The technological advances of the past few decades have caused drastic shifts in how we conduct and what we expect of business communication. The ever-increasing breadth of internet connectivity and the imaginative uses that connectivity serves have meant that processes that used to take weeks can now be completed in seconds. Except for interview scheduling, that is. Somehow, despite all of our technological and societal advancement, this most crucial of functions has remained stuck in the dark ages.
The scheduling process currently plays out like this: a recruiter reaches out to a candidate with a potential interview time. The candidate responds with a time frame they find more optimal. Not having that slot available, the recruiter once again volleys an alternate suggestion, and so on, until a mutually agreed upon date and hour are finally set. It’s an ancient mode of recruitment operation that frankly doesn’t deserve a seat at any modern-day work desk.
It’s not something we often pay mind to, but the actual process of scheduling candidate interviews is important for 2 reasons:
For example, a sloppy application process that includes long delays in responding to candidates will signify a company that’s either incompetent, or doesn’t value its applicant pool—or worse, both. And when applicants feel that way, you can bet they’ll let you and everyone else know about it (see: Glassdoor).
The key, then, is to make sure every last employee at your company adopts a mindset that values its applicant pool.
Select the “optimum” time of day. Usually that’s in the morning (10am to 11am) before the caffeine has kicked in and things start getting crazy in the office. You want to make sure hiring managers can devote 100 percent of their attention to the candidate without distraction.
Allot more time for interviews, not less. There’s nothing worse for a candidate than feeling like they didn’t get a fair shake in the interview. Usually time, or lack thereof, is the culprit. Give the candidate, as well as the hiring managers, equal opportunity to leave everything on the table without feeling pressed for time.
Consider the interviewer’s other commitments/deadlines. Again, give the interviewer the opportunity to focus 100 percent on the candidate without worry about another meeting they need to scramble to, or a deadline they might not meet because of the interview. Ask them for interview preference times in advance, and schedule accordingly.
Eliminate lag time when conducting Round Robin interviews. If a candidate is interviewing with multiple people one after the other, minimize—or better yet—eliminate lag time so they’re not left twiddling their thumbs for 20-some minutes in between rounds.
Don’t book the broom closet. In other words, make sure ahead of time the proper venue is available for the interview to take place in. You don’t want to get kicked out of a conference room due to an overlooked double-booking, then have to conduct the rest of the interview in the broom closet!
And the final tip: use an interview scheduling tool.
An interview scheduling tool is a software that helps streamline, automates, and sync the entire interview scheduling process for all parties involved, by combatting the need for back-and-forth of emails for logistics and scheduling between recruiters and candidates.
This opens the recruiter up to tackle loftier challenges that require real brain power, and makes for improved candidate satisfaction since they are free of the uncertainty and frustration typically borne from the manual scheduling process.
A host of interview scheduling tools exist to supply various recruiter needs and functions. It’s always a good idea to know what to look for in interview scheduling software before moving ahead with your purchase. Below are 4 major considerations if you’re in the market for an online interview scheduler:
Automated scheduling: This feature makes use of triggering to automate calendars and other messages to candidates, depending where they are in the interview process.
Calendar management: Users can create and/or update interview times on their own calendars, which then automatically sync across all calendars and notify pertinent parties. This feature may also allow syncing with calendar apps like iCal, Google Calendar, or Microsoft Outlook.
Meeting room booking: Organizers can specify not just interview times and dates but meeting room locations as well.
Dynamic interview scheduling: Some softwares allow for more than just one-on-one interview use cases. For instance, Convey for Scheduling includes three additional interview types: Round Robin, Group, and Sequential.
Device syncing: Any new interview, update, or note is automatically synced across all devices.
Availability preferences: Organizers and interviewers can set availability and block off unavailable times.
Automatic reminders: Reminders are triggered and automatically sent out to all pertinent parties before an interview.
Some recruitment platforms allow you to demo their interview scheduling software before purchase. This is a great way to compare competing tools and see which fares better in terms of performance, features, and even UX/UI.
There are recruiting platforms that offer 24/7 live support ready to assist you with any questions or issues you may have with their scheduling software. Additionally, they may provide access to comprehensive resource guides for HR professionals on their website or blog that add more insight to their platform.
When evaluating price, it’s important to ask these questions:
Convey for Scheduling allows you to automate the otherwise time-consuming and frustrating process of scheduling interviews, ultimately making for a better experience for recruiters, hiring managers, and job candidates.
Learn more about how Convey’s interview scheduling tool can help optimize your interview process.