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Tag: Employer Branding

How AI Agents Create a More Human Candidate Experience

Posted on by Jake Link

Candidate experience has become one of the most important differentiators in hiring. For job seekers, the way they are treated throughout the process says more about a company than polished employer brand campaigns. In many ways, the experience is the brand.

And expectations have changed. Candidates now expect the same responsiveness and personalization they receive as consumers. They can track a delivery in real time, get instant updates from a rideshare app, and chat with customer support 24/7. When they apply for a job, they expect nothing less: fast responses, clear next steps, and communication that feels relevant to them.

Recruiting leaders understand this, but delivering on those expectations at scale is another matter. With leaner teams and heavier req loads, even the most candidate-first organizations struggle to keep up. The result is a widening gap between what candidates want and what most teams can realistically provide.

This is where AI agents are stepping in to improve candidate experience — not by replacing recruiters, but by filling the gaps that leave candidates waiting, wondering, or walking away.

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How candidate expectations have evolved

A decade ago, candidates might have tolerated waiting a week for an email. Today, that same delay feels like rejection. Modern candidates expect:

  • Responsiveness. A long silence after applying signals disinterest. Without timely updates, top candidates often move on to another offer.
  • Personalized communication. Generic auto-replies are no longer enough. Candidates want outreach that reflects their role, stage in the process, and individual context.
  • Clarity. Knowing what happens next, how to prepare, and when they will hear back reduces anxiety and builds trust.

These expectations are shaped by daily digital experiences. Ordering food, booking a flight, or streaming a show is instant and seamless. Candidates now expect their job search to feel just as smooth.

Source: 2025 Hiring Insights Report

The reality gap for recruiting teams

Meeting these expectations consistently is where teams stumble. Recruiters spend a disproportionate amount of time juggling calendars, rescheduling interviews, and repeating answers to common candidate questions. Every hour spent on admin is an hour not spent connecting with people.

Global and high-volume hiring makes the challenge even harder. Time zones create unavoidable delays. A candidate may send a question in the middle of their workday but not receive an answer until a recruiter on the other side of the world is back online. High-volume recruiting compounds the issue — one recruiter managing hundreds of candidates cannot possibly keep everyone warm and engaged.

The outcome is familiar: candidates stuck in silence after applying, waiting days for an update, or left unprepared for interviews. Each of these moments chips away at trust and damages the employer brand.

Elaine Orler, SVP Consulting at Cielo, emphasized the importance of measuring candidate experience across multiple touchpoints, not just at the end of the hiring process:

“The ability to measure the candidate experience itself, at different touch points in the process can be incredibly valuable insight—especially around the more specific candidates that you might be trying to cultivate into your organization versus those that are just applying to the organization,” she told us. “We need to be more effective in the way we measure and then how we analyze that data and that information to drive better decisioning.”

How AI agents fill the candidate experience gap

AI agents offer a way to bridge the gap between rising candidate expectations and limited recruiter bandwidth. The best of these agents do more than respond to prompts. They act — proactively moving processes forward and ensuring candidates feel supported throughout the journey.

Here is how they help:

  • Always-on communication. Candidates receive instant answers to FAQs and timely updates, even when recruiters are offline.
  • Interview scheduling without delays. Agents coordinate interviews and reschedules instantly, removing frustrating back-and-forth.
  • Guidance at every stage. From reminders and prep notes to post-interview follow-ups, candidates get the clarity they need.
  • Consistency at scale. Every candidate feels acknowledged and informed, no matter how many reqs are open.

Without AI, candidates wait. With AI, candidates know. That difference is what builds confidence and keeps top talent engaged. Unlike basic chatbots that only react to inputs, modern AI agents are designed to act. They take initiative, stepping in to keep processes moving and to ensure no candidate feels overlooked.

AI agents, like those in GoodTime’s Orchestra, keep candidates engaged 24/7.

By filling these communication and coordination gaps, AI agents elevate the overall experience. Recruiters can then dedicate their time to meaningful human interactions, like building trust with top candidates or advising hiring managers, while knowing every candidate is still receiving care and attention.
Why always-on support matters most in global and high-volume hiring

For global organizations, candidates are often awake and asking questions when recruiters are offline. For high-volume hiring, recruiters are managing hundreds of applicants simultaneously. In both cases, coverage gaps are inevitable — unless AI agents step in.

With AI, candidates can get what they need in the moment: an immediate answer, an updated schedule, or a reassurance that their application is still moving forward. This kind of responsiveness prevents disengagement and shows candidates that their time is respected.

In high-volume environments, the benefits multiply. Agents can handle routine but essential touchpoints like confirming interview times, delivering reminders, troubleshooting tech issues, or rescheduling conflicts. What would overwhelm recruiters instead becomes a seamless experience for every candidate.

The impact goes beyond efficiency. Always-on support signals to candidates that the company values them as individuals, no matter where they are or how many others are in the pipeline.

Balancing automation with human touch at HubSpot

The fear that automation makes the hiring process feel less human is common. But leading companies like HubSpot prove that the opposite is true when automation is designed thoughtfully.

Becky McCullough, HubSpot’s VP of Talent Acquisition and Mobility, put it simply: “AI is going to play a key role in automating a lot of those repetitive tasks that can oftentimes slow down a talent acquisition team.” By freeing recruiters from reschedules and admin work, HubSpot’s team reclaimed time to focus on building genuine connections with candidates.

Since adopting GoodTime’s Orchestra, HubSpot has seen a 75% increase in team productivity, a 30% boost in scheduling speed, and a 152% increase in active interviewers across 15+ countries.

The numbers tell one story, but the experience tells another: “After implementing GoodTime, we’ve not only seen faster interview scheduling — we’ve seen happier candidates, happier interviewers, and a happier coordination team,” Becky said.

Jennifer Walker, HubSpot’s Global Talent Acquisition Coordination Manager, added: “We need automation, but also empathy. We want to be where those two things meet.” For HubSpot, that balance means candidates get timely, transparent updates, while recruiters have the bandwidth to engage in meaningful conversations.

This approach proves that automation does not erase the human element — it amplifies it. By eliminating repetitive work, AI creates more space for authentic human touchpoints. Candidates feel cared for, recruiters feel less burned out, and the overall experience becomes a competitive advantage.

