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Tag: Interview Scheduling

The Interview Scheduling Challenge: Why Complexity is Rising in Enterprise Hiring

Posted on by Jake Link

For enterprise talent acquisition teams, scheduling interviews isn’t just a logistical task — it’s a daily operational puzzle with hundreds of moving pieces. 

Global teams. Multi-timezone coordination. Panels with five or more interviewers. Spikes in requisitions that turn hiring into an all-hands sprint. Add in hybrid work models, specialized roles, and constantly shifting calendars, and scheduling becomes one of the biggest barriers to hiring velocity.

And yet, many teams are still trying to solve this complexity with tools built for simpler times — calendar links, simple chatbots, ATS-native scheduling modules, or lightweight automation that only works in perfect conditions. The result? Interview coordination becomes a bottleneck, top candidates fall through the cracks, and recruiters spend more time chasing calendars than driving outcomes.

The stakes are high. In today’s competitive market, the speed and consistency of your scheduling process directly impact your ability to land top talent. But solving this at scale requires more than just a better booking tool — it takes a smarter, more adaptive approach to interview coordination.

In this article, we’ll explore how leading talent teams are navigating complexity at scale — and how AI-powered scheduling agents are transforming interview coordination from a pain point into a strategic advantage.

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Where traditional interview scheduling tools break down

When interview scheduling is simple — a 1:1 phone screen with clear availability on both sides — nearly any tool will do. Most applicant tracking systems (ATS) even offer basic self-scheduling links that work fine for low-volume, low-complexity roles.

But enterprise hiring isn’t simple.

As soon as you introduce volume, panel interviews, or coordination across time zones, these “good enough” solutions start to crumble. Here’s where they fall short:

1. They can’t adapt to real-world complexity

Basic tools rely on rigid workflows. They expect ideal conditions: all interviewers are available, candidates respond quickly, no one reschedules. But real hiring isn’t so neat. Someone always drops. Calendars change. Schedulers scramble.

2. There’s no real automation — just templated convenience

Many systems offer calendar integrations or templated invites, but actual automation is minimal. If an interviewer declines, it’s back to manual searching. If a candidate needs to reschedule, the process resets.

And if you’re trying to coordinate a panel across multiple time zones? Good luck. Most systems aren’t equipped to balance availability, interviewer load, and candidate preferences dynamically.

3. Recruiters become the bottleneck

Without real automation, recruiting teams are stuck in the middle — chasing calendars, managing reminders, and manually rebooking interviews. For high-volume teams, this becomes a full-time job. For lean teams, it’s a source of constant friction and burnout.

4. Candidate experience suffers

When scheduling drags or rescheduling takes days, candidates notice. The experience feels disjointed — especially when they get conflicting emails, confusing links, or long periods of silence. And in a market where top candidates often accept offers within days, that delay is deadly.

In short: the systems most TA teams are using weren’t built to handle today’s hiring demands. But the best teams aren’t trying to force-fit outdated tools. They’re rethinking scheduling altogether — and bringing in intelligent systems designed to manage complexity, not ignore it.

Complexity in action: What enterprise TA teams are really up against

If you’ve ever coordinated a six-person panel interview across three continents, you know: complexity isn’t theoretical. It’s an operational reality. And for high-performing enterprise talent teams, it’s only growing.

Source: 2025 Hiring Insights Report

Here are just a few examples of how that complexity plays out in the day-to-day:

Global time zones, local expectations

A product manager candidate in London. A hiring manager in San Francisco. Two engineers in Bangalore. A cross-functional panel with no shared availability for days. Coordinating across these calendars takes hours — unless your system can intelligently balance time zones, preferences, and working hours at scale.

Panel interviews that stretch across days

For leadership or technical roles, one interview block isn’t enough. Candidates meet with multiple stakeholders over several days — with some interviews virtual, others on-site. When one panelist reschedules, the entire sequence falls out of sync. It’s a cascading mess if you’re managing it manually.

Spikes in reqs that strain already-lean teams

Whether it’s a seasonal surge, a hiring sprint after a freeze, or a new location launch, high-volume spikes are common. But when interview scheduling is manual, even the most skilled teams can’t keep up. The bottleneck moves from sourcing to coordination — and suddenly, your funnel stalls.

Candidate ghosting and calendar chaos

In high-volume hiring, ghosting is part of the game. But without smart systems that can adapt, follow up, and fill empty slots fast, recruiters waste time chasing no-shows and scrambling to recover lost interviews.

For enterprise TA teams, these aren’t edge cases — they’re every week. The cost isn’t just time. It’s lost candidates, poor experiences, and missed goals.

That’s why leading teams are turning to a new model: adaptive scheduling powered by intelligent AI agents. Not just automation — orchestration.

From chaos to coordination: Meet your AI scheduling agents

Solving scheduling complexity at scale doesn’t start with more calendar links. It starts with a smarter system — one that understands your process, adapts in real time, and takes action without waiting for prompts.

That’s where AI scheduling agents come in.

Unlike traditional scheduling tools that require constant human oversight, AI agents work in the background and foreground to keep hiring moving. They don’t just respond to requests — they act on behalf of your team.

Agents that think and do

GoodTime’s AI agents — collectively known as Orchestra — handle interview coordination the way a well-trained recruiter would (only faster and without fatigue). They:

  • Analyze calendars, time zones, preferences, and load to instantly find the best options — no back-and-forth required.
  • Auto-schedule and reschedule interviews, from single phone screens to multi-day panel loops.
  • Replace interviewers who drop out with qualified backups, without disrupting the flow.
  • Send reminders and confirmations to candidates and interviewers alike.
  • Monitor for delays and bottlenecks, then recommend ways to keep things on track.

The result? A recruiting workflow that runs with the intelligence and responsiveness of a seasoned coordinator — but powered by automation that never slows down.

More than automation — orchestration

Most tools automate steps. Orchestra orchestrates outcomes.

That means coordinating multiple moving parts at once: candidate preferences, team availability, interview formats, communication workflows, and more. All while surfacing every action transparently so your team stays in control.

