What I Learned From Going Undercover as a Recruiting Coordinator

Ahryun Moon, GoodTime founder, went undercover as a recruiting coordinator.

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, and thus, 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.

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. (Still confused on RC’s vs. recruiters? Our friends at SmartRecruiters can help.)

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 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 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

Employees that were recruited via healthcare recruiting software.

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:

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.

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 software for your organization’s specific needs and goals. But we get it—it’s hard to feel confident in investing in a software when there’s 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. 

Want to see how Hire can help your team crush their hiring goals, boost efficiency, and win top talent? Learn more here. 

Text Recruiting: The Ultimate Guide

Talent leader using text recruiting.

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 text candidates 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.

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.

7 Talent Acquisition Trends for 2023 (And How to Succeed)

A team discussing talent acquisition trends, preparing for 2023.

Break out those fireworks, talent teams, because 2023 is almost here. But if you want to start the year with a bang, you can’t go into it blind. To thrive in the new year, you must prepare for what the next twelve months have in store—and that means getting familiar with the upcoming 2023 talent acquisition trends.

We’re not psychics, but based on where 2022 left off, we predict that these will be the seven more important trends in talent acquisition next year.

1. Labor Shortage Sparks Challenges

The supply of working-age people will continue to decrease throughout 2023. In fact, over the next decade, the number of working-age people in the U.S. will decline by 3.2%. On top of this, the pandemic still wields a visible impact; there are over 3 million fewer working Americans today than there were pre-pandemic.

When you combine the aging population with the pandemic’s effects, you have a significant labor shortage. Sorry to say, but attracting and hiring candidates won’t get any easier.

Two Strategies for Success: 

  • Diversify your candidate pool. Struggling to find candidates? Tap into different talent pools. For instance, advertise on diversity-driven job boards or take advantage of the fresh Gen Z candidates entering the workforce.
  • Set realistic expectations. Hot take, but the “perfect” candidate doesn’t exist. If you’re dead set on finding a unicorn candidate, you’re likely overlooking plenty of other viable options (and you can’t afford to do that in a labor shortage).

2. Retention Grows in Importance

About 40% of HR professionals said talent acquisition was a major priority for 2021. In 2022, that percentage dropped to 17%. Now, HR teams are focused on strategies that fuel talent retention: employee engagement, compensation, and L&D.

It’s no surprise that retention is becoming a priority. When the job market is tight and finding talent is difficult, employee churn deals an even greater blow to companies. (Not to mention that replacing workers is expensive.) 

Two Strategies for Success:

  • Emphasize internal mobility. Employees who move around within their own companies are more likely to stay for the long haul. Giving employees meaningful opportunities to grow and develop through internal moves leaves them with fewer reasons to leave.
  • Revamp your benefits and perks. Perhaps your employee benefits and perks could use a makeover. To ensure that what you’re offering still aligns with what your employees value the most, ask for their feedback.

3. Rise of the Employer Brand

Your employer brand encompasses how others perceive your company. It’ll be essential in 2023, yet for varying reasons depending on your industry and place in the hiring sphere.

Perhaps waves of layoffs have hit your company this year (we’re looking at you, tech industry). Candidates value job security, and catching wind that your company laid off a sizeable chunk of its staff makes them weary. How does your organization plan on assuaging these fears and improving your public image in 2023?

Or maybe misperceptions of your industry have made it difficult to attract workers, specifically young candidates. This is especially true for the manufacturing industry; less than 50% of young workers see manufacturing as a viable career.

Two Strategies for Success:

  • Freshen up your employee value proposition. Remember: candidate values change all the time. Does your EVP still resonate with what modern candidates care about? If not, it’s time to revamp it.
  • Actually commit to DEIB. Candidates want to know where you stand on DEIB before they accept a job offer. Audit your career page and hiring process for opportunities to showcase your DEIB initiatives and values. 

4. Impending Recession Inflicts More Damage

The looming recession is the elephant in the room for 2023 strategy meetings. Companies have begun to trim their budgets and their workforces in response to economic uncertainty.

But while some companies are bracing for what’s to come, most tech companies are already wondering, “When will this end?” Thus far in 2022, over 140,000 tech workers have been laid off. Each month, more and more high-profile workforce cuts make the headlines (sorry, not all talent acquisition trends can be fun).

Two Strategies for Success: 

  • Refine your tech stack. Want to emerge from the downturn stronger than ever? Then implement recruitment technology. Investing in the right tech places you in the best position possible once you revert back to your normal hiring cadence.
  • Maximize what you have. When faced with a smaller budget and fewer resources, you must do more with less. Instead of spending time and money hiring external candidates, consider your current employees. And instead of throwing everything at the wall to see if it sticks, use your hiring data to make informed, precise decisions. 

