by Melissa Bissing on July 25, 2018
3 min read
utomated interview scheduling is the top recruiting technology investment in 2018, in part because it creates immediate time-saving benefits. When scheduling applications are integrated with video interviewing software, they deliver many distinct advantages for both recruiters and candidates.
Automated interview scheduling is the top recruiting technology investment in 2018, in part because it creates immediate time-saving benefits.1 But, not all solutions are created equal. When automated interview scheduling applications are integrated with video interviewing software, they deliver many distinct advantages for both recruiters and candidates:
One of the world’s largest global logistics companies used automated interview scheduling to make its seasonal hiring faster and more efficient. Over a four month-period, its recruiting team needed to contact and schedule a phone interview with as many applicants as possible. On average, candidates had to wait about six days after submitting their application before they were contacted by recruiters.
This past holiday season, nearly 80,000 of the applicants chose the self-scheduling option listed on the application to get their phone interview set up. They received the self-schedule invitation by email, and within 24 hours, 66% had selected their interview time – a significant decrease in time to fill, and perhaps more importantly, an increase in engagement speed with interested applicants. And, the company reinforced its technology-forward employer brand with the digital scheduling experience. Get more of the story and the data.
Automated scheduling and virtual recruiting assistants aim to accomplish the same thing: Take the administrative work of scheduling off recruiters’ to-do lists while providing a modern, convenient interview coordination for candidates. However, they do it in different ways. With automated scheduling, candidates receive an email or text invite to self-schedule, then use the interviewing platform to select their preferred time slot.
Virtual recruiting assistants act just as the term describes. Using natural language processing (a type of artificial intelligence) to communicate via human language, these assistants interact with candidates, managers and recruiters in a conversational way to quickly schedule a convenient interview. In this case, candidates may answer a few questions and affirm their choice of time with the virtual assistant. The assistant then manages the rest, including interview reminders. Both types of applications can contribute to a simple, fast and easy candidate experience.
A single solution offers unique advantages for both recruiters and candidates. Recruiters can achieve greater efficiency with integrated video interviewing software. They won’t need to learn or toggle back and forth between two different platforms. Candidate information is entered once, cutting down on administrative work and the potential for errors. And, purpose-built interviewing solutions have multiple applications, so recruiters can pair automated scheduling with many types of interviewing applications to create a more candidate-centric experience.
For candidates, the hiring experience becomes seamless. As they progress through steps in the process, they’re seeing and using the same technology, whether they’re being scheduled for an interview, participating in that interview, or completing an integrated interview and assessment. They experience high-tech, high touch hiring that’s infused with the organization’s employer brand message.
Automated scheduling is the essential technology for creating a modern, candidate-centric hiring experience. Rather than get caught up in phone tag, candidates can quickly and easily select and get an interview time that works best for them into their smartphone calendar. With purpose-built interviewing software, recruiters are able to give candidates this flexibility and convenience with any kind of interview, including panel interviews, sequential interviews, on-premise recruitment events, and campus hiring and job fairs. It’s one of the ways interviewing platforms help recruiters handle the complexities of large-enterprise hiring and consistently provide a better candidate experience.
1. 2017 Talent Board North American Candidate Experience Report
2. 2017 Montage use data