This isn’t a chatbot. It’s a digital workforce backing up your real one — designed to reduce overhead, improve consistency, and give your team the bandwidth to focus on what really matters: people.

Why adaptability matters — and how it shows up in the real world

No two roles follow the same hiring path. A high-volume support role might require dozens of same-day phone screens. A senior engineering role could span a week of panel interviews across multiple time zones.

Rigid scheduling systems can’t handle that range. But AI agents can.

With GoodTime’s Orchestra, scheduling adapts to the shape of your process — not the other way around. Agents flex to match interview formats, regions, candidate preferences, and volume without missing a beat. Whether it’s bulk scheduling, interviewer auto-replacement, or multi-day panel coordination, everything stays fast, fluid, and in sync.

That adaptability isn’t just a nice-to-have — it’s a competitive advantage. And it’s exactly what helped HubSpot scale their global hiring engine without sacrificing their values.

Scaling with empathy: How HubSpot uses AI agents to transform hiring

For global tech company HubSpot, hiring isn’t just about headcount — it’s about experience, speed, and values. With a team of over 8,500 across 15 countries, their TA team needed a way to scale interview coordination without sacrificing the human touch. And they found it in Orchestra, GoodTime’s digital workforce of AI agents.

Before GoodTime, interview scheduling was a major source of friction. Reschedules were common, workflows were manual, and recruiters were drowning in repetitive tasks.

“We had manual process after manual process, which required a lot of human effort and led to lots of human error,” said Becky McCullough, HubSpot’s VP of Talent Acquisition and Mobility. “We were rescheduling interviews way too often”.

The impact of AI agents in motion

With Orchestra, HubSpot automated the complexity — while staying true to their people-first culture. AI agents now handle scheduling, rescheduling, interviewer selection, reminders, and even training workflows — all while giving the TA team time back for strategic, relationship-driven work.

The results?

  • 75% increase in team productivity
  • 30% faster scheduling
  • 152% growth in active interviewers globally

And the benefits go beyond operations.

“After implementing GoodTime, we’ve not only seen faster interview scheduling — we’ve seen happier candidates, happier interviewers, and a happier coordination team,” Becky shared. “It’s been the rising tide that has lifted all boats”.

Human-first AI in action

What made GoodTime the right partner wasn’t just functionality — it was a shared philosophy around the role of AI in hiring.

“We need automation, but also empathy. We want to be where those two things meet,” said Jennifer Walker, HubSpot’s Global Talent Acquisition Coordination Manager.

GoodTime’s agents don’t just automate for efficiency’s sake — they help teams create more space for meaningful interactions. That alignment mattered deeply to HubSpot, whose recruiters now spend less time chasing calendars and more time building relationships with candidates.

Global consistency, local flexibility

With Orchestra powering scheduling across 15+ countries, HubSpot has created a consistent global hiring engine — while still allowing for regional nuance in time zones, languages, and processes. Whether it’s bulk scheduling for support roles or multi-day panels for leadership hires, the same AI agents flex to match the need.

“GoodTime tools like block scheduling, multi-day scheduling, and varying between teams allow us to meet our business locations where their needs are,” Jennifer said.

Enterprise hiring needs more than a scheduling link

Today’s hiring landscape doesn’t tolerate inefficiency. Every missed slot, delayed response, or manual handoff slows down your ability to secure top talent — and costs your team valuable time and energy.

Enterprise hiring is a complex, dynamic system. Scheduling should reflect that. It needs to adapt to every role, region, and recruiter. It needs to eliminate busywork while preserving control. And above all, it needs to scale without sacrificing the candidate experience.

That’s why leading teams — like HubSpot — aren’t settling for generic automation or patchwork tools. They’re embracing intelligent AI agents that don’t just schedule interviews — they orchestrate them.

With GoodTime’s Orchestra, your team stays focused on what humans do best: building relationships, making decisions, and moving great candidates forward. The agents handle the complexity in the background — so your process stays fast, human, and in sync.

Don’t let scheduling be the bottleneck. Let it be the engine that powers better hiring.

5 Interview Confirmation Email Templates You Can Steal

Posted on by Jake Link

So you found a stellar candidate, received their availability, and got them on the books to interview for your company. Now, it’s time to send out an interview confirmation email.

While this email may seem inconsequential, the interview confirmation email is one of the first impressions that candidates get of your company. You need to set the right tone to start forming a genuine bond with candidates.

Read on for the core elements you should include in your email, and for an interview confirmation email template that’ll start you off on the right foot.

Steps To Creating an Interview Confirmation Email

Make no mistake, this isn’t just your every day email. When confirming your candidate’s interview, follow these steps to refine your communication.

1. Start With the Who, What, When, Where

The last thing you want to do is bury the most important details. Begin your email with the following information: 

  • What: State that you’re confirming their upcoming interview for [position title] at [your company]. They might’ve applied to multiple positions at your organization, so mention which one you’re referring to.
  • Who: Specify who’s interviewing the candidate and what their title is.
  • When: Identify the date, time, and duration of the interview. Include the specific calendar date and the time zone for added clarity.
  • Where: Mention if this interview is virtual or on-site. If on-site, include the address. If virtual, direct them to the appropriate interview link.

Bonus tip: To provide candidates with more information on who they’ll speak to, include a hyperlink to the interviewer’s LinkedIn.

2. Provide Directions for Rescheduling

A candidate may need to reschedule their interview due to unforeseen circumstances. Put empathetic recruiting into practice by openly recognizing that life happens.

Include a sentence that clarifies what a candidate should do if they must reschedule. For instance, provide them with the appropriate contact information to reach out to, or direct them to your recruitment tech’s rescheduling functionality.

3. State Your Openness to Questions or Concerns

You never know what’s going on inside a candidate’s brain. Even if they have questions about their upcoming interview, they might feel reluctant to ask them. This could be due to the pressure to seem 100% polished and well-prepared. 

Convey that it’s natural to have questions or concerns—especially with something as important as an interview—and direct them to an email and/or phone number to reach out to if anything arises.

