Njoyn’s Scheduling Module:
Impress Star Candidates

Impress star candidates with star technology

Companies compete for the best candidates on the market whenever they need to fill a position. Getting those candidates can mean the difference between leading an industry or trailing the pack. That puts pressure on recruiters.

Recruiters know those candidates compare them to other companies. But their focus on that comparison may overshadow another type of comparison candidates make.

Here’s some good news: once recruiters are aware of this other comparison, they can ensure their organization stacks up well. When they do, they strengthen their chances at landing the candidates they covet.

How do employers stack up against leading businesses?

That “other comparison” entails the interactions candidates engage in with other companies. They buy movie tickets online. They keep airplane tickets and boarding passes on their phones. Increasingly, they expect convenience wherever they go. Companies hungry for their business give it to them.

So should companies that want to hire them. When employers use technology to make candidate interactions with them easier, candidates may perceive them as leading-edge, as companies who invest in the employee experience. Maybe that’s because such employers invest in the best possible processes. That investment indicates a positive company culture.

The recruiter’s marketing dilemma

Let’s return to the recruiter’s dilemma: courting the best candidates that are doubtlessly being wooed by other organizations. They will probably receive multiple offers. Long before the offers roll in, candidates will have formed impressions of each employer. Those impressions could be t/e result of either:

• a stereotypical, paper-heavy and email-intensive recruiting process.
• an efficient and friendly technology-enabled recruiting system, one that makes candidates think of the ease of buying movie tickets and carrying boarding passes.

The recruiter’s marketing objective
Recruiters can create good impressions of efficiency and friendly service if they allow candidates to:

• quickly choose from a set list of interview time slots.
• efficiently change time slots if necessary.
• receive confirmations of their interactions with the employer.
• avoid phone calls, emails, and the worries of potential calendar snafus.

These are the candidate-facing benefits of a modern applicant tracking system. They eliminate the problems endemic to the dated, often paper-based systems of yesteryear, including:

• unsynchronized calendars
• information buried in overstuffed inboxes
• information residing in multiple systems

All these problems add up to the impression that a company isn’t capable of competently on-boarding new employees. If the on-boarding process is this bad, what must the rest of the company be like?

Show all candidates that your company is the result of tireless improvement. Start with the first contact via: your interview scheduling system. You never get a second chance to make a first impression.