Using Recruitment Automation to Improve Hiring
Everywhere you look, companies both big and small are making incredible advancements in technologies like robotics, central processing units, cameras and augmented reality.
One area that is also rapidly expanding and growing more than ever is automation.
While the thought of automation may concern some people, it can save companies both time and money that is usually spent looking for the perfect candidate to fill an open position.
There’s a lot to learn about the benefits of hiring automation. In this article we will cover everything from how recruitment automation works to how companies can put it to use.
What is Recruitment Automation?
To understand what recruitment automation entails, one must first understand how a process, or an object becomes autonomous.
In general, autonomy is the process of removing the need for human observation and interaction to achieve the desired result. Recruitment automation is simply the process of removing a portion of the need for human labor to complete the task of onboarding and hiring a new candidate.
Take the autopilot programming that is used on most commercial airliners: the “auto” in autopilot refers to the autonomous nature of the system that is flying the plane, which means that the system doesn’t require the constant attention of the human pilot to operate. However, just like an airplane’s autopilot system, there are certain parts of the process in recruitment automation that still need to be completed by a human being.
Why is this the case?
While recruitment automation can help recruiters sift through hundreds, if not thousands of resumes to find the perfect candidate, it is still ultimately up to the hiring manager to make the call when hiring a candidate.
Therefore, we must look at recruitment automation as an aide to hiring and not as a system to be in complete control of a company’s recruitment efforts.
Types of Automated Recruiting Systems
There are many types of recruitment automaton systems, some of which are listed below:
- Resume Screening
- Chat Bots
- Digitized Interviews
- Reference Checking Software
- Automated Offer/Rejection Letters
Why is it Useful?
Looking at the above list, there are a couple of things that they all have in common: efficiency and consistency.
When a company is looking to hire a candidate, there is a good chance that the individuals in charge of hiring will be overwhelmed with the number of applicants. On average, a typical corporate job will receive 250 resumes; however, some companies receive many times that amount, and without an automated system of some sort, each resume will have to be manually examined so that a determination about the candidate’s potential can be made.
Because of this, most companies simply do not have the time or the resources to dedicate the required number of hours to recruiting and onboarding a new employee.
Besides saving time and resources on recruiting, automation of the recruitment process also ensures that all candidates are judged by the same criterion without human biases getting in the way.
For example, during a manual review of resumes, the individuals conducting the review may push a candidate towards the top of the pile solely based on the school they graduated from. With an automated system, candidates can be judged fairly since the system is not programmed with the innate shortfalls that come with being a human being. Additionally, by having an automated system to screen potential candidates, the company can better track resumes for future hiring efforts.
How to Automate your Recruiting
- Resume Screening – Resume screening tools have been around for quite some time. These tools are a tremendous help in optimizing workflows and sifting through candidates that are not a good fit. Reviewing applications is one of the most time consuming tasks for recruiters and hiring managers, taking away valuable time that could be spent interviewing qualified candidates. Having a resume screening system that integrates with your applicant tracking system (ATS) will be a big plus.
- Chatbots – Chatbots have also been around for some time but have grown much more advanced over the years. Having a chatbot in place that integrates with your ATS will save you both time and also improve the appeal of your company through faster response times and a more personal candidate experience.
- Artificially Intelligent Video Interviews – When it comes to video interviewing, AI is transforming the process by analyzing candidates word choice, speech patterns and facial expressions. This gives you insight into what may be going on behind the scenes and if the candidate would be a good fit for your organization. Take the information gathered from this tool with a grain of salt; it can be hard to tell if the candidate actually exhibits negative traits or they were just nervous/having a bad day.
- Email Automation – Being able to deliver personalized data driven emails is a huge time saver. This tool really shines through when it comes to sending reminder emails or confirming interview times with candidates. Be sure to make these emails as seamless as possible compared to your normal email sends. You want the emails to look as though they are coming directly from somebody at the company.
Recruitment automation is a valuable tool that should not be overlooked, regardless of the type of position that is being filled.
With an automated system keeping tracking of resumes, assessment scores, and interview results, companies can collect valuable data that can not only be used to reach out to candidates that might have been missed, but also to refine the company’s overall hiring practices.