4. Review for Accuracy, Brevity, and Clarity

Imagine the stress of sending a candidate the wrong date and time for their interview. Let’s make sure that doesn’t happen.

Before you send out your interview confirmation email, review it for the ABC’s of communication: accuracy, brevity, and clarity. Ask yourself the following questions:

  • Accuracy: Does the email include errors in content, spelling, or grammar?
  • Brevity: Are there unnecessary words or sentences that detract from the vital details?
  • Clarity: Is the email’s content and structure easy to read and coherent to follow?

Bonus tip: Along with the ABC’s, review your email for tone of voice. For instance, if your brand voice is fun and upbeat, include some emojis to convey that voice (but don’t overdo it).

5 Interview Confirmation Email Templates

Standard Interview Confirmation Email: Use this template for confirming the details of an interview after it has been scheduled. It should include the date, time, location (or virtual meeting link), and any other pertinent details.

Rescheduled Interview Confirmation Email: This template is for when an interview needs to be rescheduled. It should acknowledge the change, provide the new details, and thank the candidate for their flexibility.

Virtual Interview Confirmation Email: As remote interviews are increasingly common, this template focuses on confirming virtual interviews, including technical details such as the meeting platform, login instructions, and troubleshooting tips.

Panel Interview Confirmation Email: This template is for confirming interviews involving multiple interviewers. It should introduce the panel members, provide the schedule, and explain any specific preparations the candidate should make.

Interview Confirmation Email with Additional Instructions

Sometimes, candidates need to complete tasks or bring certain items to the interview. This template includes the standard confirmation details along with additional instructions such as completing a pre-interview assessment, bringing identification, or preparing a presentation.

Standard Interview Confirmation Email Template

Subject: Interview Confirmation – [Company Name]

Dear [Candidate Name],

Thank you for your interest in the [Job Title] position at [Company Name]. We are pleased to confirm your interview on [Date] at [Time].

Here are the details of your interview:

Date: [Date]

Time: [Time]

Location: [Office Address/Virtual Meeting Link]

Interviewer: [Interviewer Name and Title]

Please bring a valid photo ID and a copy of your resume. If you have any questions or need to reschedule, please contact me at [Your Contact Information] or respond to this email.

We look forward to meeting you and discussing how you can contribute to our team.

Best regards,

[Your Name]

[Your Title]

[Company Name]

[Your Contact Information]

Rescheduled Interview Confirmation Email Template

Dear [Candidate Name],

I hope this message finds you well. Due to unforeseen circumstances, we need to reschedule your interview for the [Job Title] position at [Company Name]. We apologize for any inconvenience this may cause and appreciate your understanding.

Here are the new details for your interview:

New Date: [New Date]

New Time: [New Time]

Location: [Office Address/Virtual Meeting Link]

Interviewer: [Interviewer Name and Title]

Please confirm your availability for this new time by replying to this email. If this time does not work for you, let us know your availability, and we will do our best to accommodate.

Thank you for your flexibility, and we look forward to meeting you.

Best regards,

[Your Name]

[Your Title]

[Company Name]

[Your Contact Information]

Virtual Interview Confirmation Email Template

Subject: Virtual Interview Confirmation – [Company Name]

Dear [Candidate Name],

Thank you for your interest in the [Job Title] position at [Company Name]. We are pleased to confirm your virtual interview on [Date] at [Time].

Here are the details for your virtual interview:

Date: [Date]

Time: [Time]

Platform: [Zoom/Google Meet/Microsoft Teams]

Meeting Link: [Insert Link]

Interviewer: [Interviewer Name and Title]

Please ensure that you have a stable internet connection and a quiet place to take the call. We recommend testing your audio and video setup beforehand. If you encounter any technical issues, please contact [Technical Support Contact] or respond to this email.

We look forward to speaking with you and learning more about your qualifications.

Best regards,

[Your Name]

[Your Title]

[Company Name]

[Your Contact Information]

Panel Interview Confirmation Email Template

Subject: Panel Interview Confirmation – [Company Name]

Dear [Candidate Name],

Thank you for your continued interest in the [Job Title] position at [Company Name]. We are pleased to confirm your panel interview on [Date] at [Time].

Here are the details of your panel interview:

Date: [Date]

Time: [Time]

Location: [Office Address/Virtual Meeting Link]

Panel Members:

• [Interviewer 1 Name, Title]

• [Interviewer 2 Name, Title]

• [Interviewer 3 Name, Title]

Interview Schedule:

• [Time Slot 1]: [Interviewer 1]

• [Time Slot 2]: [Interviewer 2]

• [Time Slot 3]: [Interviewer 3]

Please bring a valid photo ID and multiple copies of your resume. If your interview is virtual, ensure that you have a stable internet connection and a quiet place to take the call. Feel free to prepare any questions you might have for the panel members.

If you have any questions or need to reschedule, please contact me at [Your Contact Information] or respond to this email.

We look forward to meeting you and discussing your potential contribution to our team.

Best regards,

[Your Name]

[Your Title]

[Company Name]

[Your Contact Information]

Interview Confirmation Email with Additional Instructions Template

Dear [Candidate Name],

Thank you for your interest in the [Job Title] position at [Company Name]. We are pleased to confirm your interview on [Date] at [Time].

Here are the details of your interview:

Date: [Date]

Time: [Time]

Location: [Office Address/Virtual Meeting Link]

Interviewer: [Interviewer Name and Title]

Additional Instructions:

• Please complete the attached pre-interview assessment by [Due Date].

• Bring the following documents: [List of Documents, e.g., portfolio, certifications, etc.].

• Prepare a short presentation on [Topic] to discuss during your interview.

• Be ready to discuss your recent projects and how they relate to the role.

If you have any questions or need to reschedule, please contact me at [Your Contact Information] or respond to this email.

We appreciate your effort and time in preparing for this interview. We look forward to meeting you and discussing your potential fit with our team.

