Recruitment automation refers to the use of technology to automate tasks in the recruitment process. This can include sourcing candidates, screening resumes and job applications, scheduling and conducting interviews, and hiring new employees.
Recruitment automation can be carried out using a variety of tools, such as applicant tracking systems (ATS), which can be used to manage job postings, resumes, and other recruitment-related data. Other tools that can be used for recruitment automation include online assessment platforms, chatbots, and communication tools for scheduling interviews and sending messages to candidates.
Purpose of Recruiting Automation
The goal of recruitment automation is to make the recruitment process more efficient and effective by reducing the amount of manual work involved and allowing recruiters to focus on higher-level tasks, such as evaluating candidates and building relationships with clients. Automation can also help ensure fairness and consistency in the recruitment process by standardizing tasks and providing objective measures of candidates’ abilities.
Enhancing Recruitment Process
It’s no surprise that hiring talent is among the top concerns of CEOs. Recruiting top talent is crucial for propelling innovation. The increasing skill gap started what much dub as the ‘talent wars’. Here is what it means for recruiters:
It is no longer enough to just find the right candidates, which might we add, has become a feat by itself. Recruiters cannot rely on the candidate to show off his or her skill to win a job opportunity. Passive and social hiring strategies make attracting and engaging talent just as important.
The increasing pressure on companies to attract and hire ideal job candidates demand an enhanced hiring process and practices. Recruitment automation rises to the challenge.
Ensuring Efficiency When Recruiting at Scale
Corporate job offers attract 250 resumes on average. Of those 250, four to six get called for an interview, and only one gets the job, according to a Glassdoor report.
The sheer amount of information about candidates, from online profiles to inbound resumes, tests the ability to recruit teams to process. Most hiring teams simply don’t have enough time to adequately source, assess, and screen candidates. Personalized job searches, digital job boards, only add more data to handle.
Recruiting automation systems can help companies analyze candidate data quickly to help them make better decisions, fast. The hiring teams manage the processes while making the hiring experience better and more human.
Retaining Competitive Advantage
A while ago, we would have said recruitment automation was inevitable for companies looking to increase their competitive advantage in hiring. That is no longer the case.
Today, a candidate’s hiring experience is just as important as the process. This calls for a need to automate mundane and repetitive tasks so that the recruiters can focus on more quality tasks.
As more and more companies use automation in their hiring process, several others are adopting to stay up to date and relevant to retain their competitive advantage.
“Machine learning and AI will be embedded in 50% of the jobs by 2020. So if you as a recruiter or a Talent Acquisition professional, are not incorporating AI into your process, you are behind the game.” – DK Bartley, Senior VP, Head of Diversity and Inclusion, Talent Acquisition SME, Dentsu Aegis Network
The lockdown and social distancing measures have also played a hand. The use of digital technologies skyrocketed in every walk of life be it education, business, medicine, or recruitment. With companies concerned about the safety and health of their employees and candidates, most recruitment processes have shifted to virtual platforms boosting the use of automation.
Unconscious bias continues to be on top of the minds of talent acquisition leaders. Recruiters believe that the biggest barrier to hiring diverse talent lies in the sourcing and qualification process.
Recruitment automation systems have the ability to address this challenge. By adding a layer between recruiters and candidates in processing applications, companies can work around the unconscious bias. In fact, 61% of talent acquisition professionals believe recruiting automation can help reduce unconscious bias within their hiring process.
Benefits of Recruitment Automation for Staffing Firms
Ease of Gathering Data
Automation can help capture and organize data about job candidates, such as resumes, job applications, and interview notes. This can make it easier to search and filter through candidates, as well as track the progress of recruitment efforts.
Automation can save time by automating tasks such as scheduling interviews, sending emails and messages, and posting job openings. This can allow staffing firms to focus on more high-level tasks, such as evaluating candidates and building relationships with clients.
Automation can increase efficiency by streamlining and standardizing recruitment processes. For example, an automated system can ensure that all candidates are asked the same questions during an interview, which can help with fairness and consistency in the selection process.
Ease of Recruitment
Automation can also help with recruitment efforts by posting job openings on various job boards and social media platforms, as well as by reaching out to potential candidates through email or other means. This can help staffing firms expand their pool of qualified talents and find the best fit for their clients.