5. Skills Gap Continues to Widen

As technology continues its high-speed evolution, the global skills shortage worsens. Old skills die out just as fast as new skills emerge, and not every company can keep up. In fact, most companies worldwide—87%—say that they have a skills gap or will have one within the next few years. 

Companies say that their skills gaps are the widest in the areas of data analytics, IT management, and executive management. Looking to the future, these same companies agree that the need for advanced data analysis and mathematical skills will grow dire.

Two Strategies for Success:

  • Upskill your current workforce. In the age of digital transformation, upskilling your employees is a must-do. Your company can’t keep up with the latest trends if your employees don’t have the latest skills.
  • Rethink how you evaluate candidates. Don’t weed out promising talent just because of “red flags” that don’t even reflect a candidate’s abilities, like having gaps in a resume. When assessing candidates, focus on the knowledge, skills, and capabilities displayed in their application. 

6. Automation Takes the Spotlight

Automation is a growing topic in the world of talent acquisition. It takes care of the time-consuming parts of your recruitment process so that you have more time to spend on high-value initiatives.

Looking to the future of recruiting, automation adoption is sure to increase as more teams discover its benefits. And with a recession, labor shortage, and a workforce skills gap on the horizon, leveraging automation could mark the difference between hiring teams that thrive and flounder.

Two Strategies for Success:

  • Don’t wait to shop for tech. The sooner that you automate your workflow, the sooner you’ll reap automation’s rewards. Automating the interview scheduling process reduces your time-to-hire, delivers a better candidate experience, and moves you closer to hitting your goals.
  • Leverage the right automation. You’ve been warned: not all automation is created equal. Subpar scheduling automation can’t handle the challenges of everyday scheduling. You want automation that can intelligently select interviewers, schedule for speed or for “best fit,” and identify interview options spanning one or multiple days.

7. Evolution of Pay Transparency

Pay transparency made a splash in 2022. New York City joined the ranks of Colorado and Connecticut in requiring companies to include salary ranges in job postings, and California is soon to follow in 2023. 

By the beginning of 2023, one-fifth of U.S. workers will be covered under pay transparency laws. As workforces and candidates demand discussions on salary, HR and talent acquisition must respond. Are you prepared?

Two Strategies for Success:

  • Determine your transparency level. Not every organization is ready to go all-in on full transparency. As a starting point for identifying where you want to be on the spectrum, survey employees to understand what they’d like to know about salaries.
  • Get real during the interview process. Don’t wait until the last moment to disclose the true salary offer. Yes, candidates want to do meaningful work, but they also want to be paid well while doing it. They want to discuss compensation in early conversations to know if the role is worthwhile.

Ring in the New Year With Powerful Recruitment Tech

Now that you’re caught up on the biggest talent acquisition trends coming in the new year, we have one final suggestion to make 2023 your team’s best year yet. Start the year off on the right foot with best-in-class recruiting tech.

GoodTime 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.

The Remote Interview Era: How Scheduling Must Evolve

Hiring team conducting a remote interview.

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.

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 Hire can revolutionize the way that you schedule interviews.

Losing Candidates? Subpar Scheduling Automation May Be the Culprit

Recruiter frustrated with their lackluster scheduling automation.

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.

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?

Two people at a speed dating event (similar to interview scheduling).

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.

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.

Recruiting coordinator using recruitment tech.

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—’cus 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. 

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.


Schedule a demo to learn more about how Hire can transform your talent acquisition process.

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

Talent team discussing their time-to-hire.

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

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

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

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

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

Burdened by Interview Scheduling

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

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

How To Fix This

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

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

Mismanaged Connections With Candidates

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

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

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

How To Fix This

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

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

Inefficient Recruitment Data Collection

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

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

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

How To Fix This

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

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

Interested in More HR Trends?

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

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


Download our 2022 Hiring Insights Report today to learn more about the state of hiring, and what must be done to win over candidates.

5 Mistakes Recruiting Coordinators Make (And How To Avoid Them)

Recruiting coordinator speaking to a candidate.

Recruiting coordinators make the talent world go ‘round. As the unsung heroes of the hiring process, recruiting coordinators act as a candidate’s first impression of a company. RC’s juggle multiple tasks at once to keep this impression pristine and move the hiring process along. Yep, it’s a pretty big role.

However, as with any job—especially ones that involve a high workload (and stress)—mistakes happen. No matter if you slip up when emailing candidates, or stumble when coordinating interviews, the most important thing you can do is evaluate what went wrong and steer clear of it in the future.

Here are five common mistakes recruiting coordinators make, and how to avoid them to create an extraordinary hiring experience.

1. Sending Candidates Lackluster Communications

When sending message after message to candidates, it can be easy to go on autopilot and phone it in. We get it—coordinating interviews isn’t the most exciting task. 

But truth be told, the communication between RC’s and candidates plays a pivotal role in the hiring process. The last thing you want to do is send a robotic email riddled with errors. Even quick text exchanges with candidates should be scrutinized for high quality.