Best regards,

[Your Name]

[Your Title]

[Company Name]

[Your Contact Information]

Coordinate Interviews With Ease Using Goodtime Hire

Now that you have an optimized interview confirmation email, why not take a step further and optimize your interview scheduling and coordination? If you want to say good-bye to manual scheduling and emailing, say hello to GoodTime Hire. 

Hire automates the most crucial steps in your recruitment process through the use of smart templates, tags, and intelligent scheduling. Our templates automatically generate personalized and branded email communications for each candidate and interviewer.

Interested in learning why talent acquisition teams at hundreds of companies, from Spotify to Databricks, choose Hire? 

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

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

Scheduling an Interview Series: A Step-by-Step Guide

Posted on by Jake Link

Do you sometimes feel overwhelmed by all the processes involved in scheduling an interview? We’ve got your back. This step-by-step guide explains the process clearly and gives you practical tips on mastering the art of scheduling an interview. We provide simple, easy-to-follow steps and tell you how to use technology to streamline your hiring process.

Read on to learn how to make interview scheduling seem like a breeze.

The importance of efficient interview scheduling

Efficient interview scheduling is the backbone of a successful hiring journey. It lays a smooth path for employers and candidates to meet without any unnecessary issues along the way. 

Picture this: a top-tier candidate eagerly awaiting their interview, only to face delays and confusion due to scheduling mishaps. Not exactly the first impression you want to make, right? 

Efficient scheduling not only saves time but also sets the stage for a positive candidate experience. When interviews are scheduled with precision, it shows respect for everyone’s time and sets the stage for a successful relationship. It’s not just about finding the right time slot; it’s about creating the right impression and starting off on the right foot.

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Common challenges in scheduling interviews

Scheduling an interview may seem like a simple task, but it can be tricky. You need to juggle multiple schedules, coordinate time zones, and find a perfect slot where everyone is available. 

Surprisingly, even in today’s tech-savvy world, some talent acquisition teams are still spending a whopping 35% of their time trying to line up interviews. That’s a lot of valuable time spent focusing on logistics instead of finding the best candidates. So, while scheduling interviews might seem straightforward, the reality is that it’s a major challenge that can eat up a sizable chunk of resources.

Percentage of time spent scheduling interviews
Source: 2024 Hiring Insights Report (GoodTime)

Steps for scheduling interviews effectively

This section will give you the key elements you need to check off your list for an effective and successful interview schedule:

Identifying suitable time slots

Begin by finding suitable time slots. After this, scour the calendars to pinpoint availability windows for both candidates and interviewers, then find a time when both schedules align. Pro tip: aim for flexibility to accommodate diverse schedules. Flexibility means keeping your options open and being willing to adapt.

Coordinating with candidates and interviewers

After identifying available time slots, the next step is to start coordinating with everyone involved. This is where the real magic occurs – bringing everyone together like a conductor leading an orchestra. 

This step involves reaching out to both candidates and interviewers and informing them about the scheduled time, noting their preferences, confirming the details, and making sure both parties are on the same page. Clear communication is crucial here.

Considering time zones for remote interviews

The third step is consideration of the location of everyone involved. In today’s interconnected world, remote interviews are becoming common. They allow us to bridge geographical divides but can be complex when multiple time zones are involved. Suddenly, you’re coordinating schedules and considering different time zones. 

Sending confirmation and reminders

Once the interview has been scheduled, send a confirmation email or message to both the candidate and the interviewers. Include all relevant details, such as the date, time, interview location, and any instructions or additional information. Additionally, send reminder messages to all parties a day or two before the scheduled interview to ensure everyone is prepared and on time.

Handling rescheduling and cancellations smoothly

Despite careful planning, there may be instances where rescheduling or cancellations are necessary. Manage these situations graciously by communicating promptly with all parties involved and offering alternative options whenever possible. Maintaining open lines of communication and being flexible can help minimize disruptions and ensure that the interview process continues smoothly.

Following up after the interview

After the interview has taken place, follow up with the candidate to thank them for their time and provide any necessary feedback or next steps in the hiring process. This demonstrates professionalism and keeps the candidate informed about the status of their application.

Seeking feedback and continuous improvement

Finally, seek feedback from the candidates and interviewers about their experience with the scheduling process. Use this feedback to identify any areas for improvement and make adjustments as needed to streamline the process further. Continuous improvement is key to ensuring a positive candidate experience and optimizing the efficiency of the interview scheduling process.

So, whether you’re scheduling interviews for a single candidate or finding a whole team, these steps help ensure everything runs smoothly. By carefully identifying suitable time slots, coordinating with involved parties, noting the different time zones, sending interview confirmations, handling reschedules and cancellations smoothly, ensuring follow-up, and seeking feedback, scheduling interviews becomes a walk in the park.

Scheduling tools and software

Technology can be a beneficial tool when it comes to scheduling interviews. Technology can assist by taking care of all the nitty-gritty details, leaving you free to focus on the crucial aspect: finding your perfect candidate. Interview scheduling software, like GoodTime, acts as your personal assistant, making the whole process easier from start to finish. Say goodbye to the hassle of organizing interviews manually and hello to automated efficiency.

GoodTime has specific features that simplify interview scheduling and eliminate the hassle of coordinating interviews. These features include syncing calendars, automatic selection of the right interviewers, effortless management of interviewer training, automation of interview coordination through SMS, WhatsApp, and emails, and many more.

If you are tired of shuffling interview schedules and all the work in between, allow technology to give you a helping hand. Check out GoodTime and see how your scheduling game will upgrade. 

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

Tips for using scheduling tools and software

If you want to take advantage of technology to take your interview scheduling game up a notch through scheduling tools and software, you will need to know how to use these tools. Here are seven tips to help you master scheduling tools and software.

