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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 2023 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
Source: 2024 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-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.

Experience AI-powered scheduling for your recruiting team

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

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

Posted on by Rachel Heller

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

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

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

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

Teams Eye Recruiting Automation and Efficiency 

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

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

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

Charts showing the impact of layoffs on companies across sectors.

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

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

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.

Unlock 2024’s top hiring strategies: Insights from 500+ TA leaders

Discover proven solutions to 2024’s biggest hiring challenges – straight from the highest-performing TA teams.

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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.

Texting, interview scheduling, and candidate insights — in one platform

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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.

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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.

Losing Candidates? Subpar Scheduling Automation May Be the Culprit

Posted on by Rachel Heller

Are you consistently losing candidates, even though your hiring process seems to be in great shape? You may be overlooking one significant culprit: low-quality scheduling automation.

As talent acquisition teams juggle multiple calendars, time zones, and interviewer loads, leveraging scheduling automation is an absolute necessity to coordinate fast and intelligently. Automation is invaluable to the scheduling process…until it isn’t.

With some interview management systems, the promise of automation doesn’t deliver. Not all tools can navigate the twists and turns of modern-day interview scheduling. Subpar scheduling automation makes a recruiter’s job harder and degrades a candidate’s hiring experience. 

What Does Subpar Scheduling Automation Look Like?

If your scheduling automation can’t handle the complexity of everyday scheduling, then you have low-quality automation. This type of automation presents suboptimal scheduling decisions as the “best fit.” It doesn’t think like a recruiting coordinator would.

Subpar automation can’t handle the turbulence of the recruiting landscape, where interviewer availability can shift at a moment’s notice. If you can’t trust your system to adapt to changes and make the best scheduling decisions, then is your automation really saving you time?

How Lackluster Automation Deters Candidates

Candidates expect a fast-moving, frictionless hiring process that positively connects them to your culture and team. Lackluster automation delivers the exact opposite experience. Here’s how:

Candidates Are Picky—and Poor Automation Is a Turnoff

Today’s record-low unemployment rate makes finding stellar talent a challenge. To ramp up the pressure, candidates are increasingly selective when vetting job offers. Nearly half (49%) of candidates have turned down an offer due to a bad recruiting experience. Candidates have high expectations of your process—and you better live up to them. 

Recruiting teams need to be on their A-game to impress picky candidates, and that means leveraging intelligent HR technology. Poor scheduling automation creates a clunky process filled with bottlenecks. That’s a major turnoff.

Top Candidates Lose Enthusiasm When There Are Delays

Put yourself in the shoes of a candidate. A recruiter approaches you for a phone screen—success! You give them your availability, but then a week goes by without any communication. Did they just ghost you? Ouch.

Suddenly, the recruiter reaches back out: your interview is scheduled. It’s about time. You complete the interview, yet then the cycle of delayed communication starts once again. Time to apply to other companies.

Doesn’t sound like a pleasant hiring experience, does it? It certainly doesn’t match up with expectations; 55% of candidates believe that it should take one to two weeks from the first interview to receive an offer. When scheduling automation creates delays, candidates steadily lose enthusiasm and opt out of your process.

Candidates Flock to Companies With Refined Automation

Almost all candidates have multiple companies vying for their attention. If you don’t hire with polished automation, another company will. (Hint: that’s the company that candidates will run to.)

A tech solution that doesn’t create a compelling hiring experience or cultivate bonds with candidates drives talent straight into the arms of competitors.

What Does Intelligent Scheduling Automation Look Like?

Intelligent scheduling automation revolutionizes the hiring process. It knows just as much (or more) about your interview team and workflow as you do. High-quality automation can be just the thing that makes your hiring process impress top talent.

Automated interview scheduling at warp speed

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Intelligent automation possesses advanced calendar awareness. It’s able to schedule for both speed and “best fit.” Intelligent automation is also agile; it can handle a request to change or reschedule an interview in a matter of seconds. Overall, this automation considers the nuances of your company’s calendar so that it truly thinks like a recruiter.

How Smart Automation Engages Candidates

While smart automation makes a recruiter’s job easier, it also enhances a candidate’s experience with your team and your company.  Here’s how:

Caters to Your Candidate’s Schedule

It’s a candidate’s market; talent teams must schedule to accommodate their candidate’s calendar, not just their own. Intelligent automation puts this in motion.

Perhaps an interviewer’s first available time slot is too far into the future, and you don’t want to keep your candidate waiting too long. (They’ll either lose interest in you, or another company will scoop them up!) Have no fear: intelligent automation knows how to ignore certain scheduling restrictions to schedule the interview sooner.

Yet sometimes, getting a candidate in front of your team as soon as possible isn’t the priority. Maybe you’d rather schedule a time when interviewers with the most relevant skills can speak to the candidate. (This is a surefire way to improve the candidate’s interview experience!) In this case, smart automation can schedule a meeting time that’s a “best fit” for this factor.

Enriches the Hiring Experience With Personalization

Personalization makes people feel special, and the same applies to candidates. It’s why you always see personalized name keychains in gift shops; people love a personal touch. It’s only human nature.

Sending automated, personalized meeting reminders adds a human element to the hiring process. This fosters meaningful connections with candidates and makes the scheduling process feel less “robotic.” When it comes to enhancing a candidate’s hiring experience, the best automation to use is the kind that feels a little less automated and a little more human.

