The average time to fill a position is 36 days, according to the latest benchmarking report from the Society for Human Resource Management (SHRM). And, according to Glassdoor, the average length of the interview process is 24 days. So, essentially, that means that organizations spend two-thirds of their time focused on the interview portion of the hiring process.

 

That’s not a bad thing. Organizations shouldn’t cut corners when it comes to getting to know a candidate and letting the candidate get to know the company. But it does lead to a bigger question: are organizations spending that interviewing time exchanging information and building relationships…or scheduling the interview meeting?

 

Optimizing interviewing to hire the best talent

The interview process should be both effective and efficient—for the candidate and the company. Not only does a good interview support the employment brand and make for a better candidate experience, but it helps organizations and individuals make the right decision.

 

  • Effective interviewing means that recruiters and hiring managers are getting good information during the interview. They’re using a structured interview format with situational and behavioral interview questions. And they’ve developed rating scales to properly evaluate candidate responses. This allows organizations to select a candidate that will be successful in the role.
  • Efficient interviewing happens when the interview logistics are right. Talent acquisition professionals and hiring managers create an environment where the candidate feels comfortable (location, chairs, room temperature, etc.) Because when everyone feels comfortable, the interview conversation will be better. However, it all starts with scheduling the interview at the right time.

 

A truly great interview process prioritizes both, giving candidates an experience that answers their questions, respects their time, and, ultimately, leaves them feeling like they are in good hands.

 

Why scheduling is important

Again, if the organization’s goal is to have candidates feel comfortable so they will open up during the interview, then candidates need to feel that they have some control. One way to do that is by giving them the ability to schedule an interview at a time that works for them. And if something happens where a candidate needs to reschedule, make it easy for them to do it with automated scheduling software.

 

It isn’t only candidates that benefit, though—it’s also an asset to recruiters and hiring managers. Automated scheduling software not only allows candidates to be in control of their schedule, but can automatically handle reschedules for recruiters and hiring managers. Instead of dealing with a potential no-show, they can see the change immediately on their calendars, keeping the whole operation moving ahead seamlessly.

 

On top of that, it helps recruiters (who are often given the responsibility of coordinating manager calendars) manage notifications. When the candidate schedules or reschedules, software can let everyone know automatically. Recruiters can then spend their time on more strategic recruiting activities versus sending emails that may or may not be read right away.

 

Make the interview process a win for everyone

On the surface, scheduling interviews sounds like such an easy activity, but the reality is scheduling interviews is time consuming. It impacts the candidate experience and, perhaps more importantly, the selection process. The good news is that organizations don’t have to manually schedule meetings anymore.

 

Adopting technology strategically can provide a better allocation of resources and free up time for more beneficial activities. When the candidate does arrive for the interview, it will be the conversation everyone wants: focused on knowledge, skills, abilities, and experience.

 

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