  1. Familiarize yourself with the features: Firstly, take some time to explore the features of your chosen scheduling tool. Check for essential features that you will need to improve your scheduling game, from calendar syncing to automated communication and a lot more. Understanding what the tool can do will help you leverage its full potential.
  1. Sync your calendars: One of the most valuable features of scheduling tools is calendar syncing. Ensure that all relevant calendars, including those of interviewers and candidates, are integrated into the tool. This will prevent double bookings and save you from the headache of manually checking availability.
  2. Take advantage of automation features offered by scheduling tools: Make use of the automatic interviewer selection and the option of sending out reminder emails and automating repetitive tasks. Doing this will save you time and reduce the risk of human error.
  3. Customize your settings: Tailor the settings of your scheduling tool and software to suit your needs. Whether you prefer to schedule interviews in specific time slots or set certain criteria for interviewer selection, customizing your settings will help you work more efficiently.
  4. Communicate clearly and consistently: Clear communication is vital to successful interview scheduling. Use your scheduling tool’s messaging features to keep all stakeholders informed throughout the process. Be sure to communicate any changes or updates promptly to avoid confusion.
  5. Stay organized: Keep track of all your scheduled interviews and associated tasks within the scheduling tool. Use features such as tagging or categorizing to organize interviews by status or priority. Staying organized will help you stay on top of your workload and ensure nothing falls through the cracks.
  6. Seek feedback and adapt: Finally, don’t be afraid to seek input from your team or candidates on the scheduling process. Use this feedback to identify improvement areas and adjust your approach. Continuously refining your scheduling process will help you work more efficiently in the long run.

Best practices for communication with candidates during scheduling

When communicating with candidates during the scheduling process, there are a few important rules to follow. GoodTime has text recruiting, allowing your recruiters to send WhatsApp messages from your own application tracking system or website. In this way, you can maintain good organization and security over your candidates’ information. Here are 10 best practices to implement for good communication with candidates during scheduling: 

  1. Be prompt: Respond to candidate inquiries and scheduling requests quickly. Timely communication respects the candidate’s time and maintains their interest in the opportunity. Also, if there is any need to cancel, message the candidate beforehand.
  2. Set clear expectations: Clearly communicate the next steps in the interview process, including what the candidate can expect and any additional information they may need to provide.
  3. Provide options: Offer candidates multiple options for interview times whenever possible. This shows flexibility and accommodates their schedules, making the process more convenient for everyone involved.
  4. Confirm details: Once an interview time has been agreed upon, send a confirmation email or message outlining the details, including the date, time, and location (if applicable) and any instructions or additional information the candidate may need to know.
  5. Send reminders: Send a reminder message to candidates a day or two before the scheduled interview to ensure they don’t forget. This helps reduce the likelihood of no-shows and provides a smooth interview process. 
  6. Be flexible: Understand that candidates may have unforeseen circumstances and require rescheduling. Be flexible and accommodating when possible, and work with the candidate to find a new suitable time.
  7. Maintain professionalism: Maintain a professional tone in all communication with candidates, whether through email, phone, or text messages. Avoid using overly informal language or emojis, which can detract from your professionalism.
  8. Be responsive: Be available to answer any questions or address the candidate’s concerns throughout the scheduling process. Promptly respond to messages and assist when necessary to ensure a positive candidate experience.
  9. Follow up: After the interview has taken place, follow up with candidates to thank them for their time and provide any necessary feedback or next steps in the hiring process.
  10. Seek feedback: Lastly, seek feedback from candidates about their experience with the scheduling process. This can help identify areas for improvement and ensure that future candidates have a positive experience.

In summary, keep the lines of communication open, be prompt in notifying the candidate, and offer alternative options whenever possible. By following these best practices, you’ll streamline the scheduling process and leave a positive impression on candidates, setting the stage for a wonderful experience.

Final thoughts

Efficient interview scheduling is crucial for a successful hiring journey. It sets the stage for a positive candidate experience and saves valuable time. Despite its importance, scheduling interviews can be challenging, with talent acquisition teams spending considerable time on logistics. 

Our step-by-step guide simplifies this process, offering practical tips and leveraging technology like GoodTime to streamline scheduling. Clear communication with candidates, using tools like texting platforms within your ATS, ensures a smooth experience. Graciously managing rescheduling and cancellations is also vital. 

Following these best practices will save time and leave a positive impression on candidates, paving the way for successful hires and working relationships.

AI Recruiting: How TA Teams Do More with Less

Posted on 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.

Percentage of hiring goals attained from 2021 to 2024
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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Recruiting Automation & Efficiency: A Winning Combo, Says HR Leaders

Posted on by Rachel Heller

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

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

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

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

Teams Eye Recruiting Automation and Efficiency 

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

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

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

Charts showing the impact of layoffs on companies across sectors.

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

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

Does interview scheduling automation make sense for my team?

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Where Recruiting Automation and Efficiency Efforts Fell Flat

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

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

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

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

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

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

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

The Disconnect on Efficiency

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

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

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

Leveraging Hiring Tech for Success

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

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

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

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

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

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

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

Want More Recruitment Insights?

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

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

10 Key Recruiting Statistics from Our 2023 Report

Posted on by Rachel Heller

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

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

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

1. Hiring Goal Attainment Fell Short

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

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

Charts showing hiring teams' goal attainment.

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

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

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

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

3. Layoffs Thrashed the Hiring Landscape

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

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

Charts showing the impact of layoffs on companies across sectors.

4. Turnover Rocked Hiring Leaders

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

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

Bar chart showing how the hiring landscape has changed.

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

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

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

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

6. Competitive or Uncompetitive Landscape? You Decide

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

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

Bar chart showing how hiring teams expect hiring to change.

7. Efficiency and Automation Reign Supreme

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

Does interview scheduling automation make sense for my team?

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

Calculate Your ROI

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

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

8. Quality of Hire Comes Out on Top

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

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

Bar chart showing the most important hiring metrics.

9. Winning Candidates With Flexibility

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

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

Bar chart showing what TA teams communicate to win candidates.

10. Better Scheduling, Better Connections

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

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

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

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

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


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

What I Learned As An Undercover Recruiting Coordinator

Posted on by Ahryun Moon

At the beginning of GoodTime’s inception, Co-founder and Head of Company Strategy Ahryun Moon went undercover to understand the life of a recruiting coordinator and better inform GoodTime’s creation. These are her findings.

