodTime Hire’s Scheduling AI allows TA teams to quickly coordinate the best possible interview time and set of interviewers — no matter the complexity.

With Hire, recruiters and RCs can automate scheduling to meet goals such as reducing time-to-hire, load-balancing interviewers, and increasing candidate and interviewer engagement.

A preview of GoodTime Hire's AI-powered interview scheduling interface.

AI-generated job descriptions, candidate communications, and more

If you want to attract the right candidates, you need a compelling and accurate job description. You’ve certainly heard of ChatGPT, the AI chatbot. It can assist recruiters in quickly generating job descriptions that are engaging, informative, and tailored to the right audience.

Asking ChatGPT to write a customized job description allows recruiters to complete what was previously at least a one-hour task in a matter of seconds. Think of ChatGPT as your recruiting sidekick, freeing up your bandwidth by taking tedious work off your hands.

3 more ways to use ChatGPT for recruiting

The use cases for ChatGPT don’t just end at job description generation. Here are several other ways recruiting teams can benefit from the tool:

Candidate searching: Use ChatGPT to generate Boolean search strings (a search query with specific keywords and phrases that can help you find your ideal candidate)
Interview preparation: Ask ChatGPT to generate a list of interview questions based on job requirements, candidate profiles, and/or desired skills
Email communication: Instruct ChatGPT to draft a range of email templates that you can use in different scenarios when communicating with candidates

An example of how to use ChatGPT to help in AI recruitment.

AI-based candidate sourcing & outreach

Identifying and engaging the best talent from a vast pool of applicants can quickly become overwhelming. That’s where AI-based sourcing and outreach tools come in.

Gem’s talent engagement platform helps to streamline the sourcing process and automate personalized outreach. The product’s AI-powered, auto-generated outreach sequences help recruiters create customized and compelling outbound messages.

AI-enabled background check & screening

A sluggish, inefficient background check and screening process is a major roadblock in onboarding promising talent. AI solutions like Checkr are here to help speed up your team’s workflow.

Checkr uses AI to automate background checks, credential verification, and reference analysis, improving the accuracy and efficiency of screening. With Checkr, talent teams can quickly gather the reliable information that they need to confidently welcome new talent.

How to implement AI recruiting

Nearly 100% of organizations will be using AI by 2025, but successfully implementing AI for recruiting requires a thoughtful approach. After all, every organization is different, every candidate is different, and recruiting is sensitive, important work.

Use these essential steps to guide you through the implementation process:

1. Assess organizational needs and goals

Don’t just embrace AI for AI’s sake. Think about what you actually need to achieve. Before implementing AI in your recruitment process, assess your organization’s specific needs and goals. Identify pain points and areas where AI can make the most significant impact, such as:

Improving the efficiency of the hiring process
Maximizing team-wide productivity
Reducing time-to-hire/time-to-fill
Enhancing the candidate experience

Aligning AI initiatives with your broader recruitment and business objectives will help ensure a focused and effective implementation.

2. Choose the right AI tools and platforms

The market offers such a wide range of AI recruiting tools that it can get overwhelming. When selecting the AI solution that’s right for you, focus on these factors:

Features and functionalities that align with your needs
Scalability for future growth
Vendor reputation
Accessibility to customer support
Compatibility with your organization’s existing integrations

3. Consider data privacy and compliance

As AI in recruitment heavily relies on collecting and analyzing candidate data, it’s crucial to prioritize data privacy and comply with applicable regulations. You want a secure AI recruitment solution that you can trust.

To make this a reality, ask your potential technology vendor about their information security program. This can encompass topics such as data encryption, data privacy, data security, data ownership, and physical security. And depending on your industry, you’ll want to ensure compliance with other regulations, such as HIPAA.

4. Integrate AI with your existing recruiting processes

AI tools should work with your existing processes and platforms. It’s important to define clear workflows and roles for AI tools and recruiting teams, ensuring the most fruitful collaboration between the two.

If you’re a talent/HR leader, provide training and support to your recruitment team to show how AI tools can enhance their effectiveness and enable them to leverage AI to its full potential.

The future of AI in recruiting

AI is rapidly evolving, and several upcoming trends will shape the future of recruiting as we know it. Understanding these trends helps you stay ahead and adapt to the ever-changing landscape.

AI agents

AI agents for recruiting are intelligent, task-driven tools that automate and optimize key parts of the hiring process — from scheduling to candidate engagement — freeing up teams to focus on strategic, high-impact work.