“We need automation, but also empathy. We want to be where those two things meet.”
-Jennifer Walker, Global TA Coordination Manager, HubSpot

Orchestra: AI agents in action

GoodTime’s Orchestra illustrates how AI agents can act as a digital workforce that complements, rather than replaces, the recruiting team. Orchestra is not a single feature or chatbot. It is a coordinated set of agents designed to keep hiring fast, human, and in sync.

For candidates, Orchestra functions like a 24/7 concierge:

  • Answering questions with company-specific information.
  • Scheduling and rescheduling interviews instantly.
  • Sending reminders and preparation resources so candidates feel confident.
  • Gathering feedback after interviews to help teams continuously improve.

For recruiters, Orchestra removes the heavy administrative load. It screens applicants, surfaces top talent, manages scheduling, and flags bottlenecks — all while keeping the team in the loop. Recruiters still own the relationship and decision-making, but they can do so with more focus and less stress.

The result is a hiring journey where candidates feel supported every step of the way, and recruiters regain the time to deliver the personal touch that defines a strong employer brand.

Human-first AI as the future of candidate experience

Every unanswered question, every delayed update, and every scheduling hiccup leaves an impression on candidates. Those impressions add up, shaping how they view your company and whether they want to work there.

AI agents are not a replacement for recruiters. They are the safety net that ensures no candidate feels forgotten, and the partner that keeps hiring in sync. For candidates, this means a faster, clearer, more personal journey. For recruiters, it means peace of mind that every touchpoint is covered, even when bandwidth is stretched thin.

The future of candidate experience is not humans versus AI. It is humans and AI working together — delivering the responsiveness candidates expect while preserving the meaningful connections that make them feel valued.

How and Why to Use Video in Your Employer Brand Strategy

Posted on by Rachelle Ann Raymaro

What makes a company’s brand stand out to top talent? Just like a strong benefits package, a standout employer brand is key – highlighting and promoting why your organization is a great place to work. Now the question is, how do you bring your employer brand to life in a way that truly resonates with candidates? As an employer, you can leverage the power of technology and social media. Yes, you can use videos!

Video content has evolved through time and technology and emerged as a key tool in employer branding. With videos, you can genuinely tell your company’s story and connect more deeply with prospective employees. Videos are engaging and can effectively evoke emotions. Whether embedded in your candidate portal, shared through email campaigns, or featured on your employer brand website, videos create a deeper connection with potential hires and elevate their experience.

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Why is video essential in your company’s branding?

Here’s a quick summary of why you should care about incorporating video into your employer brand strategy:

  • Videos are essential in employer branding because they offer an engaging and authentic way to connect with potential candidates.
  • By highlighting your company’s culture, videos can genuinely share a glimpse of your organization, which helps set the expectations for your potential candidates.
  • Video content can streamline recruitment and improve the quality of your hires by allowing candidates to understand your company first.
  • Lastly, videos can boost your brand’s online visibility and reach across social media platforms, furthering your conversion and marketing efforts.

So now, let’s dive deeper into why videos are essential in your company’s branding.

Videos can effectively engage candidates.

Video is one, if not the most effective medium for capturing and maintaining attention. Viewers retain 95% of a message when it’s delivered through video, compared to only 10% when reading text (Forbes). Videos have the ability to elicit what we call multisensory engagement – stimulation of both visuals and sounds makes videos immersive and, therefore, more impactful.

Essentially, videos can vividly express emotions with gestures and facial expressions. Videos can make viewers experience a roller-coaster of emotions. This makes your storytelling more personal and relatable. As cliché as it may sound, you can sell your brand efficiently if you target your audiences’ emotions.

Videos can authentically showcase your company’s culture

If executed properly, videos can powerfully highlight what it is like to be working in your company. Give them a glimpse of your company’s values, perks, and atmosphere.

Thinking about the content? Here are some examples:

  • Employee testimonials: Nothing beats genuine feedback from your employees themselves. As long as they are happy, you don’t have to give them scripts. You can even ask them on the spot and capture that perfect moment why they’re happy working for your company.
  • Day-in-the-life videos: As we all know, this gives your audience a “walkthrough” of how a typical day of an employee looks like in your company. This content shows transparency — which sets the expectations of your viewers and potential candidates. Make it more enticing by letting your employees show your company’s perks­ – free coffee, free food, freebies!
  • Behind-the-scenes tours: Grab your tripod, and it’s time to walk! Yes, walk with your viewers and show them the ergonomics. Record your company’s team-building activities, company outings, games, and more. This will give your potential candidates something to look forward to.
LEGO does a great job of day-in-the-life videos. Check out this example above!

Videos can improve your recruitment efficiency.

According to oneday.com, job postings with embedded videos received 800% more engagement than those without. Additionally, job postings with video icons are viewed 12% more, and those with embedded videos have a 34% higher application rate. This research shows that incorporating videos into your job postings can enhance viewer engagement and is proven to attract potential talents.

Adding videos to your recruitment process can expedite and improve hiring experience. Let’s take a look at video interviews, for example. Video interviews helped employers look for the best talents worldwide, overcoming geographical limitations.

A candidate portal is an essential hub for delivering engaging content. Embedding videos here allows you to enhance the user experience and keep candidates informed at every step of the hiring process. You can put some content here, like welcome videos, role-specific insights, diversity and inclusivity, team introductions, etc.

Video content is an excellent learning aid in your employee onboarding experience. This will also save time and lessen the need to do in-person sessions.

Videos can boost your brand’s online presence.

Did you know that Google prioritizes video content in search results? According to vidico.com, video content is 50 times more likely to rank on the first page of Google than traditional text-based content. If your brand appears on the first page of a search engine (in this case, Google), it is more likely that many internet users will click on your website. This can also translate to more conversion—readers or internet users being turned into your customers.

Social media platforms like Facebook, LinkedIn, Instagram, Twitter, etc. are also optimized for video content. Furthermore, videos can be easily shared and are more likely to go viral on these social media platforms.

