Resume harvesting is a double-edged sword. It is one of the most time-consuming parts of a recruiter’s job, but also one of the most necessary to build a strong talent pipeline and reach the right candidates. 

Recruiters spend most of their time searching job boards hunting for top talent. It’s not enough to rely only on passive recruitment, hoping that the perfect candidate will see your job posting and apply. 

Recruiters need to automate as many tasks as possible to help them keep up with the market. AI in recruiting helps save time by using recruitment automation to take over this otherwise labor-intensive task, to optimize and streamline the resume harvesting process.

What Is Resume Harvesting?

Resume harvesting is part of the active recruitment process. Recruiters search through candidate profiles, on job boards or within their network, to find potential fits for open roles. This has historically been a manual process. 

Recruiters can use keywords to help narrow their search and drill down based on desired skills or experiences, but this still leaves them with many resumes to review for candidates who still may not be a good fit. 

AI works to make resume harvesting a much quicker and more thorough process, guided by large sets of data insights. 

5 Benefits Of Automated Resume Harvesting

Automated resume harvesting is the process of leveraging AI to search for qualified applicants (based on preset criteria) and downloading their profiles into your recruitment database, in order and ready for candidate screening.  Here are 5 benefits of implementing this process.

1. Save Time and Resources 

AI-powered resume harvesting solutions easily scan candidates from various job sites in one click, based on your criteria for an open role. 

By eliminating the tedious and time-consuming aspects of manual resume harvesting, recruiters can focus their time and energy on their most important responsibility, building relationships and engaging with qualified candidates. 

2. Build an Intelligent Resume Database

AI in recruiting helps reduce your long-term dependency on job boards to source talent for open roles. AI-powered solutions harvest resumes for you and can sort them based on the criteria you choose. 

Resume harvesting automates building a comprehensive intelligent pipeline of qualified, categorized candidates. You can rate profiles and store them in the system for future use as more roles open up. This ensures your pipeline is robust, relevant and readily available. 

3. Reduce Costs 

AI-powered resume harvesting  ensures you’re using your daily credits for job boards most effectively instead of wasting them on unqualified candidates.

This automated process also provides comprehensive reporting, giving you access to data   that shows which job boards are producing the best results. This information enables you to make data-driven decisions about  which boards are most worth investing in. 

4. Make Targeted Sourcing More Efficient

AI acts as your personal sourcing assistant. You tell it what to look for and it finds a list of qualified candidates based on your job criteria. 

Automated resume harvesting will source candidates without being influenced by human bias, with a strict focus on the requirements for the role in question. This provides more accurate, quick, and efficient targeting to search multiple sources quickly and find the best candidates. 

5. Improve the Quality of Candidate Sourcing

With the ability to quickly search specific candidates on a very large scale, AI-powered resume harvesting opens up your qualified talent pool on a level manual recruitment never could. 

When combined with AI-enabled candidate sourcing, this process ensures you’re finding the most qualified candidates. This is done without wasting time on manual triage for sourcing and harvesting. 

Utilize Technology for Resume Harvesting

Leaning on AI-enabled recruitment to automate your resume harvesting process plays a major part in fostering successful recruitment and hiring.

AI makes resume harvesting quick and easy, and ensures you keep your recruitment metrics strong by reducing time to hire, cost to hire, and more. 

AI solutions will do the extra work to: 

• Locate candidates through AI-powered resume harvesting from popular job boards 
• Quickly find internal candidates using AI-powered matching
• Uncover similar candidates using AI-based matching
• Intelligently rank candidates based on skills, experience, location, etc.
• Assess candidates utilizing AI-enabled pre-screening chatbots 

Reap The Benefits of Recruiting Automation

Timing is critical to stay ahead of the competition and make sure you’re tapping into the best candidate pools. Leverage recruitment automation features like resume harvesting to make sure you find the right people at the right time. 

To learn more about using an AI-powered talent intelligence platform and make sure you don’t miss out on hiring top candidates, request a demo with Oorwin today.

How To Reduce Time To Hire in Effective Steps

In today’s candidate-driven market, where job seekers have the upper hand and retention rates are lower than ever, reducing your time to hire without sacrificing the quality of hire is one of the biggest challenges facing recruiters.