By handling repetitive tasks and personalizing communication at scale, these agents improve efficiency, reduce time-to-hire, and create a better experience for both candidates and recruiters. As AI continues to advance, these agents will become even more adaptive, proactive, and essential to competitive hiring teams.

AI-driven personalization

Recruitment teams are increasingly recognizing the importance of personalization, with AI taking on a key role in delivering tailored, engaging candidate experiences. AI can analyze candidate preferences, behavior, and feedback to provide personalized job recommendations and career guidance.

By leveraging AI to understand the needs and aspirations of talent, organizations can create a more meaningful and personalized recruitment experience. Ultimately, this leads to higher candidate satisfaction and improved talent acquisition outcomes.

Advanced Natural Language Processing

Natural Language Processing (NLP) is a branch of AI that focuses on understanding and processing human language. Advancements in NLP enable AI tools to analyze text-based data more accurately. In the world of recruiting, this includes resumes, cover letters, and social media profiles.

As NLP continues to evolve, recruiters can expect more sophisticated language processing capabilities, leading to enhanced candidate screening, sentiment analysis, and improved candidate matching.

Augmented reality and virtual reality

Combining Augmented Reality (AR) and Virtual Reality (VR) can bridge the gap between a remote hiring process and an in-person job experience. For instance, AI-powered AR and VR experiences can provide immersive simulations of job environments, allowing candidates to experience a virtual workplace and perform tasks relevant to the position.

These engaging, realistic experiences help candidates keenly understand the job requirements, showcase their skills in a true-to-life setting, and provide employers with a robust assessment of their capabilities. In turn, AR and VR assist in attracting top talent and facilitating better hiring decisions.

Upgrade your recruiting process with AI

In short — if you’re wondering what AI can do for your recruiting team, the better question is, “What can’t AI do?”

With AI by your side, you can enhance team-wide efficiency, offload tedious tasks, maximize existing resources, and accelerate progress toward your goals. And when you’re ready to give your interview scheduling process a major AI-powered boost, check out GoodTime Hire.

Hire’s Scheduling AI helps you coordinate 78% faster, hire 50% more efficiently, and 5x team productivity. No simple scheduling tools here.

Discover how GoodTime Hire’s interview scheduling software can supercharge your recruiting process.

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10 Key Recruiting Statistics from Our 2023 Report

Posted on February 23, 2023August 29, 2023 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?

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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.

Looking for Healthcare Recruiting Software? Use This Checklist

Posted on January 11, 2023March 11, 2024 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.

Hiring More Recruiting Coordinators? Buy Recruitment Tech Instead.

Posted on September 6, 2022August 9, 2023 by Rachel Heller

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

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

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

Why Recruitment Tech Is a Worthwhile Investment

1. Modern-day Hiring Requires Automation

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

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

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

AI for more human hiring

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2. Enhance Recruiting Coordinators’ Candidate Relationships

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

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

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

3. Data-driven Hiring Processes Succeed

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

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

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

4. Free Up Bandwidth for Recruiting Coordinators

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

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

And No, Tech Can’t Replace Recruiting Coordinators

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

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

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

Amp Up Your Recruitment Tech Stack Today

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

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

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

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

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

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

Posted on August 30, 2022August 9, 2023 by Rachel Heller

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

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

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

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

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

Burdened by Interview Scheduling

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

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

How To Fix This

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

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

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

Mismanaged Connections With Candidates

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

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

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

How To Fix This

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

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

Inefficient Recruitment Data Collection

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

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

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

How To Fix This

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

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

Want the Latest Insights? Read the 2023 Hiring Insights Report

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

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

Want to catch up on the latest hiring trends? Get excited: our 2023 Hiring Insights Report is now available. 500+ HR leaders, 1,000s of real findings, 1 industry-leading report. Read the report today.

4 Tools to Modernize Your TA Tech Stack

Posted on May 20, 2022August 9, 2023 by Rachel Heller

Feeling overwhelmed by all of the TA software options on the market? You’re not alone. In today’s tech-driven world, the key to standing out from the talent competition is a strong TA tech stack. But with so many solutions available, it’s difficult to assess which tools are necessities and which ones are just nice-to-haves.

Don’t worry—we’re here to point you in the right direction. With these four tools, you’ll impress candidates and smash your TA goals in one fell swoop.

