How To Evaluate Your Hiring Metrics Like a Pro

The key to optimizing your recruiting lies in identifying, measuring, and taking action on the best hiring metrics. If you want to get more out of your metrics, we’ve got you covered. GoodTime joined Checkr and iCIMS to identify the most high-value metrics, and how to best leverage and analyze your hiring data.

Want to watch the watch the webinar in full? Come right this way. For a recap of the conversation, read on.

Choosing the Best Metrics

Vanity metrics have a knack for sweeping up hiring teams. The numbers make your team feel good, and boy do they look attractive in a report. But looks can be deceiving; ultimately, those numbers reveal next to nothing about your business goals.

So, how do you select the metrics that matter? 

Monitor Metrics on Candidate Relationships

With the high expectations of today’s candidates, forming a genuine bond with applicants is more important than ever. Talent teams should keep an eye on metrics that reveal the quality of these bonds.

Jasper Sone, GoodTime’s Co-founder and Head of Product, said that one important metric that’s contingent on your candidate relationships is turnaround time. This measures the average time it takes for a candidate to respond and get confirmed for their next interview. 

Engaged candidates respond faster than disengaged ones. With candidates interviewing at four times as many companies now versus pre-COVID, meaningfully connecting with applicants is crucial to keeping your turnaround time low.

Divide by Primary and Supporting Metrics

Rhea Moss, Director of Data Insights and Customer Intelligence at iCIMS, prefers to choose hiring metrics by distinguishing between primary and supporting metrics. When a primary metric is healthy, the secondary metrics in connection to the primary are likely also healthy.

 For instance, time-to-fill is an important primary metric to measure. If your time-to-fill improves, you’re probably seeing notable supporting metrics like your OAR (offer acceptance rate) and dropout rate improve, too.

Let Hiring Metrics Reveal Themselves

Is starting your projects by selecting the key metrics the best strategy? Maybe not. Scott Jennings, Head of Industry Strategy and Market Development at Checkr, suggests a different method. He believes that teams should start with a business problem that they’re looking to solve, and then work backwards to identify the most suitable metrics.

“What you typically find when you’re delivering a project is that the metrics at the end of it that matter are different than what you thought going in,” Scott noted. “That’s going to be influenced by the different data sets that you bring in and the different philosophies that are brought in.”

Balancing Speed and Quality When Hiring

Candidates don’t want to wait around. A lengthy hiring process means losing talent. Yet at the same time, a rushed hiring process creates disinterested candidates. How should teams balance speed and quality to snag top talent?

Boost Interviewer Availability and Quality

Jasper recommends that organizations take two crucial steps to emphasize speed and quality. The first step involves providing a high level of interviewer availability. For the second step, talent teams should ensure that their interviewers convey an excellent image of their company.

To tackle the first step, organizations should have five alternative interviewers locked and loaded for every interview. “If you provide five alternatives, for any random time that a candidate wants to meet there is a 96% chance that someone on your team could meet with them,” Jasper noted.

The second step involves establishing a robust interviewer training program. This way, you’ll build an interviewing team that’s adept at deeply connecting with candidates.

Ideal Speed Varies by Employment Model

While the average hiring process in the U.S. lasts for about 23.8 days, this length varies across the different employment models. Same day hiring isn’t possible in most traditional hiring spaces, but it is in the contingent labor market.

For this reason, Scott noted that the ideal speed—and the perfect mix of speed and quality—that talent teams should shoot for depends on the team’s employment model. Teams should reflect on the standards and candidate expectations that are unique to their model, and then go from there.

Leveraging Industry and Geographic Benchmarks

Congratulations! You now have a stellar selection of metrics to monitor. Better yet, you’ve crafted a hiring process that emphasizes both speed and quality. But, one question remains: how should you utilize industry and geographic benchmarks when analyzing your own data?

Analyze Benchmarks for Shifts

“Geographic benchmarks are quickly falling to the wayside,” Rhea noted. While these benchmarks are incredibly pertinent to industries like healthcare and retail, it’s unwise for teams to leverage geographic benchmarks in the same way that they have in the past since people are relocating to new geographic locations faster than ever.

Her take? Instead of using industry and geographic benchmarks as gold standards, teams should evaluate benchmarks to understand general, directional shifts. Look for seismic changes in behavior based on industry or geographic data, and take that into consideration when identifying changes in your hiring metrics.