How to create videos for your brand strategy

Creating employer brand video content can feel overwhelming, but it boils down to just a few simple steps:

  • Know your company’s values: Know the “why” behind what you do. This is the backbone of your company and will serve as your reference when creating the content for your brand.
  • Use the right features of your video creation tools: features like AI video generation, audio editing, screen recording, and stock media can simplify your video creation process. Features like video hosting and analytics can help you refocus your efforts on the content that matters.
  • When polishing your videos, embrace imperfections, use subtle transitions, select appropriate background sounds, and play with the pace of your videos for emphasis.

So now, let’s dive deeper and discuss how to create videos for your brand strategy.

Know your company’s values.

Your company’s values will shape what you want to communicate and how you want to communicate it. These act as the guiding principles for all your content and communications. Your values must be consistent and should represent what your company aims to achieve. It is also imperative that you know what your brand stands for. Ensure that you will create content that aligns with your brand’s tone, message, and character.

You may have the best video editing tool, or you may have chosen the best fonts or the best transitions. But have you checked the “why” behind what you do? Your company’s values must be the foundation of all your communications and brand strategy.

Use the right features of your video creation tools.

Now you know the “why” behind what you do, your next step is to create quality content. You may have the best values, mission, and vision. But if you do not deliver it creatively and with quality, it will not be heard. Therefore, using the right tools to create quality content is equally important.

A lot of user-friendly tools have proliferated in the online world. Now it is up to you which tool caters to your needs and saves your time and money, of course.

Recommended features for a video editing tool:

  • AI video generator: These AI video generators simplify creating videos by automating visuals, voiceovers, and sound adjustments, making it easy to produce polished content. Practically, it is a one-click magic that can fix common mistakes and nuances in your video.
  • Audio editors: It is truly annoying if the sound does not match what is happening in a video. So, an audio editor enhances and refines sound syncing and quality, resulting in a more cohesive and professional final product. If you want to go extra, you can use an AI Voice Cloning feature, which allows you to do automatic narration using different voices.
  • Screen recording tools: These are perfect for creating tutorials or walkthroughs– making learning materials, explaining complex instructions, introducing your candidate portal, or showcasing how employees use internal systems.
  • Stock video and audio platforms: Did you run out of ideas with short video clips and sound clips? Or do you want to save time and use any available and ready-made videos and sound clips? Stock videos and audio are your friends.
  • Mobile availability: For quick edits and on-the-go content creation, mobile apps allow you to adjust video clips, add captions, or apply filters directly from your phone.
  • Video hosting and video analyzing capabilities: Video hosting can help with video storage, embedding, and performance tracking. Video analysis can be helpful by giving you insights about how many viewers watched your videos, what time your viewers watched your videos, and which videos have the highest engagement and views. This helps you refocus your efforts on which video content matters. Both are essential in choosing a tool because it will make your storage, tracking, and analysis efficient.

There are a ton of other features available out there. You may get confused at first, but the most critical first step is to try it yourself. Video editing is one of the heaviest doors you will have to push to open new opportunities to create content for your brand. If it’s too heavy, do it with your team.

Some practices you can use when polishing your videos

  • Embrace “happy accidents”: You aim to create the perfect video to represent your brand. Who does not want that right? But remember that everyone starts with the first step–full of mistakes, imperfections, learning, and milestones. 
  • Consider “invisible transitions”: You may want to be fancy and engaging, but you might overdo it. Sometimes, less is more. Exaggerated transitions may distract your audience from getting your main point.
  • Choose the appropriate background sound: Viewers nowadays are highly critical and can get easily distracted. Try using nature sounds or soothing sounds that boost concentration.
  • Use speed for emphasis and impact: Viewers may get bored with the standard pace of regular videos. Try slow motion on the most critical parts of your videos, or speed up less important parts for comedic timing. Speed manipulation can evoke different emotional responses.

Final thoughts: Video sets you apart from competititors

Your branding is what will set you apart. How do you want your company to be remembered? Would you like your company to be remembered? If yes, then video can be a powerful tool to transform your branding strategy. It is an incredible, versatile medium that can make or break your efforts.

Looking for top talents to grow your company is time-consuming. You can make your brand stand out by using videos and pairing them with your recruiting automation efforts to make it even more impactful. Automation streamlines your hiring process, while video content makes your brand unique. This integration ensures consistency, personalization, and efficiency in your recruitment strategy.

Start leveraging video today to strengthen your employer brand and attract top talent. The combination of innovation, authenticity, and strategic communication will set your company apart in the competitive hiring landscape.

Employer Branding: Why It Matters and How To Do It Right (With Examples)

Posted on by Ellie Diamond

Talent acquisition (TA) is like a game of matchmaking. You promote your organization to build a pipeline of qualified candidates, looking for people who will be the right fit for your organization.

Meanwhile, each candidate you encounter is doing the same. They’re looking for companies that will help them reach their goals. Your goal? Get the best ones to pick you.

That’s where employer branding comes in. You can never fully control what someone thinks about your company, but you can control the attitude, values, and personality you present.

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Understanding employer branding

Your employer brand is different from your organizational brand. Your organizational brand is the persona your company shows customers so they can feel a personal connection before buying. Think of Nike’s direct and unflinching “Just do it” or Hallmark’s warm, family-friendly attitude. 

Your employer brand is the company personality your employees and candidates experience. Since it’s the same organization, it usually shares some intangible aspects with the consumer brand, but the building blocks differ.

The components of your employer brand are:

  • Company culture: In Gallup’s words, “how we do things around here.” People who feel connected to their company’s culture are 5.8 times as likely to recommend their organization to job candidates. 
  • Employer reputation:  What others say publicly about your company as a workplace. According to Glassdoor data, 86% of job seekers research employer reviews and ratings when deciding where to apply.
  • Candidate communications: Your careers page, job postings, and interactions with job seekers. Keeping up with talent acquisition trends is essential to keeping this part of your employer brand up-to-date. No one wants to be the last employer who is still scheduling interviews with clunky email threads!
  • Employee value proposition (EVP): The perceived benefits of working for your organization. A strong EVP develops from your organizational values and highlights what distinguishes you as an employer.
  • Employee and candidate experiences: The quality of your interactions with current and potential employees. Just like with people, positive interactions with a company make people want to develop that relationship.

The importance of employer branding

With so much happening in talent operations, it’s easy to let the chips fall where they may. But more people will want to work for you if you’re a great employer. And to understand how to build that reputation — and, more importantly, deliver on it — you need an active branding strategy.