These messages inform candidates of your company’s tone of voice and can either increase or decrease their excitement for their upcoming interview.

How To Avoid This: Whether you’re sending a message to gather a candidate’s availability or to confirm their upcoming interview, there’s several steps you should take to refine this communication.

To add a layer of empathy to your communications, direct candidates to an email and/or phone number to reach out to if they have any questions. You never know what’s going on inside a candidate’s head.

Above all, always review your responses for the ABC’s of communication: accuracy, brevity, and clarity. That way, your messages will contain the most important information, will be an appropriate length, and will be abundantly easy to digest. Now, your response is ready to be sent out into the world.

2. Failing to Give Candidates Scheduling Flexibility

Flexibility is a growing priority for those in the world of work. In fact, 96% of US professionals say they require flexibility. 

Asking candidates to adapt to your hiring team’s schedule, or to make themselves available within a narrow time frame, conveys that flexibility is not a priority for your organization.

How To Avoid This: Make your hiring process flexibility-focused by putting candidates in the driver’s seat. Instead of expecting candidates to move their schedules around for your company, ask for their availability. Show that you respect their time by letting them schedule their interviews for whenever works best for them.  

At the end of the day, your candidates are likely chatting with multiple other companies. They’re more likely to remember and value your interview process—and you as an RC—if you act with flexibility and understanding.

3. Coordinating Interviews Manually

If you’re still manually scheduling and coordinating interviews, you’re doing something wrong. (Too harsh?) Daily recruiting coordinator tasks become highly tedious and inefficient when they’re done without the help of technology. And when your head is stuck in calendars and spreadsheets, you have even less time to spend on high-value tasks that will actually move the needle.

Today’s candidates have little patience for clunky hiring processes that rely on manual operations. An inefficient process does nothing but degrade the candidate experience and weigh down your hiring metrics.

How To Avoid This: The best way to keep up with candidate expectations and remain competitive in the talent landscape is by leveraging a tech solution that offers recruitment automation. Speed is crucial to a hiring process; automation gives you an edge by allowing you to coordinate in minutes, not hours.

Leveraging an automated hiring solution creates a quick and easy hiring experience. This sends the message that you value your candidate’s time. With less bandwidth spent on scheduling and coordination, you’ll have more time to focus on what matters: better connecting with candidates.

4. Treating Candidate Relationships as Transactional

RC’s who have a transactional mindset interact with candidates with the sole purpose of turning them into new hires to fill open reqs and boost their hiring stats. Too many recruiting coordinators operate this way, and it’s a problem. 

Candidates don’t want to be viewed as just a number. They want to form a genuine connection with your recruitment team built on trust, transparency, and flexibility. Navigating with this transactional mindset is sure to push them away.

How To Avoid This: Nurture the recruiting coordinator-candidate relationship. Spend some time learning what candidates look for when interacting with a hiring team, and apply those insights to your daily RC involvements.

Here’s an insight to start off with: 62% of employees cite well-being support as their top priority in their job hunt. Checking up on candidates and offering yourself as a resource if they have any concerns are both excellent, low-effort ways to show that you care about their well-being. 

You could also block off time to brainstorm what’s missing from the hiring process that could boost your team’s candidate relationships. For instance, if you don’t collect feedback from candidates, now is the time to do so. Allowing candidates to speak their minds lets them know that their opinions are valued.

5. Neglecting to Prioritize Upskilling

The life of a recruiting coordinator is sometimes downright overwhelming. With all of the tasks on your plate, making time to progress your skills and learnings can seem practically impossible. Or, you might even feel guilty at the thought of putting aside the tasks on your to-do list to focus on your own career development.

How To Avoid This: If any of this resonates with you, know this: you must always fill your own cup. A hiring team that truly supports the success of their teammates understands that it’s crucial for everyone to invest in their own skills and knowledge once in a while.

Block off time on your calendar, notify your team that you’ll be heads-down and focused on upskilling, and ask your teammates if they could help out with any urgent tasks while you work on career development, if necessary.

There’s a variety of online classes and certifications for recruiting coordinators. Some of the popular ones include LinkedIn Learning, The Recruitment Education Institute, Alison, and Recruiting Toolbox.

Hey Recruiting Coordinators—Ready To Elevate Your Hiring Process?

Hundreds of companies have leveled up their recruitment process to stand out in the talent landscape. Patreon reduced their time-to-hire by 50%, Box reduced their time spent scheduling by 40%, and Deliveroo hired 700+ employees.

How’d these talent acquisition teams do it? Simple: they used GoodTime. And you can, too.

GoodTime Hire harnesses Candidate Relationship Intelligence to automate interview scheduling, build relationships during interviews, and provide actionable insights to continuously improve your hiring process. 


If you want to take your recruitment process to the next level, learn more about Hire here.