Manual processes like screening and sourcing are the leading cause of lengthy recruitment processes and make it difficult to reduce the time to hire. A lengthy hiring process is enough to convince candidates to look for other opportunities. AI-enabled recruitment solutions automate repetitive tasks to speed up the sourcing and screening of qualified candidates. These solutions can even improve the resulting candidate pool and allow you to reduce time to hire without compromising quality of hire or risking the loss of top talent.

However you measure it, focusing on reducing your time to hire is critical to ensure you don’t lose desirable candidates because of unnecessary delays in your recruitment process. In this article we will cover the benefits of reducing time to hire along with the process.

How reducing time to hire can impact your business

1. Saves Money and Resources 

By hiring faster, you reduce the amount of time your hiring managers spend recruiting and the costs resulting from a vacant role. This includes factors like paying remaining employees overtime, hiring freelancers to fill a gap, or pushing back goals that impact business results and revenue. By reducing the time taken to hire new employees, a significant portion of these expenses can be avoided or reduced. This can be achieved by expediting the hiring process, resulting in lower costs per hire.

2. Avoids Fatigue and Burnout 

If your current employees are required to fill a workforce gap for too long due to a lengthy time to hire, you risk those employees experiencing burnout. This impacts the quality of their work and their levels of engagement, and could negatively impact retention. 

3. Raises Your Acceptance Rate

A faster, more efficient recruitment process means you’ll have fewer offers to compete with to land a star candidate. Candidates will have less time to explore elsewhere, giving you more negotiating power. 

A faster time to hire will also keep you from losing candidates through loss of interest or a competing offer. 

4. Accesses Higher-Quality Candidates 

High-quality candidates don’t stay available for long, especially in today’s hyper-competitive market. Potential employers race to secure top talent for themselves; ensuring your own recruitment process isn’t a delaying factor is critical. By reducing time to hire, you can screen better candidates.

5. Improves Recruiter Productivity 

With manual tasks eliminated, your recruiters have more time to focus on valuable tasks like engaging candidates, passive recruitment, and optimizing your recruitment strategy. 

6. Elevates Candidate Experience 

When your hiring process is efficient and your recruiters’ productivity is improved, they have more time to engage candidates and support a better overall candidate experience. 

How To Reduce Time To Hire With AI-Enabled Recruitment 

• Analyzing and Implementing Strategies using Data:

Employing data-driven recruitment strategies can significantly enhance the hiring process. By gathering and analyzing data, companies can evaluate and improve their recruitment funnel, identify bottlenecks, and optimize the recruitment process. Data can help identify the most successful sourcing channels, assess the effectiveness of job advertisements, and improve candidate experience.

• Assessing the Recruitment Funnel:

Evaluating the recruitment funnel can identify areas for improvement, such as reducing the time-to-hire, improving candidate engagement, or optimizing recruitment costs. By assessing the funnel, recruiters can identify which stages of the recruitment process require the most attention and can take steps to improve them.

• Creating Realistic Job Descriptions:

Creating clear, concise, and realistic job descriptions can attract the suitable candidates and ensure they understand the requirements of the role. Job descriptions that are too vague or misleading can lead to high turnover rates and dissatisfaction among new hires. Accurately describing job responsibilities, expectations, and requirements can improve candidate experience, reduce the number of unqualified candidates, and enhance the recruitment process.

• Enhancing the Careers Page:

A company’s careers page is the primary source of information for potential candidates. It should provide a comprehensive overview of the company, its values, culture, and benefits. An engaging and informative careers page can attract the right talent, improve candidate experience, and increase the number of qualified applications.

• Streamlining the Application Process:

The application process should be straightforward and efficient to ensure candidates complete it. Long and complex application forms can lead to candidate drop-off, reducing the number of qualified applications. By streamlining the application process, recruiters can improve candidate experience, reduce time-to-hire, and increase the number of qualified candidates.

• Efficient Interviewing Process with AI:

Using AI-powered virtual interviewing tools can improve the recruitment process’s efficiency and accuracy. AI-based tools can analyze candidate responses, facial expressions, and body language to provide insights into candidate suitability, enabling recruiters to make informed decisions. Additionally, AI tools can reduce recruitment bias, ensure consistency, and improve the candidate experience.

