The Top Recruiting Conferences for 2024

It’s an exciting time to be a recruiter, but let’s be honest — 2023 was challenging and we don’t want to take the same struggles into 2024.

The best talent acquisition and recruiting conferences out there can help you relate with peers at other companies, hear how they’re adapting to the recruiting challenges of the current market, and inspire you to evolve your strategic vision for your own team in 2024.

But not all conferences are equal. We’ve been around the recruiting conference block a few times, and below have compiled just the best conferences to look out for in 2024. There’s a good mix of in-person, virtual, and hybrid conferences that are worth checking out, and even some on-demand options. And yes, several are completely free of charge!

Why attend a talent acquisition conference?

If you’re a recruiter or a talent acquisition leader, you already know about the challenges the sector has faced in the last couple of years. First, it was an extreme candidates market during the great reshuffle, where everyone was battling it out for top candidates. Then, the economic environment got tighter, teams became leaner, the number of candidates per open role skyrocketed, and at the same time, it became more important than ever to make the right strategic hire.

It’s a lot to keep up with. The recruitment world has had to become incredibly agile and adapt to continuous shifts. Our own hiring insights report found that on average, companies hit just 51.3% of their hiring goals in 2023.

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

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

But not everyone is struggling. Some Talent Acquisition teams are still hitting their goals. These conferences are where leaders reveal their secrets to success, and you can steal their formulas. In fact, you’re expected to — that’s kind of the point of them sharing! So don’t go it alone. The community has your back, and so do we. 

More specifically, here’s why you should make time for recruiting and TA conferences:

  • Stay updated: Get the latest recruitment trends and strategies from industry experts.
  • Expand your network: Connect with professionals for potential partnerships and future job prospects.
  • Gain inspiration: Hear from motivational speakers and discover fresh ideas.
  • Access expert knowledge: Learn directly from experienced professionals.
  • Professional development: Earn credits, attend workshops, and enhance your skills for career advancement.
Percentage of hiring goals attained from 2021 to 2023
Source: GoodTime’s 2024 Hiring Insights Report

Topics to watch for at the 2024 recruiting conferences

There are going to be a lot of sessions to choose from. Here are some of the hottest topics the recruiters we talk to are most interested in hearing about:

On-demand talent acquisition conference recaps, webinars, and seminars

There’s no need to wait to get up-to-date on the latest in talent acquisition. Check out these sessions you can watch or read about right now.

Unlocking Efficiency in Tech Recruitment: Do More with Less

Date: On-demand

Location: Virtual Webinar

Price: Free

This one’s for all the tech recruiting folks out there. GoodTime teamed up with Coderpad for a webinar dedicated to unlocking efficiency and scaling processes in tech recruitment. Our expert panelists shared proven strategies and techniques to save time, reduce costs, and hire the very best tech talent for your organization.

Watch on-demand or read our recap.

Exec Roundtable: How to Run Resilient Tech TA in Tight Times

Date: On-demand

Location: Online

Price: Free

Tech recruitment session: How to Run Resilient Tech TA in Tight Times

Navigating the tech TA and recruitment whirlwind in recent years has felt like riding on a giant yo-yo. We’ve experienced everything from the frantic pace of explosive growth to the unpredictability of the great reshuffle. Now, it’s become a balancing act of maintaining leaner TA teams, managing surges of candidates, and ensuring every hire is a perfect strategic fit.

Join TA leaders from ClickUp and OLX for a frank discussion on real, proven, practical things hiring teams can do to hit their goals in a lean economy. This is not just another generic webinar, but an exclusive gathering of thought leaders ready to share, learn, and chart the path forward.

Watch now.

Exec Roundtable: Healthcare Recruitment in the Face of Labor Shortages

Date: On-demand

Location: Online

Price: Free

Healthcare recruitment session: Healthcare recruitment in the face of labor shortages

Healthcare TA leaders are grappling with a long-brewing labor shortage that has accelerated in the last 3 years. Healthcare recruiting pros are invited to watch our executive roundtable discussion to hear how other TA leaders are shifting strategies and adopting new tactics to hit their goals, even amidst a growing healthcare labor shortage.

This is not your typical webinar; it is a unique opportunity for industry leaders to share experience-based advice on critical focus areas for 2024, tools they use to keep high-volume roles filled continuously, and how they’re slashing time-to-hire without compromising on quality. And now it’s available for you to stream anytime, on-demand.

Watch the session now.

Exec Roundtable: Manufacturing Recruitment in the Face of Labor Shortages

Manufacturing recruitment session: Manufacturing Recruitment in the Face of Labor Shortages

TA leaders in the manufacturing industry must grapple with a growing labor shortage, further exacerbated by a high turnover rate in the sector. As of March 2023, there were approximately 700,000 open manufacturing jobs in the United States, and on average, manufacturing companies are achieving only 44% of their hiring goals. A GoodTime survey shows that time-to-hire has emerged as the top area of concern for manufacturing TA leaders.

Get an on-demand recording of our executive roundtable session where industry leaders converged to discuss strategies and innovative approaches to overcome the manufacturing labor shortage

Stream the session now.

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2024 recruiting conferences by month

January 2024

HR Vision New York

Date: January 17-18, 2024

Location: New York City

Price: $1,499.00

This event offers a valuable opportunity to gain insights into the evolving landscape of HR, particularly concerning technology-driven advancements in people management. The conference’s emphasis on the future of work, coupled with discussions about digital transformation and HR analytics, provides TA professionals with a chance to learn about innovative strategies for talent acquisition, engagement, and development. Moreover, the event offers networking opportunities, allowing TA professionals to connect with peers, benchmark practices, and build connections that can contribute to their ongoing success in navigating the ever-changing HR landscape.

Learn more.

Talent Acquisition Week

Date: January 29-February 1, 2024

Location: San Diego, CA

Price: $1,295+ (See pricing details on their website)

This conference stands out by hosting three leading industry events in a single week, covering Social Recruiting Strategies, Talent Sourcing Strategies, and Employer Branding Strategies. It provides a unique opportunity for TA pros to access best practices in sourcing, recruiting, and employer branding all in one place. Attendees can look forward to in-person networking, practical tips for improving candidate engagement and messaging, and insights on hiring and retaining diverse talent. With a lineup of experienced speakers and a focus on the future of recruiting, Talent Acquisition Week offers a comprehensive and valuable experience for HR and TA leaders seeking to stay at the forefront of industry trends and practices.

Learn more.

March 2024

HRWest: Better HR Today & Tomorrow

Date: March 5-6, 2024

Location: Oakland, CA

Price: $199

HRWest focuses on the future of work, offering a glimpse into top HR trends and strategies. Attendees can expect to gain valuable strategies and gameplans from their top-performing peers. Sessions focus on how to leverage HR technology effectively, tackle talent challenges, and navigate complex compliance issues. What sets HRWest apart are its influencer-led discussions, the opportunity to learn from HR excellence award winners, and the chance to connect with a global HR community of over 1,500 attendees.

Learn more.

April 2024

SHRM Talent Conference & Expo 2024

Date: April 14-17, 2024

Location: Las Vegas & Virtual

Price: $1,895 early bird pricing for non-SHRM members

The SHRM Talent Conference & Expo 2024 is a vital event for Talent Acquisition professionals. It addresses the need for innovative talent management in today’s dynamic job market. Connect with experts, explore data-driven strategies, and adapt your approach for success. Gain actionable insights, build meaningful relationships, and access cutting-edge solutions. With 7 content tracks, it covers recruitment, talent selection, data analytics, diversity, and more. This event empowers you to excel in an ever-evolving job landscape.

Learn more.

ASHHRA24 Conference 2024

Date: April 14-16, 2024

Location: Fort Worth, Texas

Price: TBD

This one’s for talent acquisition leaders in healthcare! ASHHRA24 is set to take place in Fort Worth, Texas. This event, known for being the longest-running in its field, offers a diverse range of dynamic keynote speakers, innovative breakout sessions, and engaging networking activities. It’s an ideal opportunity for HR professionals in healthcare to connect with peers, explore the latest industry trends, and transform their HR skills with specifically curated content. Participants can also earn continuing education credits. Registration is already open!

