The Changing Candidate Experience and Tech to Streamline Interview Scheduling
As the increasingly competitive market makes it harder for candidates, jobseekers are getting increasingly jaded with poor recruitment experiences. Long wait times to schedule, ghosting, and a lack of communication are placing a bigger burden on candidates than in previous years. Indeed, today’s guest says there has been a dramatic shift from last year when it comes to time taken to schedule first interviews, as more candidates ready themselves for waits of a month or more.
In this HRchat conversation, we focus on the candidate experience and tech to streamline and simplify interview scheduling.
Joining me on the show is Adam Bird, CEO of Cronofy, an entrepreneur, software developer, and architect with a passion for using technology to solve business problems. Cronofy is an enterprise-ready scheduling platform used by 10,000s of companies around the world to power their scheduling.
Listen as Adam shares the secrets to creating a more seamless candidate experience and mastering the art of interview scheduling. Drawing from Cronofy’s comprehensive Candidate Expectations Report, Adam reveals statistics that underscore the need for a technological overhaul in recruitment processes. Learn actionable strategies to improve time-to-interview, even amidst economic pressures and layoffs.
Questions for Adam include:
- Cronofy recently released its 4th annual Candidate Expectations Report. This year, the Cronofy team surveyed 12,000 candidates on their loves, hates, and hopes in recruiting across the UK, France, Germany, USA, Spain, Canada, and the Netherlands. Can you share some of the key findings?
- Cronofy recently launched an API product feature currently focused on Telehealth use cases. Tell us more and share why video in the recruitment process is important.
- How does video interviewing open companies to a more global talent pool?
- Should candidates be expected to have the camera turned on during the video interview?
- How can recruiters and hiring managers better protect privacy without sacrificing transparency?
- Supporting neurodiverse candidates and ways to hire inclusively: Your team recently asked 1100 neurodiverse candidates worldwide to share their struggles in interviewing. Talk to us about ways to avoid unintentionally alienating a large pool of high-quality (neurodiverse) candidates and steps one can take to create a more inclusive recruitment process.
- What is the future for workforce automation – what else will get ‘scheduled’ away?