• Leveraging Skills Assessments:

Skills assessments can help evaluate a candidate’s aptitude and suitability for the role. Assessments can include technical tests, behavioral assessments, or cognitive tests, among others. Using skills assessments can reduce recruitment bias, improve the quality of hires, and enhance candidate experience.

• Utilizing Applicant Tracking Software (ATS):

ATS tools can help recruiters manage the recruitment process, from job posting to candidate onboarding. ATS can automate many administrative tasks, reducing manual efforts, and providing insights into the recruitment process. Additionally, ATS tools can improve candidate experience, reduce time-to-hire, and increase the number of qualified candidates.

• Implementing an Employee Referral Program:

Employee referrals can be a valuable source of high-quality candidates. By implementing an employee referral program, recruiters can leverage their existing workforce’s networks and incentivize referrals. Referral programs can increase the number of qualified candidates, improve time-to-hire, and reduce recruitment costs.

 

Improve Time to Hire With AI 

AI-enabled recruitment helps you not only hire faster but also hire smarter to help your business get better overall results by securing top talent. 

Learn more about how AI in recruitment can take your hiring efforts to the next level by requesting a demo with Oorwin today.

The goal for recruiters is to fill open roles with the most qualified talent. However, this involves many time-consuming tasks, with candidate sourcing at the top. AI-enabled candidate sourcing is designed to take those tasks off their hands and elevate them. 

Manual candidate sourcing makes it impossible to check every potential source for top talent. This creates an unfortunate possibility that recruiters will miss out on high-quality candidates. Ultimately, this can impact the quality of hire. 

How AI-Enabled Candidate Sourcing Benefits Your Recruitment Process 

AI aids in creating a more efficient and insightful sourcing process, ensuring the most qualified candidate is found for each role. It also frees up recruiters to use their time strategically and effectively. 

What Is AI-enabled Candidate Sourcing? 

AI-enabled sourcing is a technology that streamlines and automates the candidate sourcing process. This technology expands sourcing in ways that a single recruiter cannot. This is one of the key benefits of AI in recruitment.

AI technology quickly scans hundreds of databases and profiles to find the best candidate matches for your open roles. It gathers large sets of valuable data insights, becoming increasingly intelligent and customized with each search. 

Why is AI Candidate Sourcing Getting More Important?

AI sourcing is becoming more significant for recruiters for a few reasons.

First, it’s getting harder to find qualified candidates. Recruiters must develop better and more effective methods of sourcing applicants because there is a greater demand for quality talent. Recruitment strategies that once worked are ineffective today. Candidates react to outreach in different ways. There are increased expectations for candidate experience, quickness, and job offers.

Second, the popularity of social media has made it simpler for job seekers to find open positions and submit applications. As a result, more unqualified applicants are applying for positions, which affects job boards.

Recruiters must be able to actively source applicants from many sources to discover the best ones. AI-powered sourcing can assist by collecting information about possible candidates online and sending it directly to recruiters. 

Lastly, thanks to the distant tendency, the talent market has expanded to include the entire world as a talent pool. Data is becoming even more crucial to shortlist prospects. Using AI, pre-screening may be completed more quickly, leaving the recruiter with a smaller, more precise pool of candidates to consider.

5 Benefits of Leveraging AI Candidate Sourcing  

1. Expand Your Internal and External Talent Pool

AI-enabled sourcing contextually evaluates your candidate pool more holistically by looking at factors like previous experiences and skills. These factors are directly and indirectly related to the role. 

The technology will automatically pull candidates from famous job boards and relevant niche websites you may not have even been aware of. The technology will quickly scan the open web to draw many appropriate candidates for each role.  

In addition to external sourcing, AI allows you to gain insights about your internal talent pool by quickly reviewing your existing employees using AI-powered matching to:

• Determine if a current employee would be a good fit for an open role 
• Uncover candidates already available in your internal database
• Uncover candidates with similar skills/experience within your workforce

2. Enable Better Hiring Decisions

Using timely analytics and data-driven insights, your recruiters will make more informed and strategic decisions about sourcing and hiring for specific roles. 

