Recruiters, Gain Your Independence from Phone Tag and Scheduling Interviews

March 13, 2018    |    3 minutes read

Modern Hire

6pm rolls around, and you realize you’ve spent another day making phone calls and sending emails, trying with little success scheduling interviews. Sound familiar? That’s a typical day for just about every recruiter. A recent study found that recruiters spend an average of 78,352 minutes per year on the phone. That’s more than 1,305 hours! More recently, 42% of recruiters said ‘candidates not responding to calls and emails’ is a job barrier second only to talent shortages.

If you’re looking for relief from phone tag and scheduling interviews, read on. These innovative HR technologies will help you gain your independence, so you can put your candidate engagement skills to work more often.

Show Candidates you value their time.

The days of traditional phone screens are quickly fading. Interviewing technology is offering up several options to help you identify the top candidates way earlier in the process. On-demand interviewing empowers recruiters to invite candidates for a short, recorded interview they complete on their own time.

On-demand interviewing means the single mom can interview for her dream job after her kids are in bed. The overnight nurse can complete her interview in the middle of the night when it’s convenient for her. An on-demand interview is the gift that keeps on giving. Hiring managers can review interviews when it’s convenient for them – whether it’s over his first cup of coffee in the morning or in between meetings. If you select the right interviewing tech partner, they are given the ability to give feedback in the platform – giving real-time feedback to the recruiter and accelerating the time to hire.

Candidate response rates average nearly 80% for on-demand video and 85% for on-demand voice.

The 3 most dreaded words: Can we reschedule?

Whether it’s the candidate or the hiring manager who needs to reschedule, one thing is certain – it means more work for the recruiter. Juggling your own calendar can be a lot, let alone playing matchmaker between two busy individuals. Automated scheduling takes care of all of the back and forth. When a candidate needs to reschedule, it’s as easy as selecting another time slot in the event manager. When you have a scheduling solution, the words “can we reschedule?” are no problem.

AI-Driven Scheduling Takes the Pain Out of Coordinating Interviews ?

Automated scheduling solutions only need you to decide the what, who and when of the interview or event, then candidates are invited to self-schedule from the available time slots. The more advanced smart scheduling applications use artificial intelligence (AI) to engage candidates, hiring managers and recruiters as they coordinate times that work with everyone’s schedule. In an ideal world, recruiters ‘set it and forget it’ when coordinating interviews. In both cases, your time spent scheduling interviews is dramatically reduced. That’s why it’s no surprise scheduling interviews is the #1 investment in recruiting technology companies are making in 2018.

A dream come true – no scheduling needed!

The best part of on-demand interviewing? There’s no phone tag. You can invite as many candidates as needed with a single email or text, then turn your attention to more strategic work while candidates complete their interviews. You get responses back within hours not days – the process no longer requires weeks. And, you can easily forward responses from the most promising candidates on to your hiring managers.

Is your candidate experience a dream come true?

What were recruiters hired to do? Build relationships and act as a spokesperson for the employer brand. Technology that handles manual tasks so recruiters do just this needs to be purpose-built for hiring. Anything else just doesn’t handle the complexities of enterprise hiring nor do they provide the experience candidates are looking for – high tech, high touch and easy.

Let’s be honest, candidates hate the back and forth of scheduling interviews, almost as much as recruiters. In the age of the candidate, applicants have more power than ever before. Employers with the competitive edge give candidates the power to choose an interview time that works best for them.

Recruiters in companies all over the world are using these technologies every day to change the way they work for the better.