Attracting top talent

There’s a lot of buzz among candidates about how challenging the job-seeking process is, but the truth is that it’s still a candidate’s market. According to the U.S. Bureau of Labor Statistics (BLS), there are still more job openings than candidates, and the most talented candidates will always have plenty of options.

An employer branding strategy is the first step to attracting top candidates for both open positions and ongoing talent acquisition. It ensures you send the right message about your offerings and why people want to work for you.

Reducing turnover

Retaining top talent was the biggest TA challenge of 2023, with 34% of surveyed hiring managers naming it as their biggest concern. Every departure means the TA team must go through all eight hiring process steps, with all the time commitment and expenses they entail. 

Source: 2024 Hiring Insights Report, GoodTime

Employer branding helps keep those top people by reminding them why they love working for you. It reinforces the culture your employees signed on to join and shows you “walk the talk.”

Employees notice when you haven’t delivered on your value proposition. They’ll leave if they think they’ll be a better fit elsewhere. But with a strong employer brand that informs all things HR, you remind them daily that you’re the best fit for their needs.

Strengthening company culture

Employ Inc.’s 2022 Job Seeker Nation Report ranked company values and culture among the top five reasons people accept a job. If it doesn’t work out, it’s a big problem. Over a third of employees who’d left a job in 90 days blamed the culture as “not as expected.”

Purposeful branding can prevent this disconnect and preserve the culture that brings people together. Stephen Houraghan of Brand Master Academy explains the connection in a 2023 YouTube video:

If there is a sense of camaraderie and a positive company culture that permeates through every single touch point of the brand because the people who are working there want to work there, and that shows up in their work. It shows up in their productivity and it shows up in their overall attitude that leaks out into the market and influences the perception of the overall brand.

A strong employer brand sets an example of the culture you want to achieve. It lets that culture shine through at every employee touchpoint. Those experiences reinforce a sense of belonging and turn employees into eager ambassadors for your organization and its TA goals.

Steps to build an effective employer brand

Until now, we’ve mostly talked about employer branding in the abstract: why it’s important and what it does for a company. Let’s move on to how you can understand and strengthen your unique employer brand.

Conduct an employer brand audit

Your first step to building a strong employer brand is to audit the one you already have. Whether or not you’ve taken steps to build it consciously, you have an employer brand and need to understand it before moving forward.

Auditing your employer brand means thoroughly reviewing your talent communication channels, from your social media presence to your recruitment funnel. Your goal is to understand how you communicate with potential talent and their experience engaging with you.

According to Geva Whyte, a recruiting coordinator with experience at Lyft and OpenAI:

A common blind spot when it comes to building a talent acquisition strategy is investing in the candidate experience and making that a part of your brand. One of the simplest things an organization can do to build up their recruiting brand is emphasizing communication — style, tone, consistency, and frequency. 

Examine all communication assets, including job postings, online recruitment messaging, and candidate email templates. Wherever possible, compare your messaging to those of your competitors. Consider differences in content, style, and approach,  looking for opportunities to set yourself apart.

Read what others say about you. Visit employer review sites like Glassdoor and look for trends in employee feedback. How most people describe you is a clear indicator of your current brand.

Remember to look at your internal communications, too. Ask yourself if your employee messaging matches the brand you show to candidates. It should have a similar energy and reflect your target values.

Define your employee value proposition

Your employee value proposition (EVP) is the core of your employer brand. When you relate to employees in a certain way or use a specific type of messaging, you tell them how you operate and what you stand for. The more intentional you are about your EVP, the clearer those messages will be.

As with brand development, defining your EVP starts with looking at your team’s current perception of the company. This process might involve formal surveys, informal discussions, and another look at what people say online. Look for expressions of why employees choose to work for your organization.

Think about whether those expressions match the value you want to offer. Do you want to emphasize and capitalize on your existing value to employees? You might want to add, take away, or change something.

As you work through this process, develop ways to communicate your newly defined EVP.  It should be evident in your recruitment materials, job market outreach, and anywhere else you present yourself as a potential employer.

Leverage employee testimonials and social proof

Communicating the value you offer is essential, but we live in a skeptical world. People tend not to take a company at its word alone, whether they’re making a purchase or looking for a job.

Social proof shows that you truly offer the value you promise. Candidates feel that they’re hearing “the real story” of what it’s like to work there, and those genuine stories strengthen your employer brand.

Employee testimonials also show that you value your team.

“It makes them feel that they’re part of something bigger than themselves,” Houraghan explains in his recent video. “It shows the rest of the market that there’s achievement going on within this business and within this brand, and there are good people working there.”

Start collecting testimonials by harvesting your best reviews from Glassdoor and other sites. You can also encourage engaged employees to submit written or video testimonials.

Implement onboarding and development programs

As you’ve learned, consistency is key to a strong employer brand. Your candidates should see the same values and brand personality as your employees, and onboarding is where you pass that test.

During onboarding, your new hires discover what working for your company is like. It’s essential to provide a positive experience that aligns with the employer branding new hires saw during recruitment. If you do this well, your onboarding process can help your employees feel more committed to the organization.

But don’t stop there. It’s important to keep providing that EVP you promised, which means offering employee engagement and development opportunities. Professional development is a popular value point for today’s employees, yet only 44% believe enough opportunities exist. Providing those options strengthens your EVP and employer brand.

High-quality employer branding examples

If employer branding still seems vague to you, stick with us. We’ve got concrete examples from three star-quality brands to inspire you.

Brother USA

One look at the Brother printer company’s career site, and it’s clear they’ve thought about employer branding. Brother’s corporate motto is “Brother at your side,” and the company incorporates that philosophy into its recruitment, starting with the above-the-fold content on its careers page:

Brother career site
Image source: Screenshot from Brother USA Careers

Brother has several informative sub-pages on the career side of its site, one of which is a dedicated culture page. Notice the consistency of the aesthetic branding and the intentional EVP:

Brother strategic drivers
Image source: Brother USA Careers: Our Culture

Across the board, Brother emphasizes its “at your side” philosophy and clearly communicates how that manifests for employees.

Eventbrite

It’s no wonder that a company dedicated to bringing people together is a rockstar at employer branding. Eventbrite nails the aesthetic consistency piece and clearly communicates its EVP:

Eventbrite careers
Image source: Eventbrite Careers.