They can derive meaning from unstructured data to help guide them. When you couple candidate sourcing and talent analytics, recruiters can quickly look at massive sets of data to provide contextual insights on things like:

• Quality of hire 
• Likelihood of a candidate accepting an offer
• Related job titles and skills (similar roles may have different labels or use additional terms to convey experiences)  
• Where are you sourcing your best candidates from

3. Reduce Human Bias

Leveraging AI to find and vet candidates will reduce human bias, as it is programmed to ignore things like age, gender, and race. Its sole purpose is to match the best candidate to the role based on the skills and experience required. 

4. Create a More Efficient Recruitment Workflow  

Implementing AI-enabled sourcing helps to create a more efficient workflow across the entire recruitment process. This is the start of automating and streamlining time-consuming tasks from the day of requisition until the date of hire. 

A more efficient workflow creates a smoother, faster, and more effective candidate sourcing process, allowing recruiters to focus on more strategic tasks like engaging and onboarding top talent. 

As a result, recruiter productivity and effectiveness will improve. This enabled you to fill roles faster with high-quality candidates that will be easier to retain.  

5. Reduces Costs 

AI-enabled candidate sourcing alone can significantly reduce your cost-to-hire by enabling recruiters to use their time and resources best. 

A shorter time-to-fill, time-to-hire, and requiring less staff to complete manual tasks will reduce hiring costs and improve employee retention. 

How to Leverage AI-Enabled Candidate Sourcing

1. Develop a strategy: Businesses must create a clear strategy for their AI-enabled candidate sourcing efforts. They should define their recruitment objectives and set clear metrics for success.
2. Use AI-enabled candidate sourcing solutions: Businesses should invest in AI-enabled candidate sourcing solutions tailored to their needs. These solutions should be able to collect, process, and analyze data from multiple sources, including resumes, job postings, and social media profiles.
3. Track performance: Businesses should track the performance of their AI-enabled candidate sourcing efforts to ensure they are achieving their recruitment objectives. This can be done by paying attention to metrics such as time to hire and cost per hire.

How to Assess AI Sourcing Tools for your Hiring Process

Before integrating an AI tool or recruitment software into their existing stack, recruiters should look at a few essential metrics.

1. An AI sourcing solution that primarily boosts the amount of top-of-the-funnel applicants may not be worth investing in, for instance, if candidate quality is your primary concern.
2. To help choose an affordable solution, consulting the management of all pertinent departments about your budget, vendor pricing possibilities, and critical features is crucial.
3. Understanding and implementing a new AI sourcing tool will take time. If your team is overworked and can implement it into their routine completely, it could produce favorable outcomes. 
4. The time between buying and using a new tool might be challenging. It is not wise to buy if you have to train a team of people while they are juggling other objectives, introduce new processes, transfer data between systems, and instruct them.

AI-enabled candidate sourcing is just ONE of AI’s many powerful underutilized features in recruitment. Although artificial intelligence is currently a trending topic, there is still some uncertainty due to a need for more knowledge about how it works.

Learn more about how easy and beneficial it is to incorporate AI into your recruitment process to ensure you take advantage of hiring top talent for your company by requesting a demo from Oorwin today.  

Frequently Asked Questions

What is AI Candidate Sourcing?

AI Candidate Sourcing uses artificial intelligence, automation, and data science solutions to help employers make better recruiting decisions. It can help employers identify, source, and engage with the best talent more quickly and efficiently.

How do Applicant Tracking Systems help recruiters?

Applicant Tracking Systems are cloud-based software that helps recruiters manage and store job applications. It makes it easier for recruiters to find the best candidates by using algorithms to analyze resumes and job applications.

Why is candidate sourcing important?

As a result of corporations delaying hiring the first candidate who meets the requirements for a position, talent sourcing helps organizations build a more diversified pool of candidates. Instead, they already have a collection of skilled candidates, which gives them more time and alternatives to fill positions with talent from more diverse backgrounds.

Diversity and inclusion are key to creating an engaging work environment that promotes innovation and growth. It’s also been proven that companies that promote inclusive hiring are more profitable. Diversity recruiting isn’t just the right thing, it’s the smart thing. 

Creating a truly inclusive recruitment process is important, but it isn’t easy. Recruiters face many challenges, including natural human bias, when implementing a diversity recruitment strategy. This bias is especially present in the screening and sourcing phases. 