Learn more.

Workhuman live


Date: April 15-18, 2024

Location: Austin, Texas

Price: $1,495

Workhuman live stands out for its unique immersive approach and its start speaker — Dr. Brené Brown! Attendees can look forward to a program that cuts through the noise and zeros in on the core priorities and challenges facing talent acquisition teams, and really all of HR. With fewer tracks but more targeted sessions and workshops, this conference promises valuable takeaways for TA experts.

Workhuman Live also emphasizes human connection, offering ample networking opportunities and credits for attendees.

Learn more.

May 2024

Unleash America

Date: May 7-9, 2024

Location: Las Vegas

Discover the future of HR, learning, and recruitment at UNLEASH America, featuring leaders such as Earvin ‘Magic’ Johnson and the FBI’s Chief Human Capital Officer. Enhance your skills across 15 diverse stages, including Main Stage Keynotes, CHRO Panels, and targeted sessions on talent acquisition, HR technology, and beyond. Immerse yourself in the deep knowledge offered in Breakout areas, Pre-Event Summits, Roundtables, and the four stages of the Exhibition. Absorb critical insights from actual successes and hurdles, and gather practical strategies to apply in your organization.

Learn more.

Engage Boston

Engage Boston recruiting conference

Date: May 14-15, 2024

Location: Boston, MA

Price: $699

Bullhorn’s Engage Boston conference is designed to help busy TA pros stay at the forefront of the staffing and recruiting industry. It’s more tech-focused than some of the other conferences in this list, providing opportunities to get hands-on with the latest recruitment technology and learn from industry leaders how they build that tech into their hiring process.

And of course, you’ll also get to network with both staffing and HR tech leaders and get a glimpse at what the future of tech-enabled recruitment looks like.

Learn more.

June 2024


Date: June 3-4, 2024

Location: Seattle, WA and virtual

Price: $1,399 in-person, $349 virtual

What sets Talent42 apart is its unwavering focus on tech recruitment specifically. Attendees can expect to learn from the world’s best technical recruiters, gain insights from developers, engineers, and tech candidates, and participate in hands-on workshops and breakouts.

My favorite thing about Talent42 is its commitment to delivering practical knowledge in a small-group setting. Whether attending in-person or digitally, this conference offers a unique chance to connect with industry leaders and access a wealth of on-demand knowledge.

Learn more.


Date: June 23-26, 2024

Location: Chicago, IL

Price: $2,195, with discounts available for SHRM members

SHRM24 is SHRM’s flagship annual conference.

Creating a better work environment is a continuous journey. The sessions at SHRM24 are designed to empower you to embrace change, innovate in your organization, and boost your own career. Join HR professionals dedicated to improving HR, even with tighter budgets and leaner resources. Attend engaging sessions, work with industry leaders, and gain the knowledge and tools for your journey forward.

As is common with SHRM events, you’ll have the opportunity to explore a customizable learning journey of skills development and competency-based HR education. SHRM-certified? You’ll get 25+ PDCs!

Learn more.

July 2024


Date: July 16-19, 2024

Location: Norfolk, VA

Price: TBD

In healthcare recruitment? This one’s for you.

NAHCR’s Annual Conference is tailored for health care recruiters at every career stage, from newcomers to VPs. Designed by seasoned health care recruiters, the conference promises relevant content that addresses current recruitment challenges and prepares your organization for the future. Attendees will gain actionable strategies from industry experts, learn from peers about overcoming challenges, and discover valuable vendors in an interactive exhibit hall.

Learn more.

September 2024

Workday Rising 2024 US

Workday Rising Talent Acquisition conference

Date: September 16-19, 2024

Location: Las Vegas, Nevada and online

Price: TBA, previously $1,895 for an early bird pass, $299 for a digital pass, or free for a Digital Essentials pass

Workday Rising offers a unique blend of cutting-edge technology, groundbreaking advancements in AI and machine learning (ML), and an exceptional global community, all aimed at empowering you to lead the way in shaping the future of work.

Workday Rising 2024 is set to captivate the HR and tech community in Las Vegas. This premier event, blending in-person and digital experiences, is a must-attend for those passionate about HR technology and strategy. Anticipate inspiring keynote sessions, informative breakout discussions, and valuable networking opportunities, all set against the backdrop of the vibrant Mandalay Bay Hotel. Ensure you stay informed by signing up for updates.

Learn more.

HR Technology Conference & Exposition

Date: September 24-27, 2024

Location: Las Vegas, Nevada

Price: TBA, registration opens March 1

HR Tech is dedicated to helping HR teams leverage technology to smash their goals, discover new tools, and learn about the strategies and processes necessary for success.

Not sure which sessions to attend? All breakout sessions are organized into learning tracks that are focused on key HR issues. These include DE&I, employee experience, HR digital transformation, and people analytics, among others.

Learn more.

Indeed FutureWorks 2024

Date: September 25-26, 2024

Location: Dallas, Texas

Price: TBA, previously $299 for in-person or free virtually

Indeed FutureWorks 2024, returning this September in Dallas, Texas, promises to be a landmark event for those exploring the future of work. Attendees can expect celebrity speakers, enlightening sessions, and direct access to the latest Indeed solutions. This blend of inspiration, learning, and networking is tailored for talent professionals seeking to stay ahead in the evolving job market. Details for the event, including pricing and registration, are yet to be announced.

Oh and last year’s keynote speaker was Viola Davis! We’re definitely keeping our eye on this one for 2024’s featured speaker. 

Learn more.

October 2024

Talent Connect

LinkedIn Talent Connect conference

Date: October 28, 2024

Location: Phoenix, Arizona and Online

Price: Free

Join the foremost talent leaders, innovators, and influencers at LinkedIn Talent Connect 2024. Previously, this unique event featured an exploration of the future of work through two avenues:

  1. Summit (In-person): An exclusive event for leaders to collaborate on industry challenges and strategies. Network and build solutions for driving business outcomes.
  2. Show (Online): Connect virtually with global peers. Access exclusive content, speakers, and Summit highlights.

With previous speakers like Spike Lee, Ryan Roslansky, and Jennifer Shappley, 2024 is sure to bring even more inspiring A-listers — even if you can only join virtually!

Learn more.

November 2024

Workday Rising EMEA 2024

Date: November 12-14, 2024

Location: London, UK

Price: TBA

Workday Rising EMEA 2024 in London is a must-attend event for HR professionals and technologists in Europe. Following the success of its previous edition, the conference promises to offer a mix of keynotes, sessions, and event highlights. It’s known as a place where innovation in the future of work continues to thrive. Attendees can expect insights and strategies to lead in their fields, with over 50 sessions available on demand, providing a deep dive into the latest trends and solutions in HR technology.

Learn more.

More talent acquisition conferences to watch for in Fall 2024

The conferences below haven’t yet announced dates or details, but check back here or subscribe to our newsletter to stay in the loop. Some of the biggest and best recruiting conferences of the year take place in the Fall, so you don’t want to miss out!

GEM Talent Summit 2024

Date: TBA Fall 2024

Location: Virtual

Price: Free

The demand to elevate Talent Acquisition into a strategic powerhouse has reached unprecedented levels.

Join our partner Gem’s Talent Summit 2024 to unlock the secrets to success in Talent Acquisition in today’s market. Learn from visionary leaders, discover innovative solutions, and connect with an expansive network of Talent Leaders shaping the future of recruiting. This event is definitely one to attend if you can, and typically features TA leaders from all-star companies like Nissan, Capital One, and Visa.

Learn more from the conference’s 2023 site and watch sessions on-demand.

Talent Success Conference

Date: TBA Fall 2024

Location: Virtual

Price: Free

The Talent Success Conference is a must-attend event for Talent Acquisition professionals. It offers insights, strategies, and networking opportunities to stay updated on the latest trends and technologies in talent acquisition. Perfect for both experienced recruiters and newcomers, the conference is a hub of valuable resources and connections for driving excellence in recruitment. Keep your eyes peeled for announcements about the 2024 edition!