Share Your Own Benchmarks

It’s just as important for your organization to share your own benchmarking data as it is to analyze benchmarks that are already available. Jasper added that GoodTime enjoys sharing their benchmarking data to help other organizations set goals for themselves.

“By sharing data, not only does it give us an understanding of where we’re at, but it inspires teams to come up with creative ways to beat some of the geographic or industry standards,” he said.

Optimize Your Recruiting Process Today

When you take action on the most crucial hiring metrics, the sky’s the limit for your talent team’s success. If you want to beef up your knowledge on TA metrics a bit more, you’re in good hands.

Check out our 4 KPIs that Show TA Ops Success infographic to boost your recruiting process with more metrics that matter.

How to Win Top Talent With Strong Candidate Relationships

Want to move the needle on your hiring goals? Sorry to break it to you, but cool swag and flashy benefits don’t cut it. Today’s top talent leaders focus on fostering candidate relationships. 

Recruiters had the upper hand in the recruiter-candidate relationship in the past, but not anymore. Candidates now hold all the cards in choosing where they want to go for their next career, and they’ve grown more and more selective. Job seekers won’t just accept any offer that comes their way; they expect deeper relationships and intangibles such as flexibility, transparency, and a visible commitment to DEIB.

To snag the best talent from the bunch, you must establish a genuine connection to your company’s mission, to the team, and to your recruiters. So, where do you start? 

GoodTime Account Executives John Bartsch and Siegfried Huffnagle, joined by Maria Riabukhina and Matthias Schmeißer from Beamery’s talent team, sat down to discuss the secret sauce to cultivating healthy candidate relationships. If you didn’t catch the webinar, here’s the TLDR with the key takeaways on how to better connect with candidates for hiring success.

Four Pillars of Candidate Relationships

Yes, investing time into connecting with candidates is non-negotiable for recruiters, but what do candidates actually expect from the relationship? Here are four main pillars that should comprise your candidate relationships.

Genuine Connection

While remote work has created a distance economy, candidates don’t want to feel so “distant.” Genuine connections are now more valuable than ever. In fact, 72% of candidates would reject a job offer if they didn’t feel connected to the company culture during the hiring process. Even if the salary and the job description are aligned, if candidates don’t recognize a human-to-human connection, it’s a no go. Recruiters must address candidates from a position strongly rooted in authenticity.

Transparency

To instill your recruitment process with authenticity, start by prioritizing transparency. Don’t leave candidates guessing; applicants want to know what it’s like to work for your company from the very beginning of the interview process. 39% of candidates expect to be informed about compensation in the initial job post. Besides expecting open communication surrounding compensation, candidates want potential employers to be loud and clear on their DEIB initiatives.

“People have spent the last couple years thinking about what’s most important to them, how they want to spend their time, and what their values are. People want to make sure that the time that they spend at work is aligned with that.”

— Siegfried Huffnagle, Account Executive at GoodTime

Adaptability

GoodTime found that candidates currently interview at 4x more employers than pre-pandemic — meaning that the talent competition is more intense than ever. This is largely due to the rise of remote work. As the office workspace continues to evolve, so does candidates’ ideal work arrangement. Flexible work arrangements are now at the top of job seekers’ wish lists. Companies must adapt to the work preferences of candidates, and demonstrate that adaptability throughout the company culture.

Candidate Well-being

All in all, candidates don’t want to sacrifice their well-being for their job. Sixty-two percent of employees cite well-being support as their top priority when job hunting. Work must exist in harmony with health — there’s no way around it. Recruitment teams should be prepared to openly address the efforts that their company makes in prioritizing the health and general well-being of their employees.

Boost Connections With Recruiting Tools and Techniques

Once you’ve mastered the building blocks of candidate relationships, it’s time to reel candidates in — hook, line, and sinker. Examine your hiring methods and tools and look for areas of improvement. You’ll not only enhance the relationships created from your hiring process, but also move candidates through the funnel more efficiently to get an offer in their hand.

Gather Candidate Feedback

Now that candidates are in the driver’s seat, they want more ownership and involvement in the recruitment process. For this reason, gathering candidate feedback becomes both necessary and expected. Who can speak to the quality of your hiring process better than those that experience it firsthand? By factoring in candidate feedback on your entire interview process, talent teams can ensure that their process exceeds expectations.

Build DEIB From the Studs Up

If you think you can skate by in the hiring process without highlighting your company’s DEIB efforts, think again. To align with candidate expectations, recruitment teams must present candidates with a holistic image of what their company stands for on DEIB. This translates to having the tools and strategies in place to provide this image from the very first moment that candidates sit down to interview.