As a result, recruiters are turning to solutions, like AI-powered talent  acquisition to reduce bias throughout their process, leveraging AI-enabled candidate sourcing and screening to support diversity and inclusion right from the start. 

Diversity vs Inclusion 

While diversity and inclusion are similar concepts, they aren’t the same. A company can be diverse but not be inclusive, and vice versa. 

Diversity refers to hiring individuals with different visible traits including gender, race, or age, and with invisible traits including unique skills, backgrounds, and experiences. 

Inclusivity is treating people equally despite those differences, including making sure they all have the same level of access to opportunities and tools, and all of their voices are heard.

The Importance of Building and Maintaining a Diverse Workforce

Inclusive hiring has a variety of benefits that have a big impact on your bottom line. 

1. Attract More Applicants. If candidates researching your company see a variety of people represented, they may feel more comfortable applying. Women, for example, might be uncomfortable applying to a company that appears to be male-dominated. 
2. Reduce Turnover. A diverse and inclusive workplace is one where employees feel heard, seen, valued, and accepted. This creates a happier, more engaged workforce who are more likely to stay with you long term, which reduces your recruitment and hiring costs.
3. Boost Productivity. A happy employee is a productive employee. The morale boost brought on by a more diverse workplace motivates employees to be more solutions-oriented, to work together, and ultimately be more productive.
4. Boost Innovation and Creativity. Similar people tend to share similar thought patterns and ideas; however, a diverse workforce is more likely to have varying thought patterns and ideas. This results in more innovative and creative brainstorming sessions, solutions, and strategies.
   Employees feel more comfortable sharing their ideas in an inclusive environment.
5. Increase Revenue. Various studies show that companies with higher diversity scores see a positive impact on their bottom line. 

The benefits of diversity and inclusion listed above directly translate to better employee output and reduced costs related to hiring and recruitment, all of which directly impact revenue. 

How AI Enhances Diversity Recruiting and Supports Inclusive Hiring

AI enhances diversity recruiting and inclusive hiring in many ways. The biggest impact being the ability to reduce the elements of conscious and unconscious bias in the recruitment process. Traditional candidate sourcing and screening are often sources of implicit bias. 

AI enhances screening and sourcing, ensuring all candidates are being considered fairly and equally, based solely on what’s required for the role. 

AI-Enabled Candidate Sourcing 

AI enabled you to source a more diverse talent and build a more inclusive pipeline. With AI-enabled candidate sourcing, you can ensure all qualified candidates have equal access to open roles by ignoring demographic information. 

Conversely, AI solutions can zero in on key demographics like race, age, or gender to help you source candidates from specific groups in order to fulfill your specific diversity goals. 

AI also helps you create more inclusive job descriptions by identifying wording or terms that may be seen as biased or discriminatory, to help attract a more diverse talent pool. 

AI-Enabled Candidate Screening 

AI helps ensure that unconscious bias is not present in the screening process. Certain information on a candidate resume may trigger bias in a human recruiter, causing them to make assumptions and overlook a candidate based on a name, school, dates, or locations.

With AI-enabled candidate screening, you can ensure that this type of data is not considered. This allows for a more objective screening process. 

AI-enabled candidate screening also allows you to avoid positive bias. This ensures that a recruiter does not favor a candidate who they feel is similar to themselves or who they better connect with socially. This type of bias leads recruiters to falsely assume a candidate is a good fit for the role.

AI will also enable you to track your progress in relation to diversity goals. By gaining access to large-scale data sets and reporting, you can determine whether your hiring process is diversity-friendly and expose any barriers to employment.

Leverage AI-Powered Talent Intelligence for Diversity and Inclusion

AI-powered talent intelligence has multiple solutions you can leverage to promote diversity and inclusion. With AI-Enabled Talent Acquisition and AI-Enabled Recruitment, your recruiters will have access to tools that allow them to achieve D&I through:: 

• Offering bias-free screening, ignoring things like race, gender, age, etc., and only focusing on the requirements for the role 
• Building a diverse talent pool 
• Increasing diversity by considering additional factors like business or life experience
• Flagging discrepancies in the hiring process and providing information on who enters the pool vs. who is hired
• Providing access to analytics to flag any signs of potential bias across all processes and exposing areas that need improvement

Investing in AI to support D&I in recruitment ensures you won’t miss out on top candidates due to bias. It will also free up your recruiters, HR, and leadership team to focus on inclusion so you can start reaping the benefits of a diverse workforce. 