Learn more from the 2023 event website.

Stay ahead of the curve on recruiting technology

With the challenges TA teams faced in recent years, these gatherings offer a chance to connect, learn from peers and experts, and reshape strategies. The carefully curated selection for 2024 covers topics from AI to coping with industry-specific shortages, providing opportunities for growth and innovation. These events are transformative, equipping professionals to excel in recruitment and shape the future of talent acquisition. Hopefully, we’ll see you at a recruiting conference soon!

Tech Hiring Challenges? Steal These Future-Proof Solutions

It’s almost becoming a joke — “do more with less.” It’s basically the mantra of the tech world right now, but it’s rare that anyone tells us what it actually means. We do know budgets are tighter. We know teams have been reduced. And we know that making the best possible hire is more important than ever.

So we spoke with the experts to go beyond “do more with less” and reveal real, practical ways that tech hiring teams can hit their goals in the midst of tech hiring challenges. Watch the full conversation below or keep reading for the key takeaways.

Introducing the experts:

  • Ahryun Moon is Co-Founder & Head of Company Strategy at GoodTime. As the leader of a company that helps teams hire 50% faster by automating interview scheduling, she has deep insight into the importance of digital transformation in recruiting.
  • Amanda Richardson is the CEO and Head of People at CoderPad. With a background in product management, Amanda’s focus at CoderPad is on enhancing the hiring process for technical roles.
  • Jenny Jongejan is a Senior Recruiting Consultant. With 17 years of talent acquisition experience, Jenny has worked extensively with Bay Area startups, enabling efficient, standardized processes.

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

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

Shifting priorities in tech recruitment

One of the most significant challenges facing tech recruiting teams is the need to adapt to constantly changing priorities. Just in the past couple of years, tech recruiters have dealt with explosive hiring, then the great reshuffle, then hiring freezes and team reductions. As the economic landscape fluctuates, teams must remain flexible, adapt to leaner budgets and smaller teams, and be prepared for still more changes in the future.

Our Technology Hiring Insights Report showed that on average, tech teams are hitting just around half of their hiring goals.

tech hiring challenges

Ahryun Moon summarized the current tech hiring landscape: “With some layoffs and a downturn in the economy recently, the recruiting teams have received a big blow. Team size is getting much smaller than before, but quite a lot of recruiters are still being told to hit pretty lofty recruiting goals. A lot of recruiters are also becoming full cycle, without RC support, so they’re doing the entire process. That’s why a lot of teams are looking into automation and AI.”

Indeed, layoffs hit tech recruiting teams particularly hard this year. Our Hiring Insights Report found that 44% of companies had cuts that affected 15-19% of their headcount, and 22% reduced over 20% of their company’s total workforce.

tech layoffs: Our Hiring Insights Report found that 44% of companies had cuts that affected 15-19% of their headcount, and 22% reduced over 20% of their company’s total workforce.

Ahyun emphasizes that digital transformation has long been an aspirational talking point for companies, but in the “do more with less” era, it’s become a must-have, where recruiting teams are charged with bringing in crucial technology to fill in new gaps.

Standardization and automation: the dynamic duo to address tech hiring challenges

In the wake of tech’s hiring challenges, standardization and automation have emerged as essential priorities for tech recruiting teams.

Amanda Richardson defines these concepts for us: “Standardization is doing the same thing, having a standardized process. Automation is about making that process more efficient — whether that’s with scheduling or assessments — whatever tooling you can use to do the same repeated tasks more efficiently.”

Having clearly defined and standardized processes in place is crucial before you can effectively automate.

Jenny Jongejan, a seasoned talent acquisition expert, shares her four-step framework for an effective standardized recruitment process. She says when you’re standardizing, it’s important to first become crystal clear on:

  1. Why you’re hiring: What objective is this role going to impact?
  2. Who you’re hiring: What skills and experiences and behavioral attributes do you need?
  3. How you’ll assess the candidate: For each stage in your interview process, how will you determine if the candidate is a fit?
  4. Your evaluation criteria: How will you define what an okay answer looks like versus a great answer? 

“I know that sounds prescribed,” Jenny acknowledges, “but research does show that structured interviews are 81% more accurate in predicting job performance than unstructured ones.”

Learn more about behavioral interview techniques and interviewer training.

The role of AI and automation

There’s a reason why recruiting AI and automation are taking the spotlight. Ahryun stresses the importance of leveraging tech recruiting software to optimize the recruitment journey with limited resources: “There’s a lot of different places in the process that we can automate all the way from the top of the recruiting funnel to the middle and bottom. At the top of the funnel, there’s candidate nurturing. Tools like ChatGPT can help you with the content side of that. At the middle of the funnel, definitely interview scheduling. And at the bottom of the funnel, there’s background checks and onboarding.” 

Remember: AI won’t replace human recruiters. Rather, leveraging basic AI tools can help with personalization and initial communication with candidates, providing time-saving and efficient solutions for recruiters. Those wishing to cut their middle- and bottom-of-the-funnel efforts in half, without sacrificing the quality of their process, can find immense ROI in AI-based scheduling, assessment, and onboarding tools.  

Balancing candidate experience, personalization, and efficiency

In today’s leaner economic environment, tech recruiters often struggle to balance personalization and efficiency in their processes. While automation and standardization offer efficiency gains, personalization remains vital in creating a positive candidate experience. 

Jenny emphasizes the significance of personalizing outbound communication: “Knowing your candidate profile and personalizing the message in a way that is going to tug on somebody’s individual heartstrings […] is going to actually get more quality candidates into the top of the funnel.”

The role of candidate experience in a lean market

TA leaders agree with Jenny. In our own poll, 85% of respondents said candidate experience is still a priority in today’s market, with 59% saying it’s actually more important than ever before.

Candiate experience poll: 85% of respondents said candidate experience is still a priority in today’s market, with 59% saying it’s actually more important than ever before.

The experts on our webinar emphasized the importance of transparency throughout the hiring process, starting from the job posting itself. By providing detailed information about compensation, benefits, and the hiring timeline, candidates have a clearer understanding of what to expect, and it starts the process off on the right foot. 

Amanda also shares one of our favorite quick tips for improving candidate experience: “I would challenge every recruiter to apply to a job on their website and then apply to a job on their competitor’s website.”

She recommends as you go through both processes, ask yourself:

  • Is this interesting?
  • How does it feel?
  • Is the experience smooth and easy to navigate?
  • Does it feel like you’re being treated as one in a million or like one in a herd of cattle?

“Just spend the time going through and understand what your process is already and you will immediately find ways to improve your candidate experience,” she says.

A holistic approach to quality of hire

In lean times, hiring decisions become even more crucial. Ahryun emphasizes this point: “With the number of candidates in the market now, every single hire that you make actually becomes even more important.” Standardized processes, personalized engagement, and leveraging AI-driven tools all contribute to enhancing the quality of your hires, but all of these efforts need to work holistically and cohesively together.

Setting clear criteria for tech roles

Defining clear evaluation criteria is crucial to ensure that everyone involved in the hiring process is on the same page. 

Ahryun stresses the importance of an intake meeting and highlighted the value of having a shared understanding of the definition of a “top performer” from the very beginning of the hiring process. By collaboratively defining the standards for quality hires, recruiting teams can mitigate the temptation to compromise quality for quantity. Amanda adds, “Being transparent and clear along the way really goes a long way to align the recruiting team and the business team around what our objectives are.”

Jenny emphasizes the significance of standardized, fair questions in accurately evaluating candidates’ fitness for a role: “Implementing an assessment tool that is fair versus asking questions that may be more gotcha questions or have more subjective answers is going to help improve your process significantly.”

Minimizing mis-hires with smart standardization

Mis-hires can be costly and detrimental to a company’s growth. To avoid them, tech recruiting teams must focus on standardized processes and structured interviews.

