Recruitment Tech Stack

The tools recruiting teams have in their recruitment tech stack are integral to finding top talent and hiring them fast. An Interview Logistics Platform (ILP) is one of them.

Here are three reasons why your recruiting team needs an ILP in their recruitment tech stack:

1) More Efficiently Hiring Top Talent

It’s difficult enough to find top talent. This is one of the reasons why driving efficiency through your recruitment tech stack is so important. You need to be the most efficient company that your candidate interviews with if you want to successfully hire your top pick.

The interview process is an integral part of that. It’s arguably the longest part of the experience that your candidate is a part of, and it’s also the first “taste,” so to speak, of your company that they have. Therefore, you and your recruiting team need to make sure that the tools you have in your recruitment tech stack are helping you make the process efficient and effective.

How does it work? With an ILP, you can ensure that all of your candidates will be hired quickly because you will already have been able to identify the bottlenecks within the hiring process. This is done by tracking hiring metrics within the platform.

2) Candidate Experience

Everyone knows that the candidate experience is important. No one wants to work for a company that makes them feel unwanted or uncomfortable.

There are two main aspects of the interview process that would make a candidate have a negative experience: too much back-and-forth to schedule the interview and an untrained interviewer.

An ILP is an important tool that helps you not only drive candidate-driven interview scheduling, it also enables you to standardize interviewer training.

How does it work? Within ILP, your team is able to create different interviewer training paths. These include how many shadows and reverse shadows that each interviewer should have. At the conclusion of the training (which is automatically tracked within the system), the interviewer will be tagged with the skill that they were trained in. For example, an interviewer undergoing training to interview for coding skills will be tagged with “coding.”

3) Drive Hiring Effectiveness

At the end of the day, the tools in your recruitment tech stack are about driving efficiency within your hiring process. By automating certain aspects of the hiring process– such as scheduling interviews– you’re removing bottlenecks and bringing candidates in the door, faster.

How does it work? Self-scheduling interviews negates any back-and-forth typically associated with scheduling an interview. An ILP enables your team to do this, and also gives insights into interviewers’ activities. This includes when they decline interviews and how much lead time they give. These insights will allow visibility for the recruiting team to measure time to hire.

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About the Author:

Adam works in sales at GoodTime!