You’ll find the same aesthetic in even more detail on the company’s benefits page, which details all the ways Eventbrite recognizes each team member’s unique contributions:

eventbrite careers
Image source: Eventbrite Benefits

The rest of the page covers health and wellness benefits, financial incentives, and career development. As the banner image suggests, the page is fun and people-centric. 

Go to Eventbrite’s HQ blog or LinkedIn page, and you’ll see the same celebratory atmosphere and appreciation of staff members — or “Britelings,” as the company calls them:

Eventbrite employer branding
Image source: Eventbrite LinkedIn

Even the company’s job postings have the same color scheme and vibrant language, which matches its consumer and employer brand.

Microsoft

Microsoft is another company with an engaging EVP and a strong employer brand. It welcomes job seekers with a fleshed-out career site, including detailed information on available jobs, career tracks, and company culture. But where Microsoft really stands out is its “Hiring Tips” page, where applicants learn how to shine:

Microsoft employer brand
Image source:  Microsoft Careers: Hiring Tips

This valuable page even leads candidates through what to expect during the hiring process:

Microsoft hiring process
Image source: Microsoft Careers Hiring Tips

Candidates get the message that Microsoft is on their side and invested in their success. Those who dive deeper will find evidence of a diverse and welcoming culture that helps people do their best work:

Microsoft social media employer branding
Image source: Instagram, “microsoftlife.”

If we didn’t already have jobs we love, we’d apply immediately.

Create your employer brand and make a great impression

Candidates for currently open positions and your longer-term TA pipeline start forming an impression of you when they see your job ads or company’s posts on LinkedIn. A strong employer brand is the best way to make a good impression.

Developing an employer brand can seem daunting, but it’s all about clarity. Show what you offer and stand behind it with the following: 

  • Clear communications
  • Employee value
  • A sense of who you are as a company

Human-centered artificial intelligence can help. GoodTime’s AI-driven candidate engagement and experience platform smooths the talent acquisition’s rough patches so you can build genuine connections and deliver a best-in-class candidate journey.

Integrate thoughtful AI today and see how human your hiring process can be.

Upgrade your hiring journey with AI

GoodTime’s AI agents orchestrate the entire hiring journey — screening, scheduling, messaging, and more — so talent teams hire faster with a better candidate experience.

Learn more

Can Automation Improve Your Employer Brand?

Posted on by Megan Mooney

Despite layoffs in the tech sector making headlines nearly daily in the first month of the year, one of the biggest takeaways from GoodTime’s 2024 Hiring Insights Report is that we are still in a candidate-driven job market. 

With fierce competition for talent predicted for 2024 and layoff anxieties still looming, I consistently advise companies that it is now more crucial than ever to dedicate resources to protecting and improving their employer brand. 

Below, we’ll explore how strategic use of automation can not only enhance your employer branding but also position your company to attract and retain top talent in 2024’s competitive landscape.

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But why is employer brand so important in 2024?

A company’s online reputation has a tremendous amount of swaying power for candidates as they consider prospective employers. 

Each week I speak with dozens of candidates, and I always ask what’s most important to them in their next career move. Over the last three years, their answers have increasingly strayed away from compensation-based responses to more culture-based responses, such as prioritizing companies that offer good work-life balance and ample opportunities for career growth, development, and mentorship. Candidates care increasingly about the kinds of people they’ll be working with, whether or not they’ll be backed by supportive teams, and how upper management communicates goals and expectations with the rest of the company. 

The risks to your employer brand: The impact of online platforms

So where do candidates look to see if their prospective employer checks these boxes? Sites like Glassdoor and Reddit. 

It takes a company years to build and implement the policies, practices, and philosophies that shape its employer brand. Unfortunately, it only takes a few minutes for an unhappy employee or a handful of people affected by a reduction in force (RIF) to take to one of these many online opinion platforms and effectively undo years of reputation building. 

It’s a delicate task to maintain a positive employer brand in an era where information spreads at lightning speed. Each phase in an employee’s journey contributes to the overall narrative that forms your company’s brand in the public eye. As much as positive experiences can bolster your reputation, negative ones, especially those shared publicly, can cause significant damage. 

This is where strategic employer brand management comes into play. It’s not just about crafting a positive image; it’s about genuinely creating a positive experience that resonates with both current and prospective employees. This experience, when handled correctly, turns employees into brand ambassadors, spreading positive narratives that counteract any negative feedback.

The role of hiring automation in enhancing employer brand: Addressing interview process complaints

People take to Glassdoor and similar platforms not only to share about their time working at a particular company, but also to talk about their experience during an interview process. 

Some of the most common interview process complaints that I hear from candidates are: 

  • The process was too lengthy
  • Too much time passed in between stages
  • Companies failed to give timely feedback
  • There was generally poor communication throughout the process

The good news is that all these common complaints can be addressed with the right interview automation tool. These tools don’t just accelerate the hiring process. They also create positive, memorable experiences that directly impact your reputation among candidates. Plus, they free up time for you to focus on those essentially human elements of hiring.

By automating elements of interview scheduling and candidate communications, TA teams are getting back more than 30% of their time all while protecting the company’s employer brand and providing a white-glove candidate experience. 

Chart: recruiting teams spend 35% of their time scheduling interviews.
Source: 2024 Hiring Insights Report (GoodTime)

The future of HR and talent acquisition: Prioritizing employer brand

To attract top talent in 2024’s competitive landscape, employer brand should be top of mind for all HR and TA leaders. However, recent trends suggest a worrying shift. The de-prioritization of Diversity, Equity, and Inclusion (DE&I) efforts, a cornerstone of a strong employer brand, has been noticeable in many organizations. This, combined with an uptick in employee layoffs and terminations often conducted without adequate outplacement services, paints a concerning picture. Such actions can inadvertently erode trust and goodwill, which are essential components of a strong employer brand. 

To meet hiring goals and retain talent, companies must adopt a holistic approach to reputation management. This involves actively managing every touchpoint in the employee lifecycle, from initial contact to exit. Best-in-class automated solutions can play a pivotal role in this strategy. By leveraging automation, companies can streamline recruitment processes, enhance communication, and provide a more engaging and candidate-friendly experience. Automation tools can also aid in gathering and analyzing feedback, allowing for real-time adjustments to recruitment strategies and employer branding efforts.