Amanda doubles down on standardization as a way to prevent mis-hires, saying, “Having a standardized process is incredibly hard. It sounds easy, but really forcing people to ask candidates the same questions in the same order every time is really hard. But that, to me, will actually solve a lot of the mis-hires.”

Unlock tech’s top hiring strategies in 2024

Our study of 100 tech TA leaders reveals how to hit your hiring goals in a challenging market.

Predicting the future of tech hiring

Given the uncertainties of the economic landscape, it’s difficult to speculate on when hiring might regain its momentum. Still, Ahryun makes a data-informed guess on when we might see another hiring boom: 

“Hiring will pick back up when we think the economy will pick back up. Unemployment is still low, and inflation has been tamed. We are already actually seeing from our interview data an uptick from a lot of companies, so it seems like that positivity and optimistic feeling about the future is starting to come back.”

Better tech recruitment now and in the future

To successfully address tech hiring challenges now, and into the future, teams must prioritize clarity in their process and value in their tech stack — in that order. Here’s a roundup of the must-knows from our panel discussion:

  • Standardization and automation work together to streamline processes and enhance hiring efficiency.
  • Adaptability remains crucial amid changing priorities and economic fluctuations.
  • Embrace digital transformation and harness AI to bridge resource gaps.
  • Candidate experience still matters, and can actually be improved through standardization.
  • Transparent communication (internally and externally) and holistic assessment foster quality hiring.

By integrating these takeaways, tech recruiting teams can chart a course toward success, adeptly managing challenges in an ever-evolving industry.

Recruiting in a Potential Recession: Experts Share Their Advice

If you’re a TA professional, there’s a high chance that the economy is at the forefront of your mind — and it’s easy to see why. As the challenging economic climate forces companies to tighten their spending, talent teams everywhere have gotten leaner, and the pressure has mounted to operate more strategically and efficiently than ever before. 

With mounting concerns for the economy and increasing pressures to “do more with less” — as if you haven’t heard that phrase enough already — you’re probably putting a lot of thought into how you can drive success in recruiting during a recession (Is that what’s happening?), and what TA should even look like now. 

For starters, you can breathe a sigh of relief: experts say we’re not actually in a recession. But still, we’re in lean times that call for greater resourcefulness and efficiency. TA leaders must adjust their strategies to the current market if they want to meet their goals. 

Want to learn how to run a successful TA program even in a lean economic environment? Keep reading.

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

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

An expert’s take on the role of recruiting in lean times

While a downturn certainly isn’t ideal for TA teams, Socotra’s Head of Talent Acquisition Dubi Ben-Shoham believes that it also presents opportunities for talent leaders to become more strategic, focused, and efficient. 

And if you ask us, we trust his advice. Dubi’s team hasn’t missed a hiring goal in four years. Meanwhile, the 500+ organizations surveyed in our Hiring Insights Report missed over half of their hiring goals on average last year.

Data from GoodTime's Hiring Insights Report and from Socotra's talent acquisition team

Dig into the video below to hear Dubi’s full perspective on recruiting during tough economic times.

The state of the tech industry

What goes up must come down. After 2021’s rapid-fire hiring, soaring startup valuations, and wild rides on Wall Street, the tech industry’s growth is losing momentum. With evidence of declining sales and profit margins across the US, and worries that they might’ve hired too rapidly and expanded too much last year, tech companies are bracing for rough waters.

Companies have trimmed their budgets and their workforces to cope with the economic uncertainty. Each passing month brings more high-profile tech layoffs. In 2023, over 167,000 workers in the tech industry have been laid off. Twitter, Netflix, Snap, and Robinhood are among the organizations that have made cuts.

1 in 5 tech companies feels they are not prepared for a recession. There’s palpable stress and confusion in the air (“Is this a recession?” “What’s even going on?”). Yet talent teams should take comfort in knowing that the economy is constantly ebbing and flowing. The sooner that teams learn how to navigate the tides, the better off they’ll be.

Read more of what the experts had to say about addressing tech hiring challenges.

So you’re recruiting in a potential recession. Now what?

No matter if your company is hiring in full force or if you’ve slowed down your operations, now isn’t the time to sit around. Tech recruitment will inevitably rebound. And when it does, you’ll want to be in the best position possible to secure the top candidates.

The tech downturn offers a golden opportunity to optimize your hiring process to guarantee future success.

When recruiting during a recession or downturn, we recommend that you focus your efforts on these areas:

Optimize the hiring process

When recruiting during a downturn, talent teams need to go full throttle on optimizations. Now is the time to audit your current processes and identify opportunities for improved recruiting efficiency and other approaches you can take to optimize workflows.

“It becomes more strategic,” Dubi says. Look for ways to free up your team’s bandwidth and save valuable time and money. For instance, automation-based HR tools eliminate manual tasks so that teams can shift their focus to high-value projects that will create better business outcomes. 

“Being able to do the job is not a high enough bar. We need to say, ‘We cannot afford to not hire this person.'”

– Dubi Ben-Shoham, Head of Talent Acquisition at Socotra

Focus on in-house recruiting

In-house recruiting is an essential component of TA for companies of all sizes, and it’s even more critical when you need to function as a lean, mean, hiring machine. Keeping everything in-house helps you attract the best talent possible with skilled TA professionals who have intimate knowledge of your company’s needs, culture, and values.

And when budgets are tight, bad hiring decisions become even more costly. Hiring a new employee costs around 1.25 to 1.4 times the base salary; you need to make every new hire count.

“Being able to do the job is not a high enough bar,” Dubi said. “We need to say, ‘We cannot afford to not hire this person.’”

Dubi’s team does everything in-house. They combine the expertise of a hybrid recruiter/RC (who spends a lot of time leveraging GoodTime’s interview scheduling) and a sourcer. According to Dubi, relying on external recruiting firms wouldn’t yield the same high-caliber of candidates that they aim for. 

Get strategic with behavioral interview questions

Another way to make the best hiring decisions possible during this downturn is to equip your interviewers with the right resources. Here’s one crucial tool for their toolbox: behavioral interview questions that perfectly align with the attributes of your ideal candidates.

Dubi wanted to ensure his interviewers evaluated candidates with the right traits in mind, and he set out to achieve just that. To start, he had all of Socotra’s executives fill out a questionnaire about the traits they think their teams should have. Then, Dubi took those traits and turned them into behavioral interview questions.

Aligning your interview questions to your ideal candidate might seem like a minor task, but trust us — it comes with a big payoff. Not only do you stand a better chance at hiring the most qualified talent, but you’re also more likely to produce an efficient process by avoiding delays caused by misalignment.

“Connecting with a candidate on the first call is such a difference maker when it comes to the candidate experience in the process. Have a lot of fun with that call.”

– Dubi Ben-Shoham, Head of Talent Acquisition at Socotra

Remember: the candidate experience still matters

When there are fewer job openings and more job seekers, the job market tends to shift towards an employer’s market. Candidates might not have the upper hand as they did before, but make no mistake — the candidate experience still matters in the recruiting industry during a recession or downturn. 

The quality of your hiring process can make or break a candidate’s hiring experience (yes, the pressure is on). One of the most telling signs of a high-quality process is its ability to create strong relationships between candidates and your hiring team.

Candidates expect to be seen as more than just a number; they want to feel that their time and talents are valued. 

Keeping the candidate experience top of mind reflects positively on your employer brand and helps you stand out to in-demand talent who are interviewing at multiple companies. At Socotra, they deliver a memorable candidate experience by creating a personable, warm first impression.

“Don’t underestimate the importance of having senior recruiters do phone screens,” Dubi said. “Connecting with a candidate on the first call is such a difference maker when it comes to the candidate experience in the process. Have a lot of fun with that call.”

Dubi tries to research the candidate before he speaks with them so that he can bond over their background and interests. It’s all about making interviews feel less intimidating and formal, and more welcoming and human.

Where to improve your candidate experience

If all hiring teams had time to improve their candidate relationships, then everyone would do it. That’s the endless struggle for these teams: too many initiatives to implement, and not enough time. 