1. Applicant Tracking Systems

If you don’t already have an applicant tracking system (ATS), this is your sign to invest in one. There’s a reason why over 98% of Fortune 500 companies use an ATS software (that’s all but nine companies). With an ATS in your TA tech stack, you can facilitate the application process without the risk of losing qualified candidates to the “black hole.”

An ATS also allows you to easily filter applicants through keywords, skills, or previous roles. No need to spend time organizing applicants; an ATS conveniently collects all your applications in one place.

While an ATS is a must-have, it’s not without limitations. Even though the typical ATS can now do more than just handle applications, their main expertise lies in that area. You’ll need to add additional products to your tech arsenal if you want to robustly tackle performance metrics, load balance, or enhance DEIB.

The ATS that you choose depends on the needs of your talent team and company. Consider your company size, scalability, and additional features that you’d like to use (text recruiting, referral program management, etc).

Can’t decide which ATS is right for you? We get it—there’s a LOT. Here’s some recommendations:

Greenhouse
iCIMS
Jobvite
SmartRecruiters
Workday
Lever

2. Virtual Interviewing Platforms

Remote hiring is far from a pandemic-born phase. Just look at the numbers: 93% of employers reportedly plan to conduct virtual interviews well into the future. If one thing’s for sure, getting acquainted with virtual interviewing platforms is non-negotiable.

From Zoom to BlueJeans, adding virtual interviewing platforms to their TA tech stack enable recruiting teams to connect with applicants from across the world. No longer limited by a candidate’s geographic location, these platforms both widen and diversify your talent pool.

While remote interviewing is here to stay, you’ll need to master several best practices to maximize the potential of virtual interviewing platforms. These platforms are only as helpful as you make them. To give candidates the best impression of your virtual interview process, standardize the virtual interviewing process and troubleshoot your software before diving into an interview. Remember: candidates are assessing you as much as you’re assessing them.

3. Employee Pulse Surveys

Listen: from a talent retention standpoint, we need to change our employee surveys. 74% of companies still use detailed surveys to analyze employee engagement, but large-scale surveys just don’t cut it anymore. They’re time-consuming to both create and orchestrate—and not to mention an absolute pain to analyze. Instead, opt for employee pulse surveys.

Pulse surveys allow leaders to solicit feedback and benchmark their employee satisfaction “health” by asking the same questions every survey. They’re designed to be short-and-sweet, so you can expect a high response rate with simplified, actionable feedback.

Similar to virtual interviewing platforms, employee pulse surveys are what you make them. Pulse surveys can measure anything and everything, and the question types are up to you. Most companies use these surveys on a monthly basis, but there’s no one-size-fits-all survey cadence.

4. Candidate Relationship Intelligence

Throwing more candidates into the top of the funnel simply isn’t an effective way to hit your hiring goals and snag the best talent. The real secret to recruitment success lies in forming connections with candidates in the middle of the funnel, all while moving them through the process as quickly as possible. That’s why companies like Slack and Box now use Candidate Relationship Intelligence as the solution to their hiring.

GoodTime Hire is the only platform that harnesses Candidate Relationship Intelligence to win the best talent. Hire’s success comes from three pillars: automation, relationships, and insights. The magic happens by automating coordination to reduce time to hire, building genuine connections between recruiters and candidates, and gathering actionable insights to continuously optimize the entire process.

And the results: companies hire up to 70% faster and impress more candidates than ever before.

Ready to learn more about how Hire can transform your recruiting process? Let’s do it.

2021 Wrap Up: Key Takeaways From Top Talent Leaders

Posted on January 4, 2022November 28, 2022 by Rachel Heller

Chief among the concerns of talent leaders in today’s hiring market is, of course, the growing talent shortage.

With more jobs on the market than there are people looking for work, recruiters and employers are rightfully worried — so much so that most believe the shortage will negatively impact their business in the long run.

The best talent leaders are asking the right questions and rethinking their entire recruitment strategy. GoodTime recently sat down with several of them to discuss three of the hottest topics they face in this new world of work:

Virtual recruitment and the hybrid workplace.
Advancing diversity and equity within the interview process.
Using data to make better hiring decisions.

What emerged from these discussions was an overwhelming agreement that the best hiring decisions start by understanding who candidates are and what they expect from their potential new employer. Here are five takeaways from each key area to help you navigate hiring.