“Companies that are enabling diverse and inclusive interview panels experienced a 4X increase in interviews in less than one year. This really speaks to the importance of training up your interviewers and having a broad and diverse pool.”

— John Bartsch, Account Executive at GoodTime

Prioritize Interviewer Training

How do you demonstrate a genuine commitment to DEIB? Start by training a diverse and expansive pool of potential interviewers. Widening your interviewer pool not only ensures that you’ll always have people available to interview applicants, but also cultivates a group of diverse panelists that are representative of both your company and the candidates you want to attract. Having five alternative interviewers for each interview translates to a 95% chance that one of them will be available for the time slot selected by the candidate.

Empower Your Recruiting Tech Stack

A robust tech stack seals the deal when it comes to impressing candidates. Beamery’s talent lifecycle management platform delivers meaningful insights to shape customers’ holistic talent strategy. Here at GoodTime, our Hire product uses Candidate Relationship Intelligence to automate coordination, connect with candidates, and gather actionable data.

Interested in learning all about Hire? Say no more.

19 Ways Talent Acquisition Teams Can Improve the Candidate Experience

Codility, a tech platform to improve the candidate experience.

When it comes to building an amazing candidate experience, it’s all about the details. Here are 19 ways for talent acquisition teams to improve the hiring experience.

1. Don’t Just Be Open to Feedback, Actively Pursue It 

Have a continuous feedback loop that can help you improve on efficiency and candidate experience.  

2. Communications Count

Ensure that job descriptions, interview questions, and company communications promote inclusivity and acceptance. Tools like Texio help you identify and remedy bias in your team’s writing. 

3. Automate Processes 

Automating processes, such as interview scheduling, can reduce time-to-hire and help your company win first-choice candidates.

4. Level up Your Employer Brand

An ongoing process to level up your employer brand immediately signals to candidates that your company is a desirable place to work.

5. Follow a Purpose-driven Business Model

Purpose-driven businesses perform better with customer loyalty and employee engagement.

6. Cultivate a Data-driven Hiring Process

Numbers don’t reveal everything, but data stories inform direction and reveal important insights in progress and growth on the individual, team, and company levels.

7. Ensure You Assess the Right Technical Skills 

Platforms like Codility equip TA teams with the assessments needed for technical and engineering roles.

8. Transparency Is Key

Transparency in the workplace creates an environment of trust, improves morale, and eases communication.

9. Treat Candidates Like Customers

54% of candidates said that their experience with a job interview directly influences their purchase decisions later on. Being transparent and responding quickly are some of the ways TA leaders can improve brand reputation and nurture potential customers. 

10. Get Different Perspectives

Seeking input and opening a space for collaboration can lead to positive results and more innovative ideas

11. Ensure Constant Communication

It can be easy for recruiters to miss out on messages and end up ghosting candidates. Ensuring constant communication by leveraging technology and balancing your load can help you avoid tarnishing brand reputation and missing out on top talent.

12. Handle Candidate Rejection Graciously

Candidate rejection is part and parcel of hiring. It’s important that you still focus on maintaining candidate experience in order to build meaningful relationships and a future talent pool. 

13. Find Employees You Can Retain

The true cost of rehiring can go into the thousands. Look for employees that can nurture and grow with the organization in the long term.

14. Recognize Hiring Biases

Everyone has bias, but the best hiring teams seek to mitigate it using their tech stack. 

15. Start a Referral Program

A must-have, really. Employee referrals are the best sources of hire, with a 22% hire rate.

16. Find Ways to Decrease Turnover

When an employee leaves, companies have to spend money, time and effort to search for, interview and rehire a new candidate. 

17. Always provide interviewer training

According to a recent GoodTime survey, 30% of interviewers handle 70% of the interview load. Giving new and existing hires the right training in becoming interviewers can help them align with company values and do a better job at hiring even more great talent.

18. Get the Onboarding Experience Right

Proper onboarding helps employees feel valued, promotes retention, and clarifies any doubts about tasks.

19. Faster Hiring = Better Hires

GoodTime empowers companies to hire top talent faster. It’s just that simple. For a demo, visit our website today.

4 Things Recruiters Do That Destroy Productivity

A recruiter interviewing a job candidate.