Luckily, today’s slower-paced tech hiring environment opens the door for teams to focus on this task (thanks, tech recession). 

Here are several ways to help your candidate relationships flourish: 

  • Train all interviewers on proper interviewing etiquette. They’re your brand ambassadors!
  • Collect candidate feedback. How else will you know if your relationships are translating?
  • Be ready to get transparent; candidates don’t want to beat around the bush on salary expectations.

Use AI for an efficiency boost

AI in recruiting is the latest hot topic in the TA community, and for good reason. AI-powered tools come with substantial benefits, especially when “doing more with less” is imperative. AI automates your most tedious recruitment tasks so you can save time and money, reduce your time-to-hire, and maximize your resources.

Dubi is a fan of AI in recruitment when leveraging AI for communication. For instance, he likes to use AI for efficiently drafting repetitive candidate emails. He’s also asked ChatGPT to assist him in writing an elevator pitch for Socotra that would entice candidates to work for them.

But still, Dubi recognizes the immense value that human recruiters add to the hiring process, a value that AI can’t replicate. AI can speed up workflows and improve productivity, but recruiting is a human-oriented endeavor that requires a human touch. AI is most useful when it’s used as a recruiter’s assistant — not their replacement.

Read more about why AI won’t replace recruiters.

The data on hiring efficiency

Our Hiring Insights Report found that in the past year, improving overall hiring efficiency was the main focus area for tech companies (39%). Likewise, this is still their biggest priority for the next 12 months (41%). 

Greater efficiency reduces your time-to-hire. So, where did the tech industry’s focus on improving efficiency lead them? Here’s a hint: probably not where they’d like to be. Nearly half of talent teams said that their time-to-hire increased. Just 11% saw it decrease.

Source: 2024 Hiring Insights Report

Where tech hiring must improve

Whether economic conditions have shifted your attention from hiring fast to hiring with precision, or if hiring at the speed of light is still your goal, hiring efficiency shouldn’t sit on the back burner. 

Speed to hire should always be a critical KPI for tech companies. Here’s how to optimize your hiring efficiency: 

  • Automate, automate automate. Implement interview scheduling software to reduce the time spent coordinating interviews. (The right tool can help you save major time and money along the way.)
  • Use email templates to standardize your communications with top talent.
  • Make data your best friend; dig into your hiring analytics to identify efficiency gaps.

Making the case for HR tech during budget cuts

When recruiting budgets are being slashed, it may seem counter-intuitive to look for new software, but that’s not often the case. We spoke with Valeria Stanga, Senior Talent Acquisition Partner at HelloFresh, about why she believes it’s crucial to seek new tech-forward solutions during a downturn.

Hit a recruiting high note, even during a downturn, with advanced HR tech

If you’re barely keeping pace with your TA goals in this challenging economy, you’re not alone. Times might be tough, but that doesn’t mean you have to let your recruiting projects flounder and your productivity plummet. 

Adopting smart strategies, like thoughtfully curating your interview questions and using AI as a helping hand, is crucial to running a TA program that creates meaningful business outcomes. And just as important — if not more — is upgrading your recruitment tech stack.

When TA teams want to do more with less, they use GoodTime Hire. Hire helps you schedule interviews 78% faster, hire 50% more efficiently, and 5x team productivity. No simple scheduling tools here.

Discover how AI-powered interview scheduling software can supercharge your recruiting process.

Does interview scheduling automation make sense for my team?

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

Road to Recovery: How Tech Recruiting Can Rebuild After Layoffs

Hold onto your hats, tech recruiting teams: it’s about to be a bumpy ride. Layoffs ricocheted across the sector in 2022, and this year has proved to be no different. A total of 161,411 employees in tech were laid off last year, and a staggering 125,677 found their roles on the chopping block in 2023 thus far.

The impact of layoffs has left tech hiring teams in disarray, uncertain of what their next moves should be amid the rocky economy and hectic hiring landscape. But don’t stress just yet; we’re here to help identify the way forward.

After surveying 531 talent acquisition leaders across sectors for our 2023 Hiring Insights Report, we’ve released the report’s technology edition. Based on responses from 103 talent leaders in tech, the report highlights how they’re attracting and retaining talent amid today’s obstacles.

Our report’s data shows that while layoffs hit the tech sector hard, hiring teams have uncovered keys to success. If you want to rebuild your operations and stand the greatest chance at thriving once hiring rebounds, read on.

Unlock tech’s top hiring strategies in 2024

Our study of 100 tech TA leaders reveals how to hit your hiring goals in a challenging market.

Layoffs Hit Tech Hard

If you’ve spent time skimming the latest headlines (or scrolling through your LinkedIn feed), you’re likely all too familiar with the tech sector’s mass layoffs. The rapid growth of many tech companies, followed by plummeting stock prices, led tech companies to reevaluate their expenses—often resulting in workforce reductions.

In total, 57% of companies from our survey reported layoffs in the past 12 months, with 44% saying the cuts affected 15-19% of their headcount and 22% reporting cuts of over 20% of their company’s total workforce.

Charts showing the impact of layoffs on tech companies across sectors.

Challenges Bear Down on Hiring Teams

The far-reaching impacts of these layoffs on both an individual level and an organizational level cannot be overstated. Yet teams have contended with far more tech hiring challenges than just workforce reductions.

The top challenge that dealt a blow to teams’ hiring efforts: mental health and wellness concerns (34%). This should come as no major surprise; the constant threat of layoffs and budget and resource cuts isn’t a recipe for health and prosperity. “Difficulty adapting to remote interview process” (30%) and “applicants whose skills do not match their resume” (28%) round out the top three responses. 

Tech might be known as a sector that quickly adapts to the latest trends, but evidently, not all tech recruiting teams have mastered the remote world. Embracing remote interviewing undoubtedly comes with growing pains, as recruiters learn how to uplift the candidate experience through a Zoom screen.

For tech companies that are still hiring in full force, having to sift through inflated resumes can be a major time-sink. The disconnect between real skills and resume content only further emphasizes the importance of rigorous screening.

Bar chart showing what challenges tech talent teams experienced in the past.

Personalization and Efficiency for Hiring Success

Amid the rocky economy and difficult hiring landscape, talent teams at tech companies are on the road to recovery with personalization and efficiency by their side. 

Our data shows that increasing personalization throughout the hiring process is a key focus area for talent leaders in tech (46%). Personalization helps to make candidates feel valued as unique individuals, effectively meeting their high expectations of the hiring process.

Coming in second place, talent leaders also intend to improve their hiring efficiency (44%). Streamlining the hiring process by zeroing in on efficiency helps fill the gaps following hiring team layoffs and turnover while providing some much-needed relief to reduced teams. 

Does interview scheduling automation make sense for my team?

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

No matter if your team is still looking to fill open roles or if you’re in the midst of a hiring freeze, the fact is that efficiency drives present and future hiring success, including improved time-to-hire and increased offer acceptance rates. When you combine efficiency with personalization, you get an engaging, high-quality hiring process that can withstand anything the landscape throws its way.

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

Strategies for Winning Tech Candidates

Successfully hiring skilled tech talent in 2023 means catering to what candidates value the most. When asked what they convey to candidates to win them over, most talent leaders say that they communicate employee well-being (56%). Employee well-being was the top response for the second year in a row among our Hiring Insights Reports. 

To candidates, emphasizing employee well-being can be an indicator of a positive work environment. A company that prioritizes well-being is also likely to prioritize other values that are on candidates’ wishlists, such as a satisfying work-life balance and an attractive company culture.

Ranking in second place is flexibility (53%). However, there’s a major difference between conveying flexibility and actually practicing flexibility. One of the most impactful ways to put flexibility into action is by offering talent remote or hybrid work. Yet flexibility can take many forms. Tech companies could allow employees to work from anywhere within the office, take lunch when they’d like, or skip lunch to head home early.

Bar chart showing what hiring teams communicate to attract tech candidates.

Hey, Tech Recruiting Teams: Want More Insights?