Steps of Recruitment Automation
The steps of recruitment automation can be decided by looking at the recruiting funnel, from job specifications to talent sourcing to the final hiring decision. It supports both candidates and recruiters through the hiring process.
Here is where companies find recruitment automation software the most useful:
- Sourcing – 39.6%
- Candidate qualification – 15.8%
- Interview scheduling – 15.8%
- Engaging candidates – 11.9%
- Team collaboration – 7.9%
- Candidate nurturing – 6.9%
Automation can help with sourcing candidates by posting job openings on various job boards and social media platforms, as well as by reaching out to potential candidates through email or other means. This can help expand the pool of qualified candidates and make it easier to find the right fit for the job.
More than 50% of companies perform background checks to improve the quality of their new hires, according to SHRM. Recruiting automation can reduce the need for background checks as well as make it easier to send background checks as needed.
By deploying AI solutions or automated skill tests, hiring teams can bypass the need to independently verify a person’s credibility. Skills assessments give candidates the opportunity to showcase their talent in a real challenge making the results more valuable to a hiring manager than say a reference check.
There are also tools that can scan online databases for verifying a candidate’s background information while keeping complying with employee rights and protection. Some reference check tools also scan consumer credit reports, social media, national security databases, and education records to verify a person’s identity. Recruiters receive automated reports that they can follow up on if necessary.
Up to 88% of resumes received for a role are unqualified. A recruiter spends 23 hours on average screening resumes for a single hire. Resume screening is still one of the biggest bottlenecks in recruitment.
Automation can help with screening candidates by automatically sorting and filtering resumes and applications based on predetermined criteria, such as education, experience, and skills. This can save time and ensure that only the most qualified talents are considered for further evaluation.
There are various types of assessments that can be automated, including aptitude tests, personality tests, skills assessments, and knowledge tests. Automated assessments can be administered online, which can be convenient for recruiters and allow for a larger pool of potential employees to be assessed.
Automated assessments can also help ensure fairness and consistency in the recruitment process by providing standardized and objective measures of candidates’ abilities. This can be particularly useful when evaluating a large number of candidates or when hiring for roles that require specific skills or knowledge.
Overall, the use of automated assessments can be a valuable addition to the recruitment process, helping staffing firms to identify the best talent for a role and making the process more efficient and effective.
Recruitment management software can track the progress of candidates’ applications in the hiring process. There are systems that can automatically place successful applicants into open interview slots, with the help of a pre-built scheduling module that is capable of syncing with the schedule of all line managers.
This is a great way to make the best use of time and fill up slots with candidates across a shorter period to allow a more precise and more accurate comparison of their interview performance. Recruiters can also send automated reminders to keep candidates up-to-date on the next steps like upcoming scheduled interviews and assessments due. This, in turn, makes the candidates more prepared for the upcoming steps too.
Candidate nurturing is an important aspect of building and maintaining an employer brand. Employer branding is a company’s ability to promote and differentiate its identity to prospective employees. Everything that companies do (and don’t) adds to the candidate’s experience with the company.
It is therefore important to maintain a relationship with candidates throughout the entire hiring process. Recruitment automation makes way for candidate nurturing tools that allow companies to engage candidates through email automation.
A lot of communication between recruiters and candidates can be automated to ensure that candidates stay informed about the updates and engaged in the hiring process. Automated email flows engage the candidates throughout the hiring process so they don’t lose interest in the position.
Introducing Oorwin’s automation-ready ATS
Oorwin’s intelligent ATS can automatically harvest resumes, screen candidates, test applicants, schedule interviews, manage the hiring process, check references, and complete new-hire paperwork. With Oorwin ATS, you can reduce your time to hire by 70% and cost per hire by 60%.
Sign up for a free trial today to explore all the amazing features Oorwin has to offer.
Frequently Asked Questions
What is recruitment automation?
Recruitment automation refers to the use of technology to automate tasks and processes in the recruitment process. This can include sourcing talents, screening resumes and job applications, scheduling and conducting interviews, and hiring new employees.
Why is recruitment automation important?
Recruitment Automation can help staffing firms save time, reduce costs, and improve the efficiency and effectiveness of the recruitment process.