In essence, employer branding in 2024 requires a nuanced understanding of the evolving job market and employee expectations. By aligning their values with their practices and leveraging the right technology, companies can not only attract top talent but also foster a culture of loyalty and advocacy, essential for long-term success in a competitive landscape.

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.

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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. 

6 Steps Proven To Boost Your Employer Brand

Posted on by Rachel Heller

Great compensation alone no longer tops the list of must-haves for job seekers. So what is driving competitive talent your way? Today, it’s all about how candidates perceive your company’s culture, aka your employer brand – and whether or not they can visualize themselves being part of it. 

In fact, with 25% of candidates willing to accept a pay cut to work for a company with an engaging employee experience, it’s becoming increasingly evident that the employer brand is just as important as the consumer brand. All things considered, focusing on your brand is undoubtedly good for business: organizations that invest in their employer brand are three times more likely to hire quality candidates.

In a world where your reputation as an employer can be discovered in just a few clicks, leveling up is mission-critical. Here are six proven strategies to help you do just that.

1. Audit, Both Inside and Out

It’s one thing to create a flashy careers page – it’s another to live out those promises. To foster a healthy company culture full of happy employees, start by listening. 

Commit to asking your team for honest feedback through regular employee pulse surveys so you can measure and track how they feel about their work experience. Then – and most importantly – let the feedback inform your business strategy.

Don’t stop there. Take an external look at your employer brand by “listening” to what people are saying about your company across social media platforms and job review sites. Gathering this data will help you not only identify your strengths and play to them in the future, but also identify your weaknesses and prioritize next steps for mitigating them.

2. Employer Brand Starts With Employee Value Proposition

Next, get clear on why competitive talent would want to work for you. What do you offer in exchange for their valuable time and skills?

Today’s candidates want to work for a place that not only shares their values, but also provides a sense of belonging. Use the data gathered during your audit to write compelling job descriptions that make it clear why a talented individual should join your team.

To further reel in star candidates, ensure that these same value propositions are intelligently conveyed in the hiring process, leaving no doubt in the minds of candidates that your company is the place for them.

3. Demonstrate a Commitment To DEI  

It’s not enough to show off your diversity, equity, and inclusion (DEI) efforts after a candidate is hired; 85% of job seekers want to know where employers stand on DEI before making a final decision about a job.

A great place to start? Your careers page. If DEI is truly a clear focus for your organization, demonstrate it by including images of people from diverse backgrounds, inclusive language, and employee testimonials that speak to your efforts.

Committing to DEI is one of the most consequential factors in creating a workplace where employees feel comfortable to be their authentic selves. But practicing DEI is a continuous journey. Make a habit out of regularly evaluating your DEI efforts and identifying areas needing improvement. 

4. Broadcast Growth Opportunities

Employees want and need a challenge — especially high performers. In fact, 33% of employees cite boredom as the main reason for leaving a job (Korn Ferry’s Breaking Boredom survey).

So if growth isn’t part of your employer brand, it needs to be. Employees who are offered growth and development opportunities learn new skills, making them more valuable and more engaged.

Don’t forget to emphasize these opportunities everywhere you talk about open roles: on your careers page, in job descriptions, and on social media. Showing that you invest in the well-being of your employees will quickly capture a job candidate’s attention.

5. Give Current Team Members a Voice

One of the most significant assets that will reinforce your employer brand is sitting right in front of you: your employees. In fact, candidates trust what current employees say about working for a company three times more than they trust the employer.

To leverage your team, ask them to leave reviews on job sites, request testimonials to share on your website or social media, or record videos of employee stories you can use in recruiting activities.

Your employees’ stories will breathe personality into your employer brand, showcasing real-life examples of people who love being part of your team. Take it from Microsoft, a company that took this idea to another level by creating a Twitter profile, @MicrosoftLife, which is exclusively centered around their company culture and the lives of their employees.

6. Remember: The Candidate Relationship Is Your Employer Brand

Amidst auditing and improving your employer brand, never lose sight of the connection built between candidates and your organization during the interview process – because at the end of the day, the candidate relationship is your employer brand. How you treat and interact with candidates in their hiring journey directly reflects the type of employer you are. To position yourself as a great place to work, ensure that candidates feel respected.

Here’s where your tech stack comes in: implementing features that allow candidates to self-schedule their interviews for a time that works best for them, and leveraging automation for a quick and easy recruitment process, sends a message to candidates that their time is valued.

Don’t let a negative candidate relationship weigh down your employer brand. Give candidates a seamless experience by leveling up your tech stack today.

Spotify’s Work From Home Revolution

Posted on by Rachel Heller

Remote work from home is nothing new, and if we’ve learned anything over the past two years, it’s that WFH can be just as productive (if not more so) than working in an office.

But what if your company wants to adopt a WWYWB (Work Where You Work Best) policy? Lindsay Goring, Global Talent Acquisition Lead at Spotify, sat down with GoodTime’s Head of Customer Success, Lauren Costella to discuss options for remote work and the strategies that made their approach a success.

If you don’t have time to watch the full video, here’s the TLDR with the five main takeaways from the session.

Consider Your Remote Work Approach With A Globally Distributed Team

Spotify has implemented a strategy that enables employees to work from anywhere. Employees at Spotify are encouraged to view work as something they do, not a place they go. This enables great flexibility for employees to work fully remotely if they choose.

Though this strategy has been successfully implemented at Spotify, it’s not for every company. The fact is, there is no one size fits all option because you have to have the right infrastructure to support this work style, and the right strategies to implement these kinds of company policies. 

The way a company approaches these policies is one of the most important elements to consider. Spotify’s approach was very people-focused and they aimed to analyze what their employees needed to work their best. This meant that they had to provide flexibility for their employees because some of them worked best in a remote environment. 

This Is How Spotify Approached Work From Home: 

  1. Try to ensure that teams are within similar time zones to work seamlessly with each other instead of having 8+ hour time differences. 
  2. Set up multiple entities in different locations around the world so that those who do need the office can access it. 
  3. Choose specific regions when you’re looking to fill certain roles. 
  4. Allow employees to choose their work modes (office or home mix).

