In recruiting, getting candidates to the interview stage is where things start to get serious. It’s a critical point where we see how well our process is working and whether our efforts will lead to a successful hire. One of the biggest hurdles is ensuring that candidates who pass the initial screening actually schedule an interview. This step might seem straightforward, but it’s one of the most telling parts of the hiring process.

Know your Numbers

The number of candidates who schedule an interview after passing the initial screening is more than just a metric—it’s a key indicator of the overall health of your recruiting process. If candidates aren’t scheduling interviews, it’s a sign that something in the process isn’t quite right. This isn’t about perfection, but about recognizing patterns and making adjustments. Ideally, about 80% of those who pass the initial screening should schedule an interview. Anything significantly lower than that, and it’s time to dig into the data.

• Availability of Time Slots: Offering a range of flexible time slots is essential. A limited or inconvenient schedule can drastically reduce your interview rate. Think about your candidates—are they likely to commit to a 7 AM interview, especially if it means fighting through heavy traffic? Probably not. Make sure your time slots are relevant to their schedules to increase the chances of them showing up.
• Cultural Commitment: A candidate’s willingness to schedule an interview often reflects how well your company culture has been communicated up to that point. If your brand and values aren’t compelling enough, they might not see the value in committing to an interview. This isn’t about being “rah-rah”—it’s about demonstrating why your company is a place they’d want to work.
• Location Relevance: The distance between the candidate’s home and the interview location plays a significant role. If you’re asking them to travel an hour and a half for an interview, they might pass altogether. Consider offering remote interview options, especially if the job location itself is far from the candidate’s home.
• Convenience and Timing: Beyond just offering time slots, ensure they align with your candidates’ lives. For instance, if you’re hiring someone who has a family, they might need to juggle childcare. Asking them to commit to a time that doesn’t work for them could lead to no-shows.
• Understanding the Candidate’s Perspective: It’s easy to fall into the trap of assuming what’s best for your candidates without actually asking them. Take the time to gather feedback—ask if the interview times offered worked for them, and adjust accordingly. What seems perfect in theory might not align with the reality of your candidates’ lives.

Turn Theory into Practice

Remember, the interview stage is where theory meets practice in recruiting. It’s where assumptions about what works are either validated or disproven. By paying close attention to the scheduling process and making necessary adjustments, you’re setting the stage for a more efficient and successful hiring process.

In the next post, we’ll tackle the next piece of the puzzle: improving interview show rates, which has become a pressing issue in industries like home services, commercial cleaning, and lawn care. Stay tuned!