The traditional hiring process is dead. The roles within TA teams are expanding alongside increasing organizational expectations. Maxing output and efficiency while tapping into new opportunities to win top talent are table stakes for the new world order.

On an industry level, recruiters scramble to find high-quality, available talent amidst scarcity. Recruiters have to constantly deliver the right candidate experience to attract and secure the best candidates and maintain the employer brand.

Recruiters could do with a productivity boost, or several, since they’re usually swamped with interviews and job postings. On the flip side, overlooking the little things can often cost recruiters precious minutes that add up in a year, affecting their productivity and morale. 

Whether it’s outdated practices or doing things unknowingly, these four productivity killers can seriously stump recruiters’ workflow.

1.  Relying on Manual Interview Scheduling

Allocate time where it makes an impact, not on manual, repetitive tasks. Interview scheduling is just one of the many tasks that recruiters have to do over and over. Recruiters can easily spend half of their work weeks on interview scheduling alone.  Relying on an inefficient scheduling process will just continue to eat into work hours without bringing much value.

A good number of recruiters still rely on manual processes, such as calling, aligning schedules, sending out invitations and blocking out the calendar on the traditional pen-and-paper. However, because of the volume of interviews that they have, recruiters face the risk of making errors. For instance, they may indicate the wrong times, dates, or names. In other cases, they may forget to schedule other interviewers for a joint interview.

Automating interview scheduling can help streamline the procedure and lead to greater productivity. For one thing, it takes only a fraction of the time it takes to manually schedule an appointment. Most times, the recruiter wouldn’t even need to be involved in the back-and-forth discussion. A study by GoodTime found that relying on an automated interview scheduling tool can increase a recruiting team’s output by up to 200%.

2. Spending Too Much Time on Email Correspondence

Emails are probably a recruiter’s best friend. From contacting potential candidates to sending follow ups, recruiting teams send out tens to hundreds of emails every day. Email communication is still one of the main forms of communication for HR departments today, even with the rise of mobile. In the workplace, the average employee can spend almost three hours reading and answering their emails. This is a staggering amount of time, considering the typical work day lasts nine hours.

It may seem counterproductive when we recommend HR teams to spend less time on emails. After all, a cluttered inbox and draft folder doesn’t exactly scream excellent work ethic. Still, there must be a way for recruiters to cut down on administrative tasks like follow-ups and reminders without sacrificing efficiency. Automating follow-up emails is one recruitment hack, and most workplace tools utilize an automation feature also have various built-in templates to make emails more effective.

3. Overlooking the Value of Integration

As the workplace becomes increasingly digitized, organizations will begin utilizing more external tools to navigate the digital space. Given the various roles of HR teams, this can mean anything from video conferencing platforms, candidate assessment tools, applicant tracking systems, and recruiting analytics.

It could be a problem, since recruiters essentially juggle the functionalities over multiple platforms. Maybe you’re spending too much time figuring out the features of a certain software. Or it may just be an unnecessary amount of money to spend on this many tools.

One way to mitigate this is by selecting a robust recruitment tool that uses integrations. Leveraging an integrated platform helps reduce the number of external tools that recruiters use, from over a dozen to just two or three must-haves. This can cut down on a significant amount of time and cost, while maximizing the return on these tools.

4. Manually Sourcing and Screening for Candidates

The fact that it is time-consuming isn’t the only problem when it comes to manual screening and sourcing. The hiring process is subject to preconceived biases and distortion when not done objectively. While many workplaces have taken the stride in the right direction to a more diverse and inclusive workforce, it can be easy to fall back into old habits.

Ultimately, the top priority for recruiters should be candidate quality, rather than other characteristics. In the long term, inefficient sourcing can lead to bad hires and negative performance. 

Learn More

CodeSignal is an assessment company helping the world #GoBeyondResumes. CodeSignal created an advanced job simulation technology so hiring teams can assess skills with better fidelity, provide a better candidate experience, and hire the right talent for roles, at scale. Founded in 2015, CodeSignal is trusted by the world’s most innovative tech firms, including Brex, Databricks, Facebook, Instacart, Robinhood, Upwork, and Zoom.

GoodTime enables talent acquisition teams to create an efficient, equitable, and personalized candidate experience that lands top talent faster. GoodTime is the only HR tech solution that helps advance diversity initiatives, fostering measurable impact for every candidate. See why the world’s top talent acquisition teams, including Zoom, Instacart, and DropBox, rely on GoodTime to slash time to hire metrics and deliver up to 50% savings on hiring expenditure.

