Amazing Experience

How would your candidates rate your interview process? The majority of us would, of course, hope for a perfect ten— but that’s not the case the majority of the time. When it comes to candidate experience, most companies only focus on the part where the candidate comes onsite. After all, there are a ton of opportunities to make candidates feel welcome. Whether it’s goody bags, well-trained interviewers, or a really well put together office (courtesy of your great office manager!), there are a million-and-one different ways to give that in-person, personal touch.

However, your candidate experience doesn’t start when they come onsite. In fact, a truly great candidate experience that lands top talent starts much earlier: right when the candidate schedules their interview.

How do candidates schedule? Then vs Now

There used to be one main way most candidates schedule their interview: back-and-forth conversations with someone at the company. Whether it’s the recruiting coordinator or a chat bot, the candidate experience is the same: they’re plugging in times and hoping what they input works– and isn’t already taken on the interviewer’s calendar by the time they see their message!

Today’s candidates have options like never before. Candidates that use GoodTime to schedule are empowered to schedule their interview by only seeing times and dates that are available on the interviewer’s calendar.

We were curious– we know personally from our time interviewing at GoodTime that candidate-driven scheduling makes for a better experience, but how do our customers’ candidates feel?

Candidates prefer candidate-driven scheduling!

After candidates complete their scheduling on GoodTime, we had a popup in the corner appear asking how they’d rate their scheduling experience. 

As you can see, candidates rate on a scale of 1-5. Out of the 6,000 unique candidates that viewed this popup, about half of them completed the survey and gave us an average score of 4.9 out of 5. If you’ve checked out our whitepaper, you know that even candidates who receive a job offer rate their interview scheduling experience a 1.5 out of 5 (converted from a 25 NPS).

What does this mean for me and my recruiting team?

It really means one thing: acknowledging and including the interview scheduling process as a part of your candidate experience plan. Many recruiting teams have really awesome ways to welcome candidates onsite and follow up with them if they have any questions. Those same great teams totally miss the scheduling process as a part of that– and it’s really not their fault for not realizing it.

As a recruiting team, it’s not as difficult as you may think to make scheduling great. It comes down to not only exploring tools that can help you get there but also making an effort to put the candidate first.