Prepare With Your Team

This is all about getting your team ready for change by understanding the goals and strategies used to make those changes a success. Preparation is also crucial for leaders to understand which employees prefer working in the office and those that prefer working fully remotely. 

It’s important to remember that it will take months to fully prepare for this kind of work environment because these changes can be quite drastic. Some roles have to adapt fully online, while others will need to be hybrid.

These Are Some of the Factors Spotify Had to Iron Out Before Getting Started: 

  1. Employee laws in different countries
  2. Payment methods for different currencies and countries 
  3. Co-working spaces for those who want office spaces in different locations
  4. Human resources and internal comms
  5. Training and retraining staff to adapt to remote work
  6. Getting the recruitment team ready

For Remote Work, Employer Branding Is Key

This is an important element in recruiting talented people because they need as much information about their employer as possible. Spotify has a dedicated website just for careers at the company to highlight the different roles available. This lets candidates see which roles are eligible to be fully remote and the ones that require office work. 

This kind of method is quite effective in employer branding because the website gives in-depth details about the roles as well as the company culture that candidates should expect. It’s better than just having a few hundred words on a job board that give very little knowledge about what the employer’s values are and what work mode options are available at the company. 

This kind of employer branding is fundamental because it ensures that candidates already know before they apply what kind of role they want and what work mode they are eligible for as well. 

Spotify’s Results

Once these kinds of changes are made within the company, it’s essential that people are measuring the level of results. Spotify has seen many great results and one of those is the increase of applications once they announced that they’d let people work from anywhere where eligible. This attracted many talented people based in different parts of the world. 

By allowing people to work from anywhere, they no longer had to turn down applicants who were unable to relocate due to personal reasons or COVID-related challenges. This leveled the playing field for applicants and gave them the chance to hire more talented people regardless of their geographic location.

Remote Companies: Time to Give Your Tech Stack an Upgrade

Having the right tools is critical for companies trying to move to remote work. Spotify works to ensure that collaboration is asynchronous by using tools like Slack, Workplace, and GoodTime.

GoodTime Hire’s automated, intelligent scheduling serves as a major asset to companies that have to navigate through different time zones with candidate schedules. This is one way that the Spotify team can automate coordination, eliminate manual work to save both time and money, and make the application process a positive experience for candidates. 

Learn more about how GoodTime Hire’s interview scheduling software can supercharge your recruiting to win top talent.

Does interview scheduling automation make sense for my team?

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5 Key Takeaways: Building an Employer Brand Strategy at Postmates

Posted on by Rachel Heller

How’s your employer brand strategy? 

Amid The Great Resignation, compensation and role alignment aren’t enough to snag top talent. 

Creating a smart employer branding strategy attracts more ideal candidates by providing a clear, specific, and unique point of view as to what life is like within your organization. Employer branding also demonstrates company values in a way that helps candidates see themselves with a given company. 

And now more than ever before, company values matter deeply to job seekers. This is why taking the time to build a solid employer branding strategy is the secret sauce in capturing top talent. 

Every TA leader understands the importance of company culture as it’s seen through the eyes of current employees. By leveraging that knowledge, hiring teams can develop an authentic employer brand strategy to appeal to their ideal candidates.

Here are five key takeaways from the webinar with Pete Lawson, former VP of Talent at Postmates, on building an authentic employer brand strategy at Postmates. 

1. Turn on the Discovery Channel

Discovery interviews are the first step toward building an authentic employer brand strategy. They provide the opportunity to see the company through the eyes of the employees. Lawson’s team asked employees questions such as:

What’s it like to be a part of the Postmates team?
What’s their background?
What are their goals?
What’s compelling about their organization?
What do you feel is working?
What do you feel is not working?
Where do you feel undervalued?

Determining the company’s strengths and weaknesses from an employee’s perspective was valuable feedback that allows them to continuously improve as an organization.

Talent competitor analysis was important for Lawson’s team to pinpoint who Postmates was competing against for talent, and how they are currently showing up in the market. The team focused on key areas including:

How’s their employee value proposition (EVP)?
What’s their voice or tone?
What’s their brand reach?
What does their community engagement look like?
What do their mobile apps look like?
How can they gain a competitive edge as an organization?

A digital audit was deployed and combed through their primary mediums including:

  • Career site
  • Job description pages
  • Corporate blog
  • Social media
  • Glassdoor page
  • Github

The team used this method to identify some of their biggest gaps, to gather opportunities for improvement, and to determine where they needed to build more infrastructure. 

2. Communication Is Key During Development

The second phase was to utilize all of the insights collected during phase one to develop a brand narrative, finalize a digital recruitment strategy, and iron out the EVP narrative.

Lawson and his team developed a methodology as to what makes the experience of working at Postmates so unique. They accomplished this through a series of workshops where employees from different departments across the organization provided a wide range and variety of experiences and opinions. 

Using this valuable employee insight, they delivered recommendations for the tagline, the brand’s voice and tone, and the EVP framework. Hearing directly from Postmate employees about what makes the company culture strong, unique, and conversely the areas in which they could improve, was one of the driving forces behind how they arrived at this EVP. 

At this stage, it was crucial to align with the marketing team to get buy-in from them early on in the process. Having meetings early on helps all members understand the end goal, and can provide a roadmap toward the final destination. Getting that buy-in at this stage ensured that they had the opportunity to collect critical information, and understand who on the team they should expect to meet with on a regular basis.

These early stage meetings also allowed them to gain a greater understanding of their concerns regarding this project, what they are most comfortable with, and even some aspects that they’d prefer to avoid during this development phase.

During these meetings, they created project milestones to hit along the way, and gave access to the branding toolkit, and any other materials they had from a branding standpoint. This helped them stay on brand as they developed their strategy and finalized the EVP. 

Having in-depth communication with the team from the start allowed them to build their treatment, and establish themselves as the experts. They were then able to communicate that they understood the objective, company mission, and the desired outcome.

3. The Execution

After all of the hard work that was put in during phases one and two, the execution phase is where they really started to have fun with it. During the execution, they:

  • Rolled everything out
  • Activated the EVP
  • Built out the content creation and analytics dashboard
  • Created the job posting guide
  • Implemented the technology for candidate experience

At this stage, they leveraged the EVP and brand narrative to establish their target audience. They asked themselves what kind of personae and personalities they hoped to attract.