GoodTime Hits “Next level” With Greenhouse Partnership

GoodTime, the HR industry’s first and only hiring experience solution, announced its recognition as a Greenhouse Customer-Preferred Partner. This partnership between GoodTime and Greenhouse, the hiring software company, helps recruiting teams automate the interview process to reduce the time-to-hire while improving candidate experience.

“Becoming a Customer-Preferred Partner provider is a testament to the value our customers receive when they embrace the GoodTime and Greenhouse integrated solution to enhance their interview management and candidate experience to ultimately land top talent,” said Don Darrah, Head of Partnerships at GoodTime. 

Greenhouse’s Customer-Preferred Partner Program is designed to streamline the process of creating the optimal tech stack for companies — whether starting from scratch or selecting by category, customers can get a clear sense of what tools their peers are using successfully. 

“We’re proud to welcome GoodTime to the Customer-Preferred Partner program which highlights companies that have a long history of delivering quality experiences for Greenhouse customers,” said Garret Starr, Director of Partnerships at Greenhouse. “With the demand for talent increasing, we’re seeing even more focus on technology that drives efficiency throughout every part of the funnel. GoodTime plays a key role helping with the tricky problem of complex scheduling, ensuring that recruiting teams can spend time with candidates and not calendars.”

Elevating the Candidate Experience With Tech

Greenhouse customers can easily leverage GoodTime to help recruiting coordinators match the right set of interviewers to each candidate, providing a best-in-class experience from the very first touchpoint and reducing time to hire by up to 50%.

“The fastest hiring team typically gets the best candidates. GoodTime and Greenhouse helped us accomplish that,” said Erika Thorson-Garay, Head of Talent Acquisition at LiveRamp.

“We’re committed to modernizing interviews by making them more effective at selecting the best candidates. The journey we’ve taken with our Greenhouse customers, along with the value they have realized with the integration has enabled us to elevate to the Customer-Preferred Partner status,” said Ahryun Moon, CEO of GoodTime. “We look forward to more mutual customers having their recruiting teams spend less time coordinating interviews and instead, focus on attracting the best talent to reach their company’s hiring goals.”

Greenhouse.io customers can learn more about GoodTime and schedule a demo here. To learn more about the Greenhouse Partner Hiring Cloud, visit greenhouse.io/integrations.

Guide + GoodTime: A Match Made in Candidate Experience Heaven

Guide and GoodTime partnership.

Today, GoodTime is excited to announce its partnership with Guide, the first candidate experience platform that fully automates candidate preparation and delivers a hyper-personalized interview experience to candidates. 

In addition to interview scheduling and logistics, one of the most widely reported pains of talent teams is the time and cost to prepare candidates for interviews. Candidate preparation is not only critical for the company’s hiring success, but it also significantly impacts the candidate’s perception of your company. Thus, it’s a primary pillar of a candidate experience strategy. 

Whether you prepare candidates for interviews over the phone, using email templates, or slide decks, it’s tedious and almost impossible to deliver at scale. Yet, the candidate’s decision to accept your offer depends on it. 

Deliver on the Candidate Experience

According to a striking CareerBuilder study, 68% of candidates say the interview experience impacts their decision to join the company. Today’s candidates extrapolate from their interview experience what it’s like to work at your company. Then, they decide to accept an offer based on that information. This is a key insight driving the strategy of modern talent teams to win candidates.

GoodTime helps hundreds of talent teams solve interview scheduling. But what about the experience leading up to each interview? Between interviews? After? What can the candidate expect and how should they prepare? How can they get to know their interviewers? Where can they learn about the neat stuff your company is building and about your unique company culture? This is increasingly challenging in a Zoom-first world without on-sites in a physical office. 

We believe that the biggest challenge for recruiting teams has shifted from finding and reaching candidates to winning them. The Greenhouse + GoodTime + Guide software stack unlocks an entirely new, seamless service level for delivering and measuring candidate experience that’s becoming a competitive differentiator for the world’s top talent teams. 

Win Top Talent With Your Tech Stack Today

Talent teams know that a disjointed internal tool stack makes for a poor candidate experience. As the recruiting space blossoms with new tools, it’s critical that they work ever closer together to deliver a seamless end-experience to candidates. That’s why we’re excited to partner with Guide. 

Reach out to the Guide or GoodTime team to see how talent teams rapidly improve their candidate satisfaction and offer acceptance rates.