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

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

10 Things Tech Recruiters Need to Know in 2023

In recent years, the tech industry has seen soaring triumphs and significant setbacks. On the heels of mass layoffs, hiring freezes, and a looming recession, what lies ahead for the talent acquisition landscape in 2023? This year brings new tech hiring challenges and economic obstacles for tech recruiters, but we’re here to help make sense of it all. 

After surveying 531 talent acquisition leaders across sectors for our 2024 Hiring Insights Report, we’ve released the report’s technology edition. Based on responses from 103 talent leaders in tech, the report highlights how they’re attracting and retaining talent amid today’s obstacles.

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

Unlock tech’s top hiring strategies in 2024

Our study of 100 tech TA leaders reveals how to hit your hiring goals in a challenging market.

1. Hiring Goal Attainment Lags Behind

Despite the best efforts of hiring teams in the tech industry, the unstable economy and hectic hiring landscape continue to pose challenges. As a testament to the sector’s ongoing struggles, in December 2022 tech companies fell short of their hiring goals, meeting just 52% of their targets.

This is an improvement from last year’s report, where they came in six points lower at 46% goal attainment. But still, 52% is far from satisfactory. Financial uncertainty remains a major concern for the sector in 2023, casting doubt on the prospects of achieving hiring goals this year.

Charts showing tech hiring teams' goal attainment.

2. Top Previous Changes: Growing Candidate Demands and Less Competition

In the last year, talent leaders in the tech industry have identified two significant shifts in the hiring landscape. For one, they have seen an increase in candidate demands, necessitating more touchpoints in the hiring process (45%). Talent leaders have also seen a decrease in competition due to the greater availability of remote talent (45%).

While the surge in remote candidates has slightly reduced the pressure on tech recruiters, the high expectations of candidates still require constant attention. In recent years, the market has favored candidates, making it essential for teams to consistently deliver a top-notch candidate experience.

Bar chart showing how the tech hiring landscape has changed.

3. Layoffs Hit Tech Recruiters Really Hard

If you’ve spent time scrolling through LinkedIn recently, you know that layoffs have not been kind to the tech industry. The sky-high pandemic growth of many tech companies, followed by a tumble in stock prices, made companies re-evaluate their spending—often resulting in workforce reductions

A staggering 57% of companies reported layoffs, with 44% saying the cuts affected 15-19% of their headcount, and 22% reporting cuts of over 20% of their company’s total workforce.

Charts showing the impact of layoffs on tech companies across sectors.

4. Top Expected Challenge: Candidates Withdrawing

The biggest challenge anticipated by talent leaders: candidates dropping out of the hiring process (30%). Candidates have high expectations about their experience during the hiring process and will readily pursue more attractive opportunities if those expectations are not met.

For tech talent leaders, these expectations can seem increasingly difficult to meet now that hiring teams have even fewer resources to leverage in streamlining their processes.

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

5. Competitive or Uncompetitive Landscape? You Decide

Looking to the future, talent leaders are split on the outlook of the hiring landscape; 50% say the landscape will become more competitive due to an increased demand for talent, and another 50% say that the landscape will become less competitive due to an increase in available talent who recently quit their jobs. 

The future of the sector remains shrouded in uncertainty, as economic headwinds continue to thrash against tech companies. Tech recruiters can rest assured that the economy will cool down, but once it does, what will be the fate of the hiring landscape? Only time will tell.

Bar chart showing how hiring teams expect hiring to change.

6. Getting Personal and Efficient

In the coming months, tech talent leaders plan on prioritizing personalization in the hiring process above all else (46%). A personalized hiring experience helps candidates feel valued, effectively meeting their high expectations.

Following behind in second and third place, talent leaders say they also intend to improve efficiency (44%) and hiring process automation (41%). Evidently, making the hiring process as smooth and streamlined as possible is top of mind for hiring teams.

Does interview scheduling automation make sense for my team?

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

Effectively prioritizing these three areas will require innovative solutions, such as upgrading the hiring tech stack. The proper tech allows even the most overburdened tech recruiters to set themselves up for success. Tech tools can also add personalization to the process without increasing the workload. This effectively addresses the top focus area for the year ahead. 

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

Hey, Tech Recruiters: Want More Insights?

2022 brought a rocky economy, sweeping reductions in force, and a difficult hiring landscape. Now in 2023, tech recruiters are met with a perfect storm of challenges. The pressure is on to attract qualified candidates, deliver an efficient hiring process, and leverage hiring tools that drive success. Are you ready to conquer 2023? 

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

Recruiters in Tech Have a Time-to-Hire Problem. Here’s How To Fix It.

In the war for tech talent, no recruiting team wants to be left in the dust. Decreasing your time-to-hire is a reliable way to outpace the competition. Yet based on the data from our 2022 Hiring Insights Report: Technology Industry, few recruiters in tech have seen their time-to-hire decline.

If alarms aren’t going off in your head, they should be. A long, inefficient hiring process is a candidate-repellant (and recruiting tech talent is already hard enough). 

Recruiters in tech should take proactive steps to decrease their time-to-hire—and we’re here to help them do that.

Unlock tech’s top hiring strategies in 2024

Our study of 100 tech TA leaders reveals how to hit your hiring goals in a challenging market.

What is Time-to-Hire?

First, let’s get back to the basics. Average time-to-hire refers to the time that passes from when a candidate submits their application to when the candidate accepts a job offer.

Note: this isn’t the same as time-to-fill, but they’re often confused with each other. The interval for time-to-fill begins before time-to-hire; it measures the time from when a job requisition is posted to when a candidate accepts an offer.

What’s a “good” time-to-hire for a tech company recruiter? It’s hard to say. Average time-to-hire ebbs and flows with economic and market conditions, the seasons, and requisition loads. 

Even company size matters. The average time-to-hire for smaller tech companies is 29 days, while larger tech companies see an average of 43 days. Smaller tech companies tend to have fewer hoops to jump through to bring on new hires, which decreases time-to-hire. 

The State of Tech Recruiting’s Time-to-Hire

How did tech companies stack up in 2021? We conducted our 2022 Hiring Insights Report: Technology Industry to find out. After surveying 409 talent leaders across the tech industry in the U.S., we saw that the industry’s time-to-hire isn’t a pretty picture.

The majority of talent teams in tech—58%—said that their time-to-hire increased. Only 9% saw it decrease. 

But not everything from our survey is doom and gloom. Talent leaders said that improving hiring efficiency is currently their biggest focus area for the future (41%). With the current condition of their time-to-hire, hiring efficiency needs all of the focus that it can get. 

Why Does This Matter?

There are innumerable benefits to keeping a firm pulse on your time-to-hire and taking active steps to decrease it. Here are a few reasons why time-to-hire matters:

  • Slow processes kill a candidate’s interest. A short time-to-hire keeps candidates engaged.
  • Hiring fast increases the chance that you’ll win the most qualified candidates before your competition.
  • Time-to-hire illuminates the bottlenecks in your hiring process, and your holistic ability to compete in the market.
  • Agile recruiting provides candidates with a smooth hiring experience and boosts your employer brand.
  • Lengthy hiring processes that leave positions unfilled negatively impact company revenue.

The tech industry’s increasing time-to-hire is concerning. Even as hiring slowdowns and fears of a tech recession ricochet across the industry, time-to-hire is still a critical KPI. 

Regardless of hiring volume, hiring with speed is of utmost importance. If your company is hiring at its normal volume, you’ll face the challenge of finding and winning enough qualified candidates. If your company is hiring to a lesser degree, you’ll need to hire fewer but higher quality people. 

No matter what group you reside in, establishing an efficient hiring process to decrease your time-to-hire is the key to securing the best talent. 

How to Fix Tech’s Time-to-Hire Problem

From implementing automation to keeping candidates engaged, recruiters in tech must institute the right processes to get talent in the door faster while still delivering the high-quality hiring experience that candidates expect.

1. Let Your Hiring Data Be Your Guide

There’s always something to learn from your data, especially when identifying and resolving efficiency gaps. Use the data on your hiring process to diagnose what’s helping and hurting your time-to-hire. Then, you can make adjustments accordingly. 