To learn more about how AI can help you create a diverse workforce that will take your business to new levels of innovation, creativity, and retention, request a demo with OORWIN today.

AI-enabled candidate screening is designed to address the single most time-consuming and inefficient aspect of the recruitment process. Despite technological advancements, effective candidate screening remains one of the biggest challenges for recruiters today. 

AI-enabled screening in recruitment increases the likelihood that the most qualified candidates will not be overlooked by pinpointing which applicants are most compatible with the job description. According to resources, 35% of talent experts say AI is the leading trend influencing hiring. With recruiters no longer having to scan through resumes one by one manually, they can spend more time focusing on recruiting and engaging qualified candidates.

What Is Candidate Screening?

Candidate screening in recruitment is the process of reviewing job applications, resumes, and applicant profiles. Through this process, recruiters can identify which candidates have the right qualifications, experience, and skill set to match the job requirements and organization. 

The goal of screening candidates in recruitment is to shortlist candidates to ensure only the best are moved on to the following stages of the hiring process. 

Effective Methods Used to Streamline Candidate Screening

Whether you are reviewing a small number of applications or sifting through a sea of resumes, the screening process for candidates must adhere to specific methods to streamline the process.

The need to evaluate qualifications, which may include work experience, academic background, abilities, knowledge base, personality, behavior-indicative features, and competencies, are the main thing that is checked (whether by a human eye or artificial intelligence). Listed below are six popular methods used for effective candidate screening.

1. Background Checks

Background checks ensure accuracy and compliance with legal and organizational regulations. Employers should select the most reliable background providers to safeguard their applicants’ information. Comparing different background check providers can help identify the best one for the company’s needs. Knowing the correct background check time ensures accuracy and privacy.

 2. Assessment

Comprehensive assessments must be completed to make accurate decisions about a job applicant. Assessment tools help to determine whether a candidate has the necessary skills and qualities to perform the job effectively. Advanced technology allows employers to gain more insight into their applicants and quickly decide whether they have met the required criteria. Evaluating job candidates in a shorter time will reduce the time to complete the recruitment process while ensuring they can do the job.

3. Job Interviews

Job interviews are a great way to gauge an applicant’s personality, interest, and understanding of the job. It is also a chance to ask questions and gain an understanding of a candidate’s past experiences and motivations. Knowing how to conduct job interviews properly is essential for the interviewing process and the successful onboarding of new employees. Setting aside the necessary time and resources to plan and prepare for job interviews can help make the process smoother and result in more accurate decisions.

4. Resume Screening/Review 

Resumes provide a great starting point for individuals to present their skills and qualifications. By improving the means of screening and reviewing resumes, employers can spend less time deciding if an applicant is suitable for the position. Automation solutions can shortlist applicants quickly, allowing managers to focus on the most impressive resumes. It is also essential to focus on keywords and phrases to identify the best candidate and the applicant’s educational background and relevant experience.

5. Reference Checks

Reference checks provide insight into a job applicant’s abilities and can help confirm or deny specific skills. They are essential to the recruitment process and should be completed before making an official job offer. Leveraging this process requires asking the right questions and establishing trust while gathering information. Through reference checks, employers can gain an insider view of job applicants, enabling them to make more straightforward decisions. 

6. Predictive Analytics

Predictive analytics offers a more effective way of predicting an applicant’s success and determining a company’s best recruitment and prediction strategies. By leveraging predictive analytics technology, employers can use data-based insights to assess performance under certain conditions, leading to more accurate decisions about job applicants. Furthermore, leveraging predictive analytics enables employers to weed out potentially harmful or fraudulent job applications.

Challenges Recruiters Face During the Candidate Screening Process

The candidate screening process can be challenging for recruiters; the most common 3 challenges are -:

1. Slow Time To Hire Rate

The ever-growing demand for recruiters to do more with fewer resources and the extensive time needed for candidate screening is detrimental to productivity. And inevitably slows down the time to hire. 

Having a longer screening process and time to hire creates a greater risk of losing high-quality candidates to competitors. This is especially true when competitors provide quicker recruitment and hiring experience. An efficient applicant tracking system (ATS) could be helpful in this situation, as it can automate a significant chunk of the procedure and let you review and manage staggering numbers of applications.

