Hiring is one of the most important things a company must continue to excel at. Hiring managers and employees who participate in interviews are well aware of how important interviews are and the role they play in it. However, they often find themselves in the dilemma of how to balance their workload with interviews.
Though interviews are of critical importance, it is an ancillary responsibility to their primary job responsibilities.
We interviewed the VP of Sales, West, Judson Griffin, at the wildly-popular HR Tech startup Namely. They recently implemented GoodTime and we wanted to explore how GoodTime’s Interview Logistics Platform impacted his interviewing experience.
How many interviews do you do per week?
“I do about 15 to 17 interviews per week at peak recruiting season. During the non-peak recruiting season I still do about 5 to 7 per week. My front-line managers do, on average, 10 interviews per week during peak season and 5 a week during non-peak time.”
That’s a lot of interviews! How did you organize your day between work and interviews before you had GoodTime?
“It was very difficult to be productive. Prior to rolling out GoodTime, I had interviews booked back-to-back: so I’d be quickly switching from interviews to customer calls to internal meetings. I had to switch between wearing my “interviewer hat”, to my “customer hat” and “manager hat.” One of my sales directors down in LA had the same issue and suffered from the same loss of productivity. He became self-reflective and shared with me that having to switch between interviews, customer calls, and internal meetings within, sometimes, a 2-hour span of time was making him perform poorly as not only an interviewer but in all aspects of his job.
What I have done in the past to combat that specific issue was to block 8-11am on Tuesday, Wednesday, and Thursday on my calendar for interviews. I asked my recruiter to only book interviews during that time, but that also became an issue. All of a sudden you are losing time because other people can’t book any meetings then.”
How did you learn about GoodTime?
“Our recruiter joined one of our sales leadership meetings and made an announcement about rolling out GoodTime. She said GoodTime would prevent being double-booked, prevent back-to-back interviews, and enable us to own our calendars. They also sent internal communication about GoodTime, how to configure interview preferences in GoodTime, and calendar best practices.”
What changed after GoodTime?
“After GoodTime, I don’t have to worry about interviews anymore. Interviews get scheduled according to my personal preferences. I never have to worry about getting double-booked or having too many interviews booked in a short span of time, interlaced with other types of meetings.
The system even lets me specify preferred times for interviews without having to block out my calendar. There’re additional settings, too. For example, I went into the system to set buffer times before and after interviews and set the maximum number of interviews I would like to do per week and day. Without that, it’s easy to be stuck in too many interviews. Then, all of a sudden, you poke your head up and realize your sales forecast slipped.
GoodTime also allows me to theme my day to be productive. When interviews are set up is very important, and the platform enables me to specify times or days of the week when I want to focus on work or on interviews. It helped us drastically reduce the loss of productivity caused by context switching.”
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