Eliminates Delays and Keep Candidates Interested

If you‘ve ever had interviewers bow out or change their availability, you know how many bottlenecks that can cause. To make matters worse, candidates lose interest when they’re met with scheduling delays. Luckily, the right scheduling automation can eliminate this problem. 

Smart automation sorts through countless scheduling options to identify the top choice. Even if an interviewer or a candidate’s availability changes, smart automation adapts to display the best options. No bottlenecks mean happy candidates.

Schedule Smarter and Win More Talent Today

If you’re thinking, “There’s no way that a software can handle the complexity of our scheduling process,” think again. Start scheduling smarter today with GoodTime. 

GoodTime Hire’s new Flexible Scheduling delivers scheduling automation that you won’t need to second-guess. Recruiters who use Hire’s Flexible Scheduling know they can trust the solution to make the right interview scheduling decisions, no matter the complexity.

Learn more about how Hire’s Flexible Scheduling can revolutionize the way that you schedule.

Interview Scheduling vs. Speed Dating: Strangely Similar?

Posted on by Rachel Heller

Do you have your eye on a fantastic job candidate? If you want to win their heart, consider taking inspiration from the speed dating world. (Yes, you read that right.)  

On the surface, speed dating and interview scheduling couldn’t seem more different. Yet these two spheres are strikingly alike, and there’s a lot that they can teach each other. 

Especially amid today’s hot talent market, where there are two jobs for every available worker, recruiters should borrow this crucial lesson from speed dating: success comes from moving fast. 

The faster a recruiter gets their talent team in front of candidates, the better their chances of landing a great new hire before another company secures them. 

The major common denominator in successful speed dating and interview scheduling is speed. How else are recruiters similar to singles looking to mingle—and what can recruiters learn from them? 

Learning #1: Prompt Scheduling Creates a Great First Impression

You’re gazing across the room, and there they are: someone who might be “the one.” You can feel it. You can’t wait until they rotate to your table for a quick one-on-one; you simply can’t leave without speaking with them. 

Time is of the essence when you see that special someone, and the same applies when you’re a recruiter sifting through applications. That’s why talent teams have no time to waste when they come across a compelling job applicant. Getting an interview on the books as soon as possible is the name of the game.

Acting with a sense of urgency gives a great first impression. It lets the other party know that your interest in them is serious. And when your goal is to create a genuine connection, first impressions are everything. 

In fact, a survey found that 48% of candidates are deterred from applying for jobs after poor first impressions. Set the right tone with candidates from the get-go by reaching out for an interview the moment that you realize they’d be a superb new hire.

Learning #2: You’re Not Your Candidate’s Only Admirer

You’re speaking to someone and you’re really hitting it off. You get swept up in the moment…but then the bell rings and it’s time to switch tables. You watch as they move on to talk to another person, and it looks like they’re also hitting it off. Ouch.

There are plenty of fish in the sea, plenty of singles at speed dating events, and plenty of companies in the world (and remote hiring has only increased the number of employers vying for your candidate). In other words, you’re probably not the only one that your candidate has their eyes on.

The average number of applications that job seekers send is 13. With candidates interested in such a variety of roles, talent teams need to differentiate themselves if they want to stand out from the competition.

To get a leg up on other companies, go the extra mile for your candidates. When communicating with them, respond to their concerns in a timely manner. But don’t forget to come prepared for the interview; you need to know your stuff when they ask questions! Fast interview scheduling isn’t impressive if the interview itself is shabby.

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

Learning #3: The Post-interview Follow-up Is Crucial

You’ve conversed with a few interesting people, yet no real stunners. Then suddenly, you meet the perfect match! But tread lightly: your next few actions are just as important as your first encounter with them. 

After you interview a star candidate, take a page out of the speed dating world’s book and immediately act on the next step: the post-interview follow-up. If you’re really interested in a candidate and want to keep them engaged, you have to show it. 

And if you don’t? They’ll flock to the other options that they have on the table. Nearly one-quarter of workers lose interest in an employer if they don’t hear back from them within one week after the first interview, and 46% lose interest if they don’t receive communication within one-to-two weeks post-interview.

Keep the enthusiasm going by getting the next meeting scheduled as quickly as you can. By minimizing the wait time in between interviews, your company will remain top of mind for candidates, and you’ll reduce your candidate drop-off rate. They’ll be just as engaged in the second interview as they were in the first.

Woo Your Candidates With Agile Interview Scheduling

In the recruiting world, the pressure to impress and win candidates is at an all-time high. If you don’t act fast enough, another employer will sweep them off their feet.

But by scheduling each interview with a healthy dose of speed, you’ll spark a connection with talent and make a lasting impression on them before the competition can even get a word in.

GoodTime Hire’s new Flexible Scheduling intelligently optimizes interviews across teams, tools, and timezones in seconds, saving time and getting you in front of candidates faster with an incredible experience, no matter the complexity.

Learn more about how Hire’s Flexible Scheduling can revolutionize the way you schedule.

Hiring More Recruiting Coordinators? Buy Recruitment Tech Instead.

Posted on by Rachel Heller

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

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

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

Why Recruitment Tech Is a Worthwhile Investment

1. Modern-day Hiring Requires Automation

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

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

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

Automated interview scheduling at warp speed

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

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2. Enhance Recruiting Coordinators’ Candidate Relationships 

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

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

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

3. Data-driven Hiring Processes Succeed

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

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

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

4. Free Up Bandwidth for Recruiting Coordinators

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

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

And No, Tech Can’t Replace Recruiting Coordinators

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

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

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

Amp Up Your Recruitment Tech Stack Today

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

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

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

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

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