2. Quality of Hire

Hiring the wrong people is expensive. Traditional ATS systems alone cannot measure the success or quality of hires. This leaves recruiters manually collecting and analyzing data to observe recruiting and hiring patterns. 

This results in more frequent bad hires being discovered later, creating wasted time and resources for your business.

3. Volumes of Resumes

Many applications that submit for open roles are considered unqualified or irrelevant. The countless hours spent while recruiters weed these out are better used to tend to qualified candidates, active recruitment, and strategic work. 

With such high levels of applicant volume to work through, it is almost inevitable that some good ones will slip through the cracks while recruiters are using their time speaking with less desirable candidates. 

How To Improve Your Candidate Screening Process With AI-Enabled Recruitment

AI-enabled screening reduces the time to hire and improves recruitment effectiveness by streamlining and automating the candidate screening process. It enables recruiters to set priorities in their applicant list without relying on manually screening candidates.

Here are three additional ways that AI can improve candidate screening:

1. AI-enabled recruitment helps remove human bias and promotes diversity, equality, and inclusion regarding candidate selection. It also helps ensure each applicant has similar experiences to promote fairness.
2. AI-powered talent intelligence platforms provide vast amounts of valuable data insights to recruiters. Features like predictive talent analytics provide data showing which steps in the recruiting and hiring process need to be more efficient and highlight where recruiting funds should be allocated or reduced based on which sources bring in the top candidates. 
3. AI-enabled talent acquisition solutions can quickly provide customized recommendations based on enormous data sets your recruiters cannot manually analyze. 

When Leveraging AI-Enabled Recruitment, Recruiters Can:

• Rank candidates based on skills, experience, and location and assess them using AI-enabled pre-screening chatbots to accurately match relevant profiles based on the job criteria through context-driven talent selection.
• Automate the evaluation and selection of qualified candidates suitable to interview.
• Create a solid pipeline, ensuring your organization always has access to the best talent. 
• Source strong passive candidates from multiple channels and make recommendations from profiles closely matching the job description.
• Improve the quality of hires by tracking applicants and activities with advanced analytics.  

Today’s job marketing is more competitive than ever. And recruiters must dedicate more time and effort to actively sourcing and engaging the most qualified candidates. 

Frequently Asked Questions

What do pre-employment background checks look for?

Pre-employment background checks typically look for information such as a potential employee’s criminal history, credit history, education, references, and prior employment.

Are there any restrictions on pre-employment screening?

Many states have laws that regulate what employers can and cannot do during pre-employment screening. In general, employers cannot access certain types of information, such as Social Security numbers or financial records. Additionally, employers must obtain the candidate’s consent to conduct employment screening.

 What is involved in an automated screening process?

Automated screening processes can include:

1. Checking references.
2. Validating education.
3. Verifying criminal records and credit histories.
4. Using bots to search for keywords in resumes.

Automated screening can also send automated emails to a candidate’s previous employers for verification. Automated screening processes are often more efficient than manual methods, saving a business time and money.

The 10 Most Important Recruitment Metrics To Track In 2023

In today’s competitive job market recruiting and retaining top talent is more important than ever but there has been a serious level of challenges faced by recruiters with the over looming recession,talent shortage, high recruitment costs,and  insufficient recruitment processes..

Recruitment metrics play a vital role in the continuous improvement of your hiring functions and measures success with razor-sharp accuracy. They are a set of measurements that track and evaluate hiring metrics for success and optimize your recruitment process using information-driven insights to guide you.

Leveraging data from talent analytics and recruitment reports helps you stay ahead of the competition by quickly seeing what needs improvement and where to focus your efforts.

What are Recruitment Metrics ?

Recruitment Metrics help organizations track, analyze and streamline the hiring process.

They are a crucial component of a recruitment funnel that is data-driven. Metrics for recruiting are essential for determining which functions need to be improved and where changes should be made because they show which processes are operating well and which are not.

Why Should You Track Recruitment Metrics?

Recruitment metrics give you the visibility you need to make informed, data-driven strategic decisions. The data provided can show valuable insights about your recruitment team and process so you can use your resources more effectively and increase your ROI.

