Project case study · HR & recruiting consulting
Connecting candidate schedules, interview feedback and recruiting progress
For an HR and recruiting consulting practice, we connected candidate availability intake, multi-interviewer calendar coordination, structured scorecard collection and pipeline analytics. Recruiters could follow the preparation and feedback around each role while retaining candidate evaluation and hiring recommendations.
Delivered by Adaptiv Stratum using virtual agents and connected systems. Client name and identifying details are withheld.
- Industry
- HR & recruiting consulting
- Contribution
- Connected availability intake, interview coordination, scorecards and reporting
- Scope
- Administrative preparation and progress around open roles
- Status
- Delivered workflow
The problem
An open calendar slot was only part of the preparation.
Arranging an interview meant connecting the candidate's availability with several interviewers and the role being filled. After the conversation, the recruiter still needed the interviewers' feedback to review the candidate in context.
For this recruiting practice, those tasks also fed a broader question: how far had preparation progressed for each open role, or requisition? A calendar entry alone could not show the availability, returned scorecards and recruiting progress around that role.
The work and decision
Keep the open role connected to its interview work.
Adaptiv Stratum connected candidate availability intake, multi-interviewer calendar coordination, structured scorecard collection and pipeline reporting. Recruiters could follow scheduling and returned interviewer feedback for the same open role, with its criteria available for review. Interviewers supplied the observations; recruiters retained candidate evaluation and hiring recommendations.
Recruiters could bring those related parts together when reviewing progress on a requisition. Scheduling information supported arranging the conversation, while returned scorecards supplied the interviewers' observations for review.
Responsibility. Virtual agents supported candidate availability intake. Connected workflows supported calendar coordination, scorecard collection and reporting. Interviewers supplied feedback; human recruiters interpreted it against the role's criteria, evaluated candidates and made hiring recommendations. Collecting structured observations did not assign an automated assessment to a candidate.
Delivered workflow
Follow the preparation through to returned feedback.
Gather availability
Collect candidate scheduling information for coordination around the open role.
Coordinate interviewers
Bring the candidate's availability together with the calendars of the people involved.
Collect scorecards
Bring structured interviewer feedback into the workflow for review against the role's criteria.
Review role progress
Follow progress toward preparing a group of candidates for review alongside scheduling and returned feedback.
What time-to-slate reporting described.
The reporting followed the time taken to prepare a group of candidates for review. That was a view of preparation progress, not a measure of candidate quality or evidence of a better hiring decision.
The result
Recruiters could follow the work around each role.
Candidate availability had a connected path into interview coordination. Returned feedback remained connected to the role, and pipeline reporting brought preparation progress into the practice's operating view.