Using an interview scheduler alone isn't the right way to hire.

People are the most important investment that any company can make. The employees you hire (and the ones you don’t) are what directly propel your company towards success. The only way that you can truly guarantee finding top talent is through interviews, and a great many companies leverage an interview scheduler to make that process easier.

While an interview scheduler will surely benefit a company’s recruiting and hiring efforts, it’s not the only recruiting tool that companies should be investing in. After all, scheduling the interview is only one aspect of the entire hiring process. There’s also making sure your interviewers are trained through interviewer training, tracking your time to hire and bottlenecks in the process through interview metrics/insights, and intelligent interviewer selection.

Only an interview logistics platform (ILP) is an interview scheduler and more.

Why do I need interviewer training?

Every company has a defined onboarding process that helps its employees achieve success. Onboarding is, after all, a proven and defining moment for the future trajectory of employees: about 20% of employee turnover happens within the first 45 days of employment. Additionally, 69% of employees are more likely to stay with a company for longer than 3-years if they had a great onboarding experience.

Interviewer training works in the same way. Just as onboarding is your employees’ first experience with the company, your interview is a candidate’s first experience with a company. If they have a bad interview experience with an inexperienced and poorly trained interviewer, they’re far less likely to move ahead with the process.

Interviewer training through an ILP means that every interviewer at the company is conducting a consistent and thorough interview (which reduces the chance for unconscious bias). Additionally, an ILP automates the scheduling of all shadowing and reverse shadowing that interviewers-in-training will have to go through. This mitigates the chance that someone will be accidentally marked trained when they’re not, and provides full visibility into the entire training process.

Why do I need interview insights and metrics?

How many of your interviews are getting rescheduled? What’s the lead time before an interviewer requests a reschedule?

How many interviews are your recruiting coordinators scheduling per week?

These insights (and more) allow recruiting leaders to identify bottlenecks within the hiring process and make informed decisions to save time and money.

What’s the importance of intelligent interviewer selection?

interview logistics platform can automate intelligent interviewer selection based on many customizable attributes including skill set, current position, location, etc. This allows recruiting coordinators to seamlessly schedule the proper interviewers for the proper interviews and ensure that they maintain diversity in their interview panels.

Still think that all you need is an interview scheduler? There’s more to your recruiting team than scheduling interviews, so there should be more to your hiring tech stack than just an interview scheduler!

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About the Author:

Zach Taylor, a Software Engineer at GoodTime.

Zach Taylor is a software engineer at GoodTime!