At Postmates, one of the key targets was to highlight female engineers and employees wherever and whenever possible. By including testimonials and photos on their microsites, they increased female representation, which encouraged more women to apply.

This is a much more effective method than simply saying, “we are hiring female engineers.” It was important to them that they really represent the female population, and share their first-hand experiences working at Postmates. This was a great way for candidates to connect with and relate to actual employees, rather than simply hearing the information from a recruiter.

4. Recruiting Ideal Candidates

A job posting guide was built to help make job posts more candidate-centric and on-brand, outlining key sections, examples, templates, and messaging resources as they related to the targeted personae. These would ultimately empower hiring managers to write better job descriptions with the narrative they created. The team wanted the job descriptions to paint a picture of the impact the candidate would make within the organization, and provide more detailed descriptions of the role.

As they interviewed prospective engineers, the hiring team heard a variety of stories concerning the impact they’re making during the COVID-19 pandemic. They wanted to ensure that they’re intentionally highlighting what it was like being an engineer at Postmates during COVID-19, and how their employees were treated during this time.

Video content was key. The team created employee-generated video content during the pandemic, and highlighted some of the shared experiences of employees throughout the organization. They made it a point to highlight their female talent, and how they are empowered to make an impact by building technology to support at-home workers during the pandemic.

This powerful campaign allowed Postmates to give candidates an intimate look at the impact their engineers have in their organization, using raw experiences to generate a narrative to help articulate the company-wide impact engineers have at Postmates. 

The employee-generated video content provided a rare opportunity for potential candidates to build a virtual connection with the employees they’re seeing, who they could easily look up on LinkedIn to verify identity. They prioritized authenticity, and gave candidates an opportunity to envision themselves working at their company.

Candidate experience was next level with GoodTime. Postmates’ team hosted the material that was created during the first couple of phases to create content for their site. Each touchpoint that the candidates had throughout their interview experience was imbued with this new branding and messaging. GoodTime freed up time on the employee side, allowing more time to create content and take care of bespoke, personal details to further elevate the candidate experience. The goal here was to provide candidates with the same feeling that a customer would get from interacting with their brand. It was also important that their mobile app would make it quick and easy for candidates to schedule their interview.

5. Preparation Equals Payoff

After all of this planning and execution, the Postmates hiring team was excited to see the fruits of their labor. Theming the strategies described in the above sections, they saw:

  • 80% increase in applications between September 2019 and September 2020
  • 91% increase in female applicants, an essential part of their mission
  • 30% increase of minority applicants and a significant increase in candidate quality
  • 50% of their applicant pool either “met” or “exceeded” the job requirements, and 
  • 46% of applicants were considered a “strong match” compared to September of 2019

They saw a huge increase in engagement on LinkedIn, and were  honored with a number of awards, including:

  • Best Place to Work in the Bay Area
  • Company With Best Benefits – New York
  • Company With Best Benefits – Seattle
  • Company With Best Benefits – Bay Area
  • Best Paying Company – Bay Area

If you want to watch the full session, check it out here. 

3 Reasons Why Exit Interviews Are Critical for Recruiting

Posted on by Rachel Heller

Working in recruiting isn’t just about bringing in new talent. It’s also understanding why current talent decides to leave. Both are two sides of the same coin. In this sense, it’s crucial to take part in exit interviews with employees looking to explore other opportunities.

Yes, there’s never enough time in the day for recruiters, and burnout from stretching yourself too thin is killer. But trust us—getting involved in exit interviews will pay off. Here are three things you can learn from exit interviews to apply to your recruiting strategy.

1. Employee Dissatisfaction Trends

An exit interview is the perfect opportunity to facilitate an open discussion with employees about why they’re leaving and what wasn’t satisfactory about the company. Whether it’s the company’s culture, benefits, or salary, being a part of exit interview discussions will help you identify patterns that cause employees to leave.

If every employee leaving mentions a negative company culture, for example, this is your opportunity to make strides to fix it and reduce employee turnover.

2. Improve Your Job Offer

Not only will an exit interview help you understand why an employee wants to leave, but it’ll also help you understand why an employee accepted an offer at another company.

Did they accept because the company had better benefits? Because the salary was higher? They offered flexible work options?

Finding out why current employees left will help you make your own job offers more appealing to current talent. And in today’s competitive job market, any insight into what attracts candidates is invaluable.

3. Strengthen Your Company Brand

Your company brand impacts your recruiting and your recruiting strategy. Your brand isn’t just what you put on social media, it’s also what former employees have to say about you on employer review websites.

Meeting with employees before they leave gives you an opportunity to address any of their concerns and grievances with the company. While you can’t control what they post online, an honest conversation with an upset former employee is a great way to mend a potentially negative relationship.

Whether an employee leaves due to the commute, a disagreement with a manager, or something else, it’s important to use the exit interview to make them feel heard and apply their feedback to ensure that the negative things they experienced don’t happen to others.

Next Step: Apply Feedback to Your Recruiting Strategy

You’ve had candid conversations with former employees, repaired negative relationships, and now have a better understanding of how to differentiate yourself in a competitive market.

It’s nearly impossible to address every piece of feedback for larger organizations. However, take the time to meet with the relevant people to discuss the concerns the former employees raised. This will help you, hiring managers, recruiters, and department heads develop a game plan to make changes.

No matter the company, there will always be some form of employee dissatisfaction. Your reaction to dissatisfaction is what helps or hinders the growth of your organization.

Big or small, any feedback during an exit interview is important, and all former employees should feel heard and understood. After all, you never know if your paths will cross in the future.

Keep Talent Smiling with GoodTime Hire

We’ve gone over several crucial ways to use exit interviews to your advantage—but wouldn’t it be great if employees didn’t have a reason to leave?

Believe it or not, the secret to retention starts in the hiring process. When you successfully cater to candidates, you create new hires that are eager to stay with your company for the long haul.

And the key to exceeding the expectations of candidates? Leveraging GoodTime Hire.

Hire automates coordination, builds relationships during interviews, and provides actionable insights to continuously improve your connections with applicants.

Interested in learning all about how Hire can give your recruiting process an edge? Say no more.