Early in my career, I was a corporate financial analyst in Austin, TX. I spent hours scanning endless numbers in Excel sheets on a typical day. I wanted to spend time on the interesting parts of my job—thinking strategically and providing financial advice to my team.

So, I taught myself how to code, and within a few months, I built software that reduced two months of numbing manual work into two hours of computer work. That program was widely adopted where I worked and my finance colleagues loved it. It was a eureka moment for me; I packed up and left Austin for the tech world of San Francisco.

In San Francisco, we met a tech recruiter who lamented the fact that she spent over half her day scheduling interviews (talk about a productivity time sink). It reminded me of my days as a financial analyst when I did tedious tasks that should have been automated. I knew my team—Jasper, Peter, and I—could help. Thus, the interview scheduling platform known as GoodTime was born.

We created a beta version, and some amazing companies were willing to give it a test run. Yelp was one of our early adopters, and they gave us fantastic feedback. Still, we knew we wanted to dig deeper into the world of recruiting to find solutions to problems we didn’t even know existed. We needed to fully understand the talent acquisition experience for ourselves.

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Going Undercover (It’s a Legit Strategy)

That’s when the team agreed I’d hack a career path, make a bold move, and go undercover as a recruiting coordinator. And yes, being undercover feels as good as it sounds—even when it’s in corporate offices.

GoodTime had established a Customer Advisory Board. They’re talent leaders from excellent companies that provide advice about our product and make requests or recommendations based on their experience with the software. I went to the talent operations manager at one of the board’s mid-sized companies, which was on a high-growth trajectory.

I told her I’d volunteer as a part-time recruiting coordinator to learn all the problems in the field. She was short-staffed, so she happily made the arrangements. The staff didn’t know me and I didn’t want them to know I had any connections to the management team. I wanted a real, unfettered view into the issues recruiting coordinators face, even the ones their managers didn’t necessarily hear about.

It Was an Incredible Opportunity to Step Into Our Users’ Shoes

For those who don’t know, recruiting coordinators are the people who schedule your interviews, greet you at the lobby on site, reimburse you for hotels and flights, and send you updates about your application. You’ve probably thought of them as recruiters, but they were actually recruiting coordinators.

Despite knowing the general outline of their jobs, I had no idea what to expect on my first day. I had a brief meeting with the talent operations manager and a lead recruiting coordinator to learn more. During my first week, I spent most of my time in training sessions with several other new hires. Then, I spent another week shadowing every member of the recruiting coordination team.

I was an enthusiastic recruit, as I wanted to understand everyone’s approaches to scheduling and helping to fill open positions. The product manager in me was also thinking of the features we could add to GoodTime to help them. Along the way, I learned what they love about their jobs, which tasks are the most grueling, the career tracks they hoped to pursue, and everything in between.

After two and a half weeks, I was assigned to support a specific recruiter’s scheduling needs. That was a huge step for me; it was like getting the keys to the car for the first time. My recruiter supported one particular organization, so he taught me how it was structured and which hiring managers I’d interact with. He gave me pro tips about how to manage their personalities, scheduling priorities, and preferences, and outlined his own expectations.

Scheduling Is Wildly Complex. Wildly.

Whenever I’d pitch GoodTime to someone oblivious to the complexity of scheduling, I’d tell them it’s an NP-complete problem—that’s a decision problem that has no or no known easy solution. It’s quite challenging to create an engineering solution that scales for those types of problems. What’s more, I never understood the human side of this problem and the stress that goes along with getting hundreds of things right so an interview can go off without a hitch.

Two months in, I was neck-deep in scheduling interviews for my recruiter. Sometimes I made minor mistakes (mistakes happen—RCs are only human), like accidentally booking a room with one chair for an on-site interview, providing the wrong feedback form to an interviewer, and scheduling an interview on a company holiday. (Does your company take President’s Day off?)

Then One Day I Made a Huge Mistake!

My recruiter asked me to schedule the first round of phone interviews for an executive candidate. To be clear, he was a very important candidate. I felt confident I’d already made every mistake in the book and wouldn’t repeat any of them.

I followed the company’s process and found a few people who were eligible to conduct the interview. After a bit of calendar finagling, I came up with a schedule that worked.

The interview was booked! I sent a confirmation email with the interview details and itinerary to the candidate. And then rescheduling happened. Several times. After multiple reschedules, I made the fatal mistake of forgetting to send the candidate the final details of the rescheduled interview.

When the interviewers called the candidate, he wasn’t expecting their call. It was a major fail on my part.

Product idea alert: track reschedules and provide safeguarding features to prevent unfortunate mistakes from happening.

Come On! How Difficult Can Scheduling Be?!

Disappointed and stressed out, I met up with my good friend, J, who is the CTO at a successful startup in Silicon Valley. I told him about my stint as an undercover recruiting coordinator, then ranted about my painful mistake and how the job was incredibly stressful and thankless.

The fact is, scheduling-heavy professions are often stressful and under-appreciated jobs that depend heavily on small details. Typically, only the scheduler fully understands the complexity involved in coordinating just one interview. There are so many things that must be done right, which conversely means there are so many things that can go wrong. And if anything does go wrong, everyone notices it.

A few minutes into my rant, J said, “Oh s**t. I yelled at my RCs last week.” He continued (I’m now paraphrasing with his approval), “I was stressed out from a long, grueling day and found myself sitting in an interview room alone for 30 minutes. There was a miscommunication and the candidate didn’t show. I thought, ‘Come on! How difficult can scheduling be?!’ I realize I never appreciated interviews when they happened flawlessly. I feel soooo bad now.”

I told him (with a little exasperation in my voice, I’ll admit) that his recruitment coordinators deserved to hear that he appreciated their work. That they’re juggling amazingly convoluted schedules. That their job is so complex.

A Present for You…

If you’re a hiring manager or interviewer and want to show your recruiting coordinator team some love, here you go—a pre-composed thank-you note on us:

Dear [name(s)],

This is a thank-you note to say that your amazing work is recognized, and I appreciate the detail-oriented focus it takes to do it well. Thank you for keeping our pipeline filled with qualified candidates, making onsite interviews run smoothly, diligently solving endless scheduling puzzles, being open to feedback to improve our processes, creating an atmosphere of partnership with [name other companies or departments here], and generally being amazing. You give me great confidence in the ability of [your company name here] to execute and deliver outstanding recruitment processes and candidates.

