Automation technology is transforming recruiting. In 2022, 75 percent of hiring managers expect automation to play a significant role in their hiring process. Additionally, 100 percent of HR departments will use automation to expedite hiring processes very soon.
Though recruiting automation is challenging, it helps to accelerate time-to-fill, reduce cost-per-hire and improve the overall talent profile of an organization.
This post discusses recruiting automation, its advantages, and ways companies can incorporate automation in their hiring process.
Why should you use recruiting automation in your hiring process?
Benefits of using recruiting automation in hiring process
Productivity boost
Automation enables hiring managers to work efficiently and make better decisions. Hiring managers can focus on more pressing issues by leveraging automation for resume screening and interview scheduling tasks.
Efficient hiring process
Recruiting automation enhances a company’s hiring operations, making them more efficient. The technology enables hiring managers to hire individuals based on traits associated with job performance.
Automation eliminates many variables that aren’t predictive of job performance. This elimination is especially crucial in retail, quick-service restaurants, and call centers, where recruitment teams aim to screen and assess hundreds and thousands of candidates each month.
Bias-free hiring process
Hiring managers can eliminate common hiring biases and ensure the hiring process remains impartial by using software for screening, analyzing, and ranking candidates. Also, using technology to find suitable candidates eliminates unconscious prejudices and increases workplace diversity.
How can you involve recruiting automation in the hiring process?
Ways to involve recruiting automation in the hiring process
Job advertising
Programmatic job advertising, i.e., purchasing digital adverts using software, is one of the best ways to leverage automation in recruitment. By automating the ad placement, hiring managers can target the best applicants. This feature is made feasible by automated advertising budget management. According to a recent study, automated advertising budget management has helped hiring managers cut their cost-per-applicant by more than 30 percent.
Recruiting automation can also help hiring managers strengthen the messaging around their brand. Many hiring managers use advertising automation systems to provide branded content that is more enticing than the typical job advertisement.
Job advertising platforms that use automation to target suitable talent include Appcast, Joveo, Recrutics, Wonderkind, and Adstream.
Applicant tracking
One of the most prominent types of recruitment automation technology is applicant tracking systems (ATS). Hiring managers use ATS to collect and track information about the hiring process in a database.
Tracking begins when a candidate applies for an open position and continues throughout the hiring process so that hiring managers and hiring managers can readily see where a candidate is in the hiring process and communicate with them. With so many people vying for so few vacant positions, a system like this is essential for ensuring hiring managers don’t lose sight of a great fit. Popular applicant tracking systems:
– Oracle’s Taleo – Jobvite – RecruiterBox – Greenhouse – Workday – Lever – SAP SuccessFactors – Smart hiring managers – Recruitee – SilkRoad – Workable – Hire by Google
Social recruiting
Most applicants use social media in their personal lives. So, why not reach out to them on platforms they frequent? Hiring managers can use social media recruiting methods to reach out to job searchers.
Automating social media postings and implementing recruiting campaigns are two excellent ways to reach out to potential applicants. Hiring managers can use LinkedIn, Facebook, Instagram, and Twitter to post positions and find good prospects.
Several hiring managers use the social recruiting service HireRabbit and the social scheduling platform Hootsuite to automate their social media publication processes.
Candidate pre-screening software can rank and evaluate candidates to identify a good fit for the next step in the hiring process. Intelligent resume screeners use resumes and portfolios to evaluate candidates’ experience and skills and then find the most qualified candidates from the pool.
Pre-screening with built-in chatbots or virtual recruitment assistants is also growing common. Chatbots collect basic information about candidates to assess their fit for positions, allowing hiring managers to spend more time talking with potential candidates.
Chatbots also improve the way firms interact with prospects by delivering instant responses to routine questions, allowing hiring managers to focus on more sophisticated questions. Thanks to advances in machine learning, they can ask questions, understand answers, and engage with candidates.
Some of the most well-known chatbots are Mya, Olivia by Paradox, Xor, JobPal, and AllyO.
Pre-employment assessments
Pre-hire assessment tools assess key skills and qualities, rank candidates, and eliminate potential recruiting biases that might influence selection.
Pre-employment exams help determine whether a candidate is a good fit for a vacant position. Pre-employment assessment platforms allow hiring managers and hiring managers to combine many examinations into a single online experience, giving candidates comfort.
Most skills assessment platforms can easily interact with the company’s application tracking system (ATS), ensuring that hiring managers always have the most up-to-date information on applicants as they complete exams and go through the hiring process.
Interview scheduling
Manually scheduling hundreds of interviews is tedious and challenging. On the other hand, interview scheduling automation saves time and streamlines the interview process, giving candidates and hiring managers a better experience.
If a candidate’s assessment score fulfills a recruiter’s criteria for a good fit, a scheduling software arranges the interview via emails and blocks dates and times in recruiting teams’ calendars.
Candidate nurturing
Maintaining a relationship with candidates is critical throughout the hiring process. Companies can engage candidates through email automation using candidate nurturing technologies, commonly known as candidate relationship management (CRM) systems.
Automated email flows nurture candidates throughout the process, ensuring that they remain engaged in the role. Hiring managers can also send reminders to candidates to keep them informed about forthcoming events such as interviews and evaluations.
Several hiring managers use Beamery, Jibe, Smashfly, TalentBrew, Yello, and Avature to engage candidates throughout the hiring process.
Background checks
Even the most qualified individuals must pass a background check before being officially hired. Employers can automate this step too. Name-matching technology, automated candidate research, searching for red flags on social media, and removing false positives help speed up the accuracy of background checks.
Checkr, OKHire, GoodHire, HireRight, and Intelligo are some of the top background check automation companies.
So, why is recruiting automation vital for your hiring process?
Recruiting automation can significantly improve a high-volume hiring process, and make it efficient for all parties involved. This technology does not intend to replace hiring managers. It, in fact, aims to free them from monotonous activities and allow them to know applicants and fully utilize their interpersonal talents.
Visit Turing.com to learn more about artificial intelligence and automation in the recruitment process. Turing’s AI-backed Intelligent Talent Cloud helps businesses source, vet, match and manage the world’s best software developers remotely.
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Ankit is a writer and editor who has contributed his expertise to Govt of India, Reebok, Abbott, TimesPro, Chitale Bandhu, InsideAIML, Kolte Patil Dev., etc.
