When a company is in start-up phase, interview scheduling is easy. The engineering team interviews new engineers, the sales team interviews new sales people, etc. It’s pretty simple.
As a company grows, new roles and titles emerge and it’s harder to know who should be on the interview panels. Here are the top three challenges coordinators face when scheduling an interview.
It’s no secret that diversity is a hot issue in hiring. But why does it matter when you’re selecting an interviewer panel?
Imagine a company using a largely homogenous interviewing panel filled with employees coming from similar backgrounds. At this moment, a talented candidate who does not fit into the similar profile may wonder whether he or she would be received as a respected member of the team. A company can be diverse, but if no one pays attention to the interviewer panel, the candidate can get the wrong impression.
Diversity also helps combat groupthink. That’s when people begin to agree with each other just to maintain harmony in a group, but it often leads to poor collective choices. Groupthink can emphasize biases. It may lead people from the same team to say yes to a candidate who mirrors their own abilities, but who is missing critical skills that would make the team more successful.
2. INTERVIEWER LOAD BALANCE
It’s tricky for recruiting coordinators to toggle between spreadsheets and find suitable interviewers. That’s why they tend to reuse interviewers they already know. According to GoodTime data, 30% of interviewers handle 70% of the interview load, causing interviewer burnout.
3. SCHEDULING & RESCHEDULING
On average, scheduling an interview requires 16 email exchanges between candidates and recruiting teams. Even if it all worked out well, more than 50% of interviews get rescheduled.
Plus, all it takes is for one interviewer to decline an interview subsequently, and the entire email ping pong process begins. (It’s frustrating, huh.)
THE SOLUTION? GOODTIME.
How can recruiting coordinators easily filter interviewers for suitability, diversity, workload, and complex schedules? Seems like some pretty high-level ops. Thank goodness GoodTime has it all under control!
With GoodTime, you can create custom criterion for your interviewer panels to ensure diversity.
INTERVIEWER BURNOUT NO MORE
GoodTime’s interviewer panel selection algorithm makes sure everyone’s workload is balanced. If Jenna is selected to interview a candidate today, she won’t be selected for the interview happening tomorrow. You decide how often interviewers can be selected within a given time frame. Having this kind of selection power helps keep your people happy. They’ll thank you for it.
GOODBYE, EMAIL PINGPONG
Our unique platform syncs with calendars to find several interview times that work for all your interviewers. Candidates pick whichever time slot suits them. And when schedules change out of nowhere? No worries. GoodTime gives you a list of appropriate replacement interviewers.
HERE’S TO FINDING THE RIGHT PEOPLE & KEEPING YOUR INTERVIEWERS HAPPY!