For example, what does your response rate look like? Are candidates more receptive to correspondence via email or text? And what about your time between stages? Are you keeping your talented candidates waiting days and days before moving them on to the next interview?

2. Get Real With Your Hiring Manager

We’ve said it once, and we’ll say it again: the “perfect candidate” doesn’t exist. Your picky hiring manager with a laundry list of requirements, searching for their purple unicorn candidate, is in for a rude awakening once their role sits open for months. 

The importance of creating alignment between hiring managers and recruiters in tech early on cannot be overstated. Hold an intake meeting to discuss what a realistic ideal candidate looks like, and what touchpoints are necessary to hire this person. 

Here are several other topics to cover in your intake meetings:

  • Ideal candidate profile
  • Hiring process objectives
  • Job requirements
  • Title & salary
  • Hiring process stages
  • Sourcing strategies

When done correctly, the alignment from intake meetings ensures that the hiring process moves along at a steady pace and onboards the right person in a timely manner.

3. Say Goodbye to Manual Interview Scheduling

No matter the industry or company, all recruiting coordinators know the pain of sifting through calendars to find the perfect interview time. Manual scheduling invites hiring delays and bottlenecks—and nobody wants that. 

And what about when one of your interviewers cancels last minute? (Because yes, you know it’s going to happen.) Then suddenly you’re back to square one, up to your eyeballs in calendars, looking for an alternate interviewer with a free afternoon to speak to your candidate.

Automation is the solution to your interview scheduling headaches. By leveraging the right tech to automate your scheduling process, you’ll get a meeting on the books within seconds. Don’t believe us? Check out the difference that automation made for HubSpot’s talent team. 

Automated interview scheduling at warp speed

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

4. Capture Your Candidate’s Attention

If you struggle to get talent to say “yes” to offers, or if candidates drop out left and right, then you have a candidate engagement problem—and this means bad news for your time-to-hire.

Every touchpoint in your hiring process should engage candidates and nurture your candidate relationships. If candidates don’t feel connected to your talent team, your company will quickly fade into the background amid competing opportunities (that’s right, your candidates are most certainly shopping around).

The secret sauce to cultivating impactful candidate relationships consists of four pillars:

  • Genuine Connection: Candidates want to have meaningful conversations about your company’s mission, culture, and DEIB beliefs. They want to uncover if they align with what your company stands for. 
  • Transparency: Candidates expect a transparent hiring process. Candidates want open communication from employers. Most recently, at the top of their wish list is pay transparency.
  • Adaptability: Your hiring process must adapt to the calendars of your candidates. They want to schedule interviews at times that best fit their everyday lives.
  • Candidate Well-being: Candidates want to understand how your company proactively supports employee mental health, and learn about any related benefits that are offered.  

Hey Recruiters in Tech: Want Future-Proof Solutions to Your Challenges?

Don’t let a skyrocketing time-to-hire bring your hiring process down. To keep your time-to-hire in check, get into the habit of identifying bottlenecks and optimizing your process for speed and efficiency.

And for more tips, check out what our experts had to say about how they’re solving today’s tech hiring challenges.

5 Ways Talent Acquisition Teams in Tech Can Do More With Less

Have you been asked to “do more with less” recently? If you’re a talent acquisition professional in tech, it’s incredibly likely. 

Amid these tumultuous times in the tech industry and the greater economic landscape, a myriad of tech talent teams must maximize what they have. Whether this means grappling with cutbacks in budget or team resources, the pressure is on.

But with many tech companies continuing hiring in some capacity, TA teams must still deliver the high-caliber hiring experience that candidates expect…just now with less budget and/or resources.

This isn’t an impossible feat. Talent teams just need to reevaluate their current hiring operations and strategies. (And we’re here to help.)

Here are five ways talent acquisition teams can address tech’s hiring challenges and actually do more with less.

Unlock tech’s top hiring strategies in 2024

Our study of 100 tech TA leaders reveals how to hit your hiring goals in a challenging market.

1. Amp up Your Internal Mobility Strategy

When asked to optimize what they have, the opportunity that too many teams overlook is considering their current employees. That’s right; we’re talking about boosting your internal mobility strategy. 

There’s a multitude of reasons you should consider current employees for new roles. For one, companies that prioritize internal hiring have a 41% longer employee tenure than those that don’t. 

Not to mention that it’s faster and cheaper to hire from within. In times of “doing more with less,” this advantage grows even more important. 

If you’re wondering exactly how to enhance your internal mobility strategy, we’ve created a handy internal mobility guide to get you started. (Hint: it starts by getting leadership on the same page, emphasizing good ole L&D, and providing managers with the support that they need.)

2. Emphasize Continuous Candidate Engagement

Typically, a candidate’s journey ends when you reject them or extend an offer. Following this talent acquisition model requires you to start from scratch every time you must fill a role. That wastes a lot of bandwidth and resources—which many talent acquisition teams in tech can’t afford to lose.

Practicing continuous candidate engagement means engaging and re-engaging candidates before, during, and after the hiring process. This creates a high-quality pool of engaged, pre-vetted candidates to consider for opportunities. 

With a loyal community of talent to pull from, you’ll be able to conserve time and money that would’ve been spent on sourcing new talent.

3. Make Hiring Analytics Your Best Friend

Do you find yourself wasting resources running in circles, trying yet failing to understand why there’s bottlenecks scattered throughout your hiring process? If so, let your hiring data guide you towards clarity.

By analyzing your hiring metrics, you can pinpoint problems and identify the appropriate solutions—and avoid investing money into a solution that you’re not even sure will be the real fix. 

If you need help getting started, our Co-founder and Head of Product recently sat down with some of our partners to discuss how to masterfully evaluate your hiring metrics.

All in all, data is truly the gift that keeps on giving. Keep a firm pulse on your analytics dashboard, and you’ll have all the answers that you need already at your fingertips.

 4. Don’t Forget About Employee Referrals

When you need to maximize your budget and resources, gathering employee referrals just makes sense. Similar to the benefits of internal hiring, employee referrals can reduce time-to-hire and costs.

Out of employers surveyed, 82% rated employee referrals above all other sources for generating the best ROI. As an added bonus, 88% of employers said that referrals generated the highest quality new hires.  

Needless to say, if you don’t have a formal employee referral program, it’s time to spin one up. An employee referral program turns every single employee at your company into a mini recruiter. What better way to make the most of what you currently have?

5. Establish the Right HR Technology

A robust HR tech stack ensures that there’s no need to hire extra recruiters. With the right technology in place, your team of five will operate like a team of 50. 

HR technology not only allows you to maximize your resources during this current industry-wide hiring downturn, but also allows you to scale later when the industry inevitably revs up again.

Does interview scheduling automation make sense for my team?

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

Making the case for new HR tech during budget cuts

So you’re convinced that new tech can help you solve the “do more with less” problem, but how are you supposed to acquire new software while budgets are being slashed? We spoke with Valeria Stanga, a leading Senior Talent Acquisition Partner at HelloFresh, about how teams should approach seeking new technology, and how to craft a compelling argument that will win over your finance team.

For starters, operating without an ATS is a major no-no. The ATS that you implement depends on the needs and size of your talent team and company. Can’t decide which one is right for you? We recommend the following: Greenhouse, iCIMS, Jobvite, SmartRecruiters, Workday, and Lever. 

While an ATS is undoubtedly an essential, there’s some features that an ATS just can’t deliver. GoodTime Hire fills those gaps.

Hire offers a custom-branded, seamless, fully automated interviewing experience that’s driven by those that matter most: the candidates. It automates coordination, builds genuine connections with talent, and gathers actionable data to optimize the entire process.

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

Automated interview scheduling at warp speed

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

Tech Companies Hit Less Than 50% Of Their Hiring Goals. Here’s Why.

For many job seekers, tech is where they want to be. Tech industry jobs commonly promise good pay, a decent work-life balance, and attractive career progression. Yet despite this allure, the majority of hiring teams in tech haven’t been doing too hot.