Virtual Recruitment and the Hybrid Workplace

Competition for the most talented employees has skyrocketed since pre-pandemic times, with the average candidate interviewing at 4x the number of companies as they did before.
The employer who’s first in line to make an offer to a candidate only has a 50% shot of having that offer accepted. And if you’re not first, that percentage goes down dramatically.
Companies are kicking hiring pipelines into high gear at 2.3x a higher rate to meet current hiring demands.
77% of employees want more flexibility to work when and where they want.
Candidate searches for remote work have gone up by 460% since 2019.

Advancing DEI Within the Interview Process

An overwhelming majority of job seekers — 70% — want to work for a company that prioritizes DEI.
Failing to demonstrate a commitment to DEI during the interview stage, which lasts an average of five hours with your company for most candidates, is a huge missed opportunity.
At least 63% of interviews do not represent women, which greatly reduces the likelihood that those candidates will accept an offer.
Female candidates are 2x more likely to accept a job when a female interviewer is part of the panel.
Emerging technology, like GoodTime’s Intelligent Interviewer Selection, gathers data and provides insights that continuously refine an inclusive interview process.

Using Data To Make Better Hiring Decisions

Access to candidate data is imperative to understanding who candidates are and what they want.
When there are five or more trained interviewers per role, candidates are 95% more likely to find an interview time that fits into their schedule.
By empowering candidates to self-identify as members of a minority group, they can be matched to interviewers who represent shared commonalities.
The majority of the talent leaders we spoke with emphasized the importance of leveraging data to get approval on spend for strategic hiring initiatives.
Just as important as the interviewee experience is the interviewer experience. Leveraging technology to manage load balance guards against some interviewers carrying a disproportionate amount of the interview load.

The Bottom Line

When hiring teams have the tools they need to listen to candidates, effectively train interviewers, and assess the right data, better and faster hiring decisions are born.

GoodTime lets you do all of this and more.

Want Better Hires? Commit to Diversity Hiring

Posted on July 12, 2021September 1, 2023 by Rachel Heller

When it comes to diversity hiring best practices, we can all do better.

That’s why many organizations pledged their support for greater diversity hiring in response to protests and civil unrest that coincided with the COVID-19 pandemic.

And it’s not just employers. At least three of every four job candidates report diversity is an important factor when evaluating businesses and job offers. Likewise, 78% of recruiters state that diversity has an impact on the way they hire.

Companies can no longer afford to neglect diversity, equity, and inclusion in their hiring processes. But how do you turn the ship around? Let’s take a look.

It Starts With the Interview

Diversity hiring requires companies first to back up their commitment to diversity, equity, and inclusion (DEI) with action. And it often starts during the interview stage. In fact, 72% of underrepresented groups say they want to be interviewed by a diverse panel of interviewers with whom they share similar traits. Candidates who do not feel represented by their potential employer are five times more likely to reject an offer than candidates who feel a sense of belonging.

But coordinating interviews is already complicated enough, right? By leveraging technology, hiring teams put together interview teams comprised of members with different backgrounds and demographics. Just by using the right tool, companies have the ability to demonstrate their commitment to different people and perspectives without overcomplicating the interview process.

How does it work? GoodTime Hire allows interviewers to self-tag with specific attributes that represent different groups (i.e. Black, woman, neurodivergent). They can also tag themselves as being qualified to interview for certain job skills.

Then, candidates who have also self-tagged are automatically connected to interviewers with those traits. As a result, candidates feel more comfortable, and companies have more interviews – which leads to a better hiring experience for all.

Tracking Results

GoodTime’s recent Candidate Experience survey shows companies with increased DEI exposure in interviews also increase their total number of interviews by 4x. As a result, these companies experience not only a larger talent pool, but also an increase in quality candidates.

But wait! There’s more. GoodTime Hire empowers companies to track interviews that include DEI exposure, giving them the ability to compare those measured results against overall diversity hiring goals. Armed with the data, hiring leaders can then make strategic decisions about what needs to be done to continue improving results.

The Bottom Line

It’s been proven time and again: companies who commit to DEI in recruiting and hiring increase not only the size of their talent pool, but also the quality of the candidates they hire. Yet, few companies are making real gains when it comes to providing DEI exposure in interviews, and, in turn, improving their candidate experience.

Ready to Level up Your Candidate Experience?

Time’s up for interviews full of scheduling headaches. It’s time for candidate-centered, connection-driven interviews instead.

To read more about how to make that happen for your team, download 5 Steps to Hiring Top Talent at Scale now.