These recruitment metrics allow you to measure the success of your hiring goals, track progress on internal recruiting benchmarks, and see how you compare with the market.

Top 10 Frequently used Recruitment Metrics to track in 2023

The sheer volume of recruitment metrics available makes the prospect of data-driven recruitment seem overwhelming. We’ve put together a list of the key hiring metrics you should track to get you started.

1. Time to Fill 

Time to fill refers to the number of days between approval of a job requisition and acceptance of the job offer. It measures the speed and efficiency of your recruitment process.

You can use this recruitment metric to optimize your  talent strategy. By monitoring time to fill, you gain a better understanding of the time it takes to fill or replace a position, and identify which factors cause delays (such as industry and type of position).

2. Time to Hire

Time to hire refers to the number of days between a candidate applying for the position and accepting the job offer. This recruitment metric measures  how fast each step of your recruitment process moves, zeroing in on bottlenecks and inefficiencies that create slowdowns.

3. Application Completion Rate 

The application completion rate refers to the number of candidates who completed the job application process versus those who started but didn’t finish it. A low application completion rate can signal process issues. This allows you to see where to streamline processes to provide a better candidate experience and not miss out on top talent.

4. Offer Acceptance Rate 

The offer acceptance rate refers to the difference between the number of candidates given a job offer and the number that accept it.

A low rate is typically a sign of a lackluster employee value proposition for things like compensation and benefits. These insights can help you fine-tune your offering to be competitive with the talent market and create more transparent job postings.

5. Probation Rate

Quality of hire is measured by how quickly a candidate adjusts to their role and how well their performance is rated within their first year.

This hiring metric indicates whether you’re hiring the right people, which helps you cut costs associated with bad hires.

6. Interview to Hire Ratio

With the interview-to-hire metric, the Quality of Hire may also be measured. This recruitment metric determines the percentage of applicants the recruiting function submits who are hired.

Ratios of interviews to hires indicate the strength of the shortlisting process. To maintain overall hiring effectiveness, ensure your organization has a solid interview-to-hire ratio.

7. Cost Per Hire

Cost per hire refers to the internal and external spending that make up the cost of hiring a candidate. Internal costs can include referral fees, admin costs, and training expenses. External costs can include background checks, marketing fees, and sourcing expenses.

This hiring metric adds value to your recruitment strategy by helping you drill down into the specific costs for each step in your process. Allowing you to make data-driven decisions to fine-tune factors that unnecessarily drive up your cost per hire.

8. Number of Open Positions 

This refers to how many open positions you have at any given time and how long they remain open on average.

A large percentage of open positions indicate high demand and rapid growth. But this recruitment metric could also indicate a low candidate supply, and/or lack of demand or interest in the role.

9. Applications Per Open Role 

The number of applications per open role is the total number of candidates that submit an application for a role.

A lot of applicants can signal high demand and interest in a position. But, depending on how many are qualified, it can also indicate an overly broad job description.

Minimal applications may indicate low demand or interest due to a poorly written job description or lackluster offering.

This recruitment metric is a great way for HR leaders to see the level of exposure their recruiters are able to achieve for their job postings.

10. Candidate experience

Consider the candidate’s experience while discussing recruiting metrics. A candidate experience survey is frequently used to gauge candidate experience, which is how job searchers view an employer’s hiring and onboarding procedure. The essential elements of the experience that can be improved are identified using the Net Promoter Score in this survey.

Remember that at various points of the hiring process, you may gauge the candidate’s experience. Refrain from discounting failed applicants too. To gain a more true impression of your applicant’s experience, you should compare them to the ones you ultimately hired.

Using a Talent Intelligence Platform to Track Recruitment Metrics 

Talent Intelligence platforms like Oorwin make tracking recruitment metrics easy. They enable you to analyze large sets of data patterns in a comprehensive way using advanced visualization solutions and dashboards.

AI-enabled functions like predictive analytics can even help you predict factors like:

• the probability of job closure based on market factors
• salaries using internal and external market trends
• current versus potential workforce productivity

Data-driven recruiting helps you work smarter to hire and retain the best candidates using powerful insights and resources.

Learn more about how recruitment reporting can give you an edge over the competition by requesting a demo from Oorwin today.