In fact, the tech companies surveyed in our 2022 Hiring Insights Report hit just 46% of their hiring goals in 2021. 

Why has tech taken a tumble? Is the industry losing its sparkle? Or are hiring teams tripping up?

We dug deeper into our report’s data and found the answers.

Unlock tech’s top hiring strategies in 2024

Our study of 100 tech TA leaders reveals how to hit your hiring goals in a challenging market.

Dropping the Ball on Candidate Relationships

Today’s candidates expect to feel a mutual bond with your hiring team and your company. If they don’t feel a connection, then they won’t join. Neglecting to prioritize your relationships with candidates means bad news for your hiring goal attainment. In this sense, it’s no wonder that hiring teams in tech missed the mark on their goals. 

To start on a positive note, 47% of tech companies agree that in the past 12 months, meaningfully connecting with candidates has become crucial. Likewise, 45% agree that this will remain a priority in the coming months.

But here’s the catch: only 34% of respondents looked to build better candidate relationships in the past 12 months, and just 35% plan on improving these relationships in the coming months.

When it comes to connecting with candidates, tech companies have great intentions but struggle with the execution. And yet, it’s not just tech companies that are struggling; this problem remained evident across all companies that we surveyed. The importance of candidate relationships is increasingly widely known. Now, it’s time to take action.

Lack of Focus on DEIB

It’s no secret that tech hasn’t always been the most welcoming industry for underrepresented groups. Female, Black, and Hispanic workers have historically made up just a small fraction of the tech workforce. But with the increased buzz surrounding DEIB in hiring over the last couple of years, one would think that tech would’ve made great strides…right? Our data isn’t hopeful.

When asked which aspects of their hiring process they looked to improve over the past 12 months, making DEIB a measurable priority was the lowest response (33%). The next 12 months don’t look promising: prioritizing DEIB was the second lowest response at 34%.

Yet at the same time, tech companies say that the diversity of candidates is the second most important metric to measure in the hiring process. Is it just us, or is something not adding up?

To make matters worse, when asked, “Which of the following do you communicate to candidates during the hiring process to attract top talent?” only 32% of tech companies said that they convey a commitment to DEIB.

Today’s Distance Economy opens the talent pool to a wide range of diverse candidates. Those candidates don’t just want to see an emphasis on DEIB in the hiring process—they expect it. And if tech companies don’t deliver? Candidates will run the opposite way, and hiring goal attainment will falter.

Hiring Efficiency Needs Improvements

In today’s competitive job market, efficiency is everything and hiring fast is essential. While a streamlined interview process is sure to wow candidates, a clunky experience can prompt them to turn down an otherwise desirable offer.

The more efficient your hiring process is, the shorter your time-to-hire will be. Unfortunately for tech companies, 58% said that their time-to-hire increased over the past 12 months. On top of that, 52% of tech respondents rated their talent acquisition process as just “somewhat efficient.”

Meanwhile, HR leadership at tech companies possess skewed perceptions on efficiency. Sixty-five percent of C-suite execs said their hiring process is very efficient, and just 33% of directors said the same. Directors have closer connections to daily recruitment operations than the C-suite, so it’s no wonder that their views reflect the reality of tech’s increasing time-to-hire.

None of this bodes well for tech companies’ hiring goals. The best candidates disappear from the market in just 10 days. If you don’t hire swiftly and efficiently, you can bid top talent good-bye.

Does interview scheduling automation make sense for my team?

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

Interested in Tech Hiring Tips from the Experts?

A short supply of recruiter-candidate relationships, sparse DEIB efforts, and inadequate levels of efficiency create a perfect storm for low hiring goal attainment. Needless to say, hiring teams in tech have some work to do if they want to stay ahead of the competition.

Read what high-performing tech TA leaders recommend doing today to address tech hiring challenges.

4 Ways to Compete with Big Tech Recruiting for Top Talent

The tech recruiting world is changing — and fast. 

Between the tumultuous years of 2019-2021, the tech recruiting landscape faced notable shifts. Tech hiring growth strongly recovered in 2021, with the overall advertisements for tech jobs in 2021 being nearly double the number for 2019 and 2020. Even though the world’s tech giants continue to expand their influence, non-Fortune 500 tech companies made up the bulk of recent hiring growth.

While tech hiring surges, applicant pools dwindle. Compared to the average candidate pool sizes from 2020, the sizes were 35% lower in 2021. Not only that, but amid the Great Resignation, candidates have had a change of heart. Candidates no longer want to waste time at organizations that don’t live up to their expectations of the ideal employer. In fact, three-quarters of candidates say they’re considering leaving their jobs.

It’s prime time for growing tech companies to stand out from Big Tech recruiting and snag the best candidates, but only if they can handle the shifting state of applicant pools and meet tech hiring challenges head-on.

To keep pace with the ever-changing world of tech recruitment and to differentiate your company from the competition, take a good look at your recruitment strategies — they’re probably long overdue for a makeover. 

Here are four key ways you can compete with Big Tech recruitment teams and land top candidates.

Does interview scheduling automation make sense for my team?

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

1. Offer Remote Work Opportunities

The gravitational pull between candidates and remote work opportunities is undeniable. To stay competitive with the big tech recruiting teams, you need to consider making remote work a reality for your organization.

If you’re not offering remote opportunities, you’re missing out on candidates. 75% of tech industry workers say it’s important for their company to allow them to work remotely indefinitely. Despite the desire to work remotely, it seems that each day a top tech company discloses their plans for an eventual return to office.

The fact is that a growing majority of people don’t want to work unless it’s from home. Offering remote options is the way to go, but there’s one caveat: it’s common for tech industry candidates who seek remote work outside of Big Tech companies to expect Big Tech salaries. If your organization can’t meet these expectations, be prepared to upgrade other elements of your compensation and benefits.

2. Show Leniency in Degree Requirements

With a number of Big Tech companies no longer requiring degrees and 90% of employers reportedly open to accepting candidates without four-year college degrees, it’s time to change your expectations on a candidate’s education.

The idea that a college degree is the surest path to a career is now antiquated. Boot camps, digital badges, vocational programs, and self-taught skills demonstrate just as much, or more, competencies necessary to excel in a professional environment.

Removing your degree requirements isn’t just a way to keep pace with the tech talent competition — from a DEI standpoint, it’s also the right thing to do. A college degree is a pricey investment that a wide range of applicants cannot afford. By removing degree requirements, you’ll create an equitable playing field for candidates of all socioeconomic backgrounds, benefit from a diversity of educational experiences, and widen your talent pool all in one fell swoop.

3. Emphasize Your Company’s Continuous Growth

Working at a tech giant with a household name may sound alluring, but don’t discount how enticing it is to work for a company with much untapped potential. 

When carving out your employee value proposition, emphasize the immense learning opportunities that come with working at a company with a focus on growing and scaling. This may be just the thing that attracts the attention of Gen Z, the future leaders of the tech workforce.

Among Gen Z-ers  who plan on leaving their current roles, 76% of this cohort indicate that they’re looking for more opportunities to learn and gain new skills, which is more than any other age group before them.  To win the hearts of Gen Z, capitalize on the growth potential of your organization. Turn your growth potential into a selling point that speaks to the opportunities that you offer in thinking outside of the box and contributing to innovation.

4. Provide What Candidates Expect: Strong Candidate Relationships

If your tech recruitment team doesn’t instill energy into generating memorable candidate relationships, you’ve already lost in the competition for tech talent.

A great candidate experience might have won candidates over in the past, but not anymore. Today’s candidates expect something deeper. Candidates want to feel valued before, during, and after the hiring process, yet more and more companies find themselves losing out on desirable candidates due to their own impersonal processes.

Don’t make that the reality for your organization. GoodTime Hire leverages Candidate Relationship Intelligence to help you transcend temporary experiences and create the type of high-quality connections that win the best talent.

Request a demo to see how Hire provides the edge that talent teams need to need stand out from the competition.