[Your signature block here]

Instructions: Fill in the blanks. Send it out. Wait for smiles to roll in. Enjoy being a legendary boss.

Turn a Recruiting Coordinator Into a Strategist

Scheduling is one of a myriad of tasks that recruiting coordinators manage. It appears at every touch point of your interview process. It’s often the first interactive activity your recruiting team does with job candidates, so it has to go well.

Your coordinators also carry out and execute important initiatives around candidate relationship building, diversity and inclusion, interviewer training, and everything in between. They make the hiring process run smoothly. Those are incredibly demanding and time-consuming tasks, which is why most of your recruitment coordinators can hardly find time to do strategic work. And that’s a problem.

Let’s make every part of scheduling a non-problem in this field. GoodTime enables your teams to do so many things brilliantly:

  1. Function more efficiently (schedule interviews four to 10 times faster).
  2. Make fewer mistakes.
  3. Spend more time on strategic work.
  4. Offer a company-branded and customized candidate experience.
  5. Diversify interviewer panels to remove unconscious biases.

GoodTime lets your team achieve maximum hiring efficiency without removing the essential human connection from the recruiting process. And when that happens, your recruitment coordinators will have more time to dive into engaging work and create real growth and innovation at your company. That’s a win-win.

Hey, Recruiting Coordinator: Want to Effortlessly Schedule Interviews?

If you want to streamline your hiring process and get to yes faster, you need some extra firepower in your corner. You need GoodTime Hire.

Hire helps reduce your time-to-hire, crush your goals, and deliver a seamless candidate experience. Hire automates the entire interview scheduling process to create the optimal schedule for candidates and interviewers and get to the offer stage faster than ever.

See how Hire can transform your recruiting process today.

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. 

Text Recruiting: The Ultimate Guide

Posted on by Rachel Heller

If you’re unfamiliar with text recruiting, then buckle up; it’s time to catch you up to speed. Recruiting via SMS effectively meets candidates where they are in today’s fast-paced, mobile-friendly world. It’s an efficient way for businesses to quickly get in front of busy candidates and tackle a high volume of reqs.

In this guide, we’ll cover everything you must know for successful text recruiting and provide best practices for incorporating this approach into your recruitment process. 

What Is Text Recruiting?

Text recruiting involves using text messaging to communicate with candidates and facilitate the hiring process. It can be used in a variety of applications, including scheduling interviews, sending quick updates, and answering candidate questions.

It’s a great way to reach a large pool of candidates in a short amount of time with quick, convenient communication. While recruiting via email and phone calls might’ve been the norm in the past, the tides are shifting; nearly 66% of candidates consider it acceptable to be contacted by a recruiter via text.

Advantages of Text Recruiting

Need some more convincing before you get on the text recruiting train? There’s a wide range of advantages to SMS recruitment. Here are just a few:

More Convenient for Candidates

When it comes to the most convenient communication channel, text messaging wins by a landslide. Recruiters texting candidates experience response rates of 60% to 70%. For job seekers who don’t have access to email throughout the day, such as those in manufacturing and healthcare, SMS may be the only channel that they check frequently.

Improved Hiring Process Efficiency

Acting too slowly in communication with talent strikes a blow to your hiring efficiency and might even cause candidates to lose patience and seek out other opportunities. Recruiters who use text recruiting software can reduce their time-to-hire and fill positions faster with quick, real-time responses. 

Greater Candidate Reach

Sending bulk texts to candidates is a game changer for overburdened high-volume recruiters. But regardless of if you use text recruiting for one-on-one conversations or bulk messaging, SMS recruitment allows you to reach large pools of candidates in no time. 

Upgraded Candidate Experience

Text message recruiting is a user-friendly way for candidates to communicate with your company. Making communication as streamlined and modernized as possible helps improve the candidate experience and makes your company more attractive to top talent.

Human-centric AI to crush your high-volume hiring goals

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When To Use SMS Recruitment

When does recruiting via text come in handy? Here are several scenarios where texting candidates can efficiently move the hiring process along:

  • Interview scheduling: Say goodbye to scheduling delays. The convenience of text messaging makes coordinating interviews via text highly effective.
  • Sending candidates updates: Even if you don’t have major news to share, candidates appreciate being kept informed on their status in the hiring process.
  • Answering applicant questions: Candidates want to feel that your hiring team has their best interest in mind. Encouraging candidates to message any questions that they have about the process fosters trust and transparency.

Text is a great tool for initial communication and scheduling interviews, but it’s not the most appropriate channel for every stage of the hiring process. For instance, you may want to switch to a more personal communication channel, such as a phone call or a virtual meeting, for more in-depth conversations or for making a job offer.

Best Practices for Text Recruiting

Ready to reach hiring success at scale? Here are several tips to keep in mind when introducing text recruiting into your hiring process:

Before Your Initial Outreach

  • Get permission first: Don’t text candidates without their consent. One of the easiest and most common ways to get their permission is by getting them to opt-in to your SMS list or by including a contact number field on the job application form.
  • Keep it professional: Speaking in acronyms and spamming emojis might be normal for everyday texting, but text recruiting is a professional communication channel. Speak in plain, easy-to-understand language and leave the slang at the door. 
  • Communicate with brevity: Candidates don’t want to read essay-length texts (and personally, we don’t either). Text messages should be brief and to the point to encourage responses and avoid overwhelming candidates.
  • Make templates your friend: Leverage customizable templates for common messages, such as your initial outreach in scheduling an interview. This not only saves time but adds consistency to your communication.
  • Even texts must be proofread: Sending candidates text messages riddled with grammatical errors delegitimizes your outreach and whichever job posting you’re referencing. Proofread, proofread, proofread.
  • Get the timing right: Sorry, but candidates don’t want you to blow up their phones with texts at midnight. Take note of their time zone and keep your communication limited to business hours. 

