by Juliayn Scales on December 14, 2018
3 min read
New Talent Board research reveals that nearly 40% of companies are considering event scheduling technology to improve their hiring process.
New Talent Board research reveals that nearly 40% of companies are considering event scheduling technology to improve their hiring process, an investment priority second only to video job descriptions. At this time next year, will your team be using it? Test your knowledge of event scheduling systems with this five-question quiz and find out why it’s must-have technology for 2019.
If you checked any one of these answers you are correct. (We like to add trick questions to our quizzes.) However, what TA leaders are exploring is a way to replace the pen-paper-phone process for setting up candidate interviews with technology that automates interview coordination.
A primary reason for investing in event scheduling is to decrease administrative work done by recruiters so they can devote more time and energy to building a connection with candidates. It takes just a few minutes to set up multiple scheduling requests, rather than the hours it can take recruiters doing it by phone, one candidate at a time. On average, recruiters at Montage clients save an average of 50 minutes per candidate with event scheduling. Keeping up with their peers is often a secondary reason since speed in hiring creates a more competitive hiring process.
When offered the chance to schedule via an automated system, more than half (54%) of candidates self-schedule within two hours of being invited to set up their interview. That’s not a surprise given the self-service trend and modern candidates’ preference for flexibility and convenience. On average, Montage clients see candidates’ response rates rise to 84% within the first 24 hours, making it a very effective way to handle scheduling, especially for high-volume hiring.
In fact, one of the world’s largest global logistics companies uses event scheduling to reach out to thousands of seasonal candidates in just hours rather than days. One year, 80,000 candidates chose to self-schedule their interview, and 66% did so within 24 hours. The company was able to cut candidates’ time between application and interview scheduling from six days to one – a crucial advantage that helped secure their seasonal workforce in record time and deliver a high-tech yet high-touch hiring experience. Event scheduling makes it fast, simple and convenient for candidates to secure their interview time using a mobile device or PC, whichever they prefer. Learn more.
Many, but not all event scheduling applications, integrate AI. The advantage of AI-driven scheduling assistants is they can interact with candidates, hiring managers and recruiters using natural language processing to quickly and efficiently schedule interviews. They also handle rescheduling when interviews are canceled and can send reminders via email or text to keep everyone involved on track.
Event scheduling systems that do not use AI offer many of the same benefits to candidates, recruiters and hiring managers, including the time-savings and convenience.
There are event scheduling applications that are stand-alone. However, large enterprise TA teams often find scheduling that’s integrated with their interviewing platform has added value. With a single solution, there’s no need to re-enter candidate information in another system. For candidates, it’s a seamless experience as they progress from one interview to the next. Recruiters can brand the event scheduling interactions consistently with the entire interview experience too, which elevates the candidate experience.
How did you do with the quiz? To sum up, reducing recruiters’ administrative workload, increasing speed to hire and improving the candidate experience are some of the key benefits to using event scheduling in hiring.
To discover the time-saving potential of event scheduling technology for your organization, answer three brief questions.
If you’re motivated to start exploring this type of application, be sure to make versatility a key criterion. The platform you choose should schedule all hiring stakeholders, from hiring managers to candidates with no requirements for a social network account. It should also be able to handle scheduling across all interview types, including phone, video, and in-person interviews as well as one-on-one, group, panel, and sequential interviews. This will ensure its value to you in all kinds of hiring scenarios – high volume, seasonal, campus and intern recruiting, job fairs, on-premise hiring events and more.