The power of automated recruitment
Without the time and capacity to manage recruitment processes and candidate communication across multiple channels, many organisations are struggling to grow. That’s where recruitment automation comes in.
I’ve said it before and I’ll say it again: COVID or not, the war for talent rages on. McKinsey coined the phrase in the late 1990s, and 21 years later, it’s still as relevant as ever. Which of course means that expectations placed on HR and recruitment teams are still growing.
Attracting top talent is becoming increasingly challenging; talent acquisition teams are having to adapt to a variety of new processes. But without the time and capacity to manage recruitment tasks and candidate comms across multiple channels, these challenges can quickly become an obstacle to growth for many organisations.
Automate the recruitment process. Enable your HR and recruitment teams to work more efficiently, and streamline the menial tasks that are typically managed manually.
Just imagine, being able to truly focus your efforts on assessing how a candidate fits into your organisation, rather than spending your time listing individual roles on individual job boards, or sending out one candidate response at a time.
Recruitment automation (as the term suggests) allows recruiters to automate various aspects of the hiring process, from the first point of contact with candidates to sending out an offer letter. It uses AI and machine learning technologies to understand, evaluate and learn from the qualifications and characteristics of candidates. Even better, it gives organisations the power to make decisions based on key recruitment metrics. Rich data that employers can use to monitor and improve the entire process.
But that’s just the tip of the iceberg. Here are some of my favourite recruitment automation benefits:
1. Engage with talent faster
These days, we’re experiencing a candidate driven market. They’re in control. And you only have a very short window to attract the top talent out there. So, with such a short recruitment cycle, every email, every phone call, every bit of communication counts.
AI-based tools can help HR and recruitment teams find and connect with talent faster and much more efficiently.
2. Reduce the cost of hires
If the time wastage associated with a manual recruitment process wasn’t reason enough to persuade you, then I’m sure the cost per hire will do the trick! Because recruitment automation software will - I repeat, will - save you money.
It’s a no brainer really. Less time spent on repetitive recruitment tasks, increased productivity within your team and the ability to hire for multiple roles at once will reduce your recruitment costs. Automated processes means less working hours consumed by manual reporting, job posting, interview scheduling and other menial tasks, which directly impact the bottom line of your business.
3. Streamline data collection
If you’re part of a HR or recruitment team, you’re gonna be dealing with a lot of data. Usually files upon files on a specific drive, or on reams of paper tucked away in a filing cabinet (if you like to keep things old-school). Not only is this a bit of a security risk, it’s pretty easy to misplace, or mislabel.
The alternative is an ATS (applicant tracking system) or CRM (candidate relationship management) platform that stores all of this valuable information together in one organised, easily-accessible location. These kinds of tools will analyse applications, no matter where they come from, and present you with useful data on each applicant.
4. Create a better candidate experience
There’s nothing worse than applying for a job and having to wait two weeks for an answer. Or worse, waiting with no answer at all. It’s frustrating, and can leave candidates with a sour taste for your organisation.
A poor experience can quickly deter a highly qualified candidate from applying for a role with you. But a great experience can turn a candidate into a promoter. Automating communications with candidates can keep them informed and engaged throughout the entire process, and ensures a seamless process for candidates to upload their CV, answer any questions and submit their application.
5. Eliminate hiring biases
Believe it or not, unconscious bias still exists in the recruitment world. Every company wants to hire the right people for the right roles, but unconscious bias still influences hiring decisions. Anything from a candidate’s name, to their school, to their hometown.
While I’d encourage every business leader to still implement unconscious bias training to combat discrimination, automation tools can go a long way in helping to eliminate biases and cultivate a diverse workforce. Using technology and artificial intelligence to screen candidate CVs, analyse skills and even source candidates through social media removes the human decision making and helps to reduce the amount of unconscious bias within the recruitment process.
I could go on and on about recruitment automation, as I’m sure the team at 9am will tell you. But I’ll save that for a one-to-one chat. The important takeaway is that recruitment automation can save you valuable time, money and employee resources. Every organisation wants to hire individuals who’ll fit the culture, the team and the role. You might just need a helping hand to make it happen.