After Your Initial Outreach

  • Respect a candidate’s time: A candidate might’ve seen your text, but that doesn’t mean they’ll respond right away. The ability to respond at whatever time is most convenient is the beauty of texting; be respectful of their time and avoid sending multiple messages all in one short period.
  • Be responsive and available: Candidates like it when recruiters go the extra mile to make them feel heard. If candidates have questions or concerns, make sure to address them in a timely manner. This demonstrates that you’re invested in their potential as a candidate.
  • Follow through: If you say you will send additional information or schedule a call, keep yourself honest and do so in a timely manner. This gives off the impression that you view your candidates as high priorities.
  • Know when to follow up: So you’re trying to schedule an interview with a candidate, and two days go by without any response back. Now that you’ve given them an appropriate window of time to respond, it’s time to follow up. Send a brief message asking if the candidate received your previous message and if they have any questions or concerns.

Add a Best-in-Class SMS Solution to Your Tech Stack

Successfully recruiting via text is a lot easier when you have the right text recruiting software by your side. GoodTime Hire’s SMS capabilities take high-volume hiring to the next level. Teams can contact candidates in seconds and schedule a time to meet without ever leaving the conversation.

Communicate one-on-one or through bulk texts, directly share your calendar availability and allow candidates to self-schedule interviews, and send automatic reminders to both candidates and interviewers. 

Learn more about GoodTime Hire’s texting and scheduling automation for high-volume hiring today.

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The Remote Interview Era: How Scheduling Must Evolve

Posted on by Rachel Heller

Anyone else still have whiplash from these past few years? The remote work era—and the changes that came with it—sent shockwaves throughout the hiring landscape. Four in five companies now offer remote or hybrid work, and 82% of employers now opt for a remote interview when speaking with candidates. 

Recruitment teams have had to alter their practices to adapt to this new normal, including their interview scheduling methods. How exactly has interview scheduling changed? One word: flexibility. 

As the rigid all-day onsite interview format fades away, flexible scheduling capabilities in your tech are no longer a nice-to-have—they’re a requirement. You can’t successfully coordinate a complex remote interview without incorporating flexibility into your scheduling.

But first, let’s examine how we even reached this current moment in time. 

The New Normal for Interview Scheduling: How Did We Get Here?

The way that recruiters hire people, the frequency of meetings, and the degree of candidate availability are now wildly different. These changes have introduced levels of complexity to the interview process that no team—without the proper tools—can manage effectively. Here’s what’s changed in the hiring landscape:

The Death of the Onsite Interview

Remember when employers would routinely fly candidates out to their companies for a packed day of onsite meetings and office tours? With the surge in remote work and remote recruiting, the onsite interview is now a thing of the past (hello, remote interview). 

In-person interviewing allowed panels of employees to swap in and out for multi-stage, all-day interviews with candidates. Now, remote hiring has laid in-person interviewing to rest. 

A New Meeting Culture

If you find yourself sitting in meetings more often than ever before, you’re not alone. Remote work created a culture of constant meetings; professionals spend up to a third of their workweek in meetings. 

Blocking off a full day to have large groups meet with candidates is now almost impossible. Interview scheduling becomes even harder when you have employees based across the globe, a reality that is increasingly common in the distance economy. 

Difficulties With Engaging Candidates

Candidates aren’t easy to come by; there are two jobs for every available worker. Many are passive candidates who are already employed, which makes it difficult to fit a complex series of interviews into their workday. 

Not all passive candidates can afford to take a day off of work to interview in an all-day session—and they certainly can’t show up in person. 

Interview Scheduling Must Now Be Flexible

Now, are we all caught up to speed? Due to the changes prompted by the remote work era, scheduling all-day onsite interviews is increasingly less common. 

The new norm of scheduling is evolving to look like this: scheduling a series of remote interviews spread out over several days.

Scheduling complex multi-day interviews comes with several challenges that didn’t exist with the all-day onsite interview. It multiplies the number of meetings to coordinate, broadens the interview timeline to keep tabs on, makes it difficult to reschedule or adjust specific meeting times, and more. 

This interview format isn’t easy to schedule—unless your scheduling tool has the right capabilities. Coordinating these remote interviews calls for a heightened level of flexibility. Here are several reasons why flexible scheduling is a requirement for today’s recruiting teams and candidates:

From Your Recruiting Team’s Perspective

With calendars more jam-packed than ever (on both the interviewer and candidate side), interviews must be spread out over several days. Without this flexibility, it’s incredibly difficult to find available times when key interviewers can get together with a candidate.

Working across teams and time zones makes calendar coordination all the more complex, once again prompting recruiting coordinators to schedule over the span of a few days to locate availability. Long story short: it’s tough to get an interview on the books without flexibility in scheduling.

From Your Candidate’s Perspective

Remember how we said that many candidates are already employed? With their limited availability, these candidates need to book their interviews over their lunch hour, in between meetings, or during any other free moment in their workday.

If you want them to go through a series of panel interviews, you’ll need to break it up over several days to make their participation possible. 

Above all, today’s candidates need to be accommodated if you want to attract and win the best of the bunch (it is a candidate’s market, after all). That requires talent acquisition tech that can adeptly schedule beyond the confines of the one-day interview structure.

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

Effortlessly Schedule Your Next Remote Interview

As the norms of scheduling interviews evolve, your recruiting tech stack must evolve with them. Recruiting teams now face a new remote recruiting reality, with new interview scheduling challenges requiring new tech. 

You need a tool with scheduling flexibility that can coordinate complex panels of interviews fast enough to keep candidates engaged. And as the cherry on top, you must provide a holistically compelling hiring experience. 

No existing tools can provide this—until now. GoodTime Hire delivers the flexibility that’s missing from your HR tech stack. Recruiting teams can schedule interviews over one or multiple days; they have complete control over meeting event times, dates, breaks, attendees, and priority.

Learn more about how interview scheduling software can revolutionize the way that you coordinate interviews.