Research has shown that the best candidates are out of the talent market within 10 days of seeking out a new opportunity.
If you’ve had times where you weren’t quick enough to bring these talents in - you’re left with the painful reality of a vacant role that could have been filled with the right person, if only you had the right help to hire faster.
So, what’s holding you back?
Going on probability, we’ll take it that you’re part of the 63% of recruiters who want interview scheduling to be intelligently automated, because, to quote a Head of Recruitment that we’ve spoken to recently, “Interview scheduling is the crappiest part of a recruiter’s job.”
1. You spend too much time playing scheduling ping-pong
Despite moving to a more digital working environment, it has not erased the tedious back-and-forth nature of scheduling interviews. Recruiters can actively spend about 30 minutes trying to coordinate an interview for a candidate.
If you multiply this number by the average number of open requisitions per recruiter, that is fluctuating between 30 and 40 reqs, that’s at least 45 business hours worth of scheduling (with a conservative estimate of 3 candidates shortlisted per req).
This is why large enterprises who can afford to have recruitment coordinators hire these individuals whose dedicated responsibility is scheduling interviews. This highlights how severe the operational load is for recruiters and the opportunity that technology has to solve this problem.
2. You need to reschedule half of interviews that get confirmed
Once an interview has been confirmed, it does not necessarily mean that the coordination work has concluded. As an industry average, about 50% of job interviews get rescheduled.
Last minute developments like an important meeting for the interviewer or perhaps the candidate isn’t feeling well could always arise. These can’t be helped.
However, through numerous interviews with recruiters of various industries, we have found that a high likelihood of rescheduling comes from interviewers who don’t have their calendars up-to-date. Such a preventable source of inefficiency is often cited as a frustrating, time-consuming experience for recruiters.
3. You lose great candidates
As mentioned at the start, the competition for good candidates is a tight one, with time being an important factor.
Manual interview scheduling relies on your speed and accuracy to provide candidates a fast response and a great experience. Once the volume builds up a backlog of shortlisted candidates, you may start missing messages or delaying responses.
According to research by Robert Half, a HR consulting firm, more than one third of candidates decide whether to take a job early during the interview process - and the interview scheduling process influences this.
With that, you can’t afford to make a bad first impression on candidates.
Get rid of the pain of scheduling interviews
Imagine what you recruiters could do with an intelligent scheduling tool to automate this process. You’d be focusing on the high-value work like sourcing, screening, and building an active candidate pipeline. You’d be bringing in those best fit to fill your roles, which will ultimately result in higher retention, better employee satisfaction, and a more productive team dynamic.
There are many products out there for you to choose from, so we provide some guidance on how you can select one that’ll work for your team.
If you’d like to learn more about how Evie can help bring in talent faster as an AI Recruitment Coordinator, have a chat with us.
