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Automation of some processes can save you a ton of time and energy, allowing your talent acquisition team to focus on more important tasks… like recruiting! In this guide, we’ll show you everything there is to know about automating your recruitment process, from the basics about what it is and how it can help you, to more advanced tips on how to get started. So let’s dive right in!
Is automation widespread?
The adoption of recruiting automation has risen by 316% over the last few years. That is a considerable increase, and it is not slowing down. But does this mean your company should start using a chatbot or other AI tool? When competitors use tools, that does not necessarily mean you must do the same. You need to analyze if it works for them and, if so, think about how to use it in your recruitment process to be more efficient.
Regarding automation, first of all, we are often talking about artificial intelligence tools. AI analyzes data much faster than humans, with a high degree of accuracy, and it is learning. According to LinkedIn 2018 Global Recruiting Trends report, 67% of respondents called AI a big time-saver in many routine tasks. That is where automation begins.
The trend of using digital tools for time-consuming regular tasks is driven by several factors, including the ever-growing war for talent. With more people competing for fewer jobs, employers need to find a way to screen candidates quickly and efficiently. AI assists with this in many ways, which we will talk about in more detail later.
In which cases should you consider automation?
Good tools can be costly, and you should consider them an investment that will save you money in the long run. How big is your company? Maybe you can outsource some functions or turn to a trustworthy recruiting agency instead of buying recruiting software. We, at StaffingPartner, use many recruiting tools, so you don’t need to pay for them when using our services. Drop us a message, and you will benefit from both professional recruiters and the best recruiting software.
For a big enterprise with many employees and a full-fledged recruiting team, recruiting automation is definitely something to consider. Your team may need some help with a high number of applicants. In this case, the right tool can automate repetitive and time-consuming tasks, so your team can focus on more strategic work.
You might not need many tools if you are a startup or small business. It is possible to manage the recruiting process manually. But as your company grows, the volume of applications will increase, and you might need to consider automating some parts of the recruiting process.
In any case, if you are unsure whether the recruiting automation is needed, feel free to contact us, and we will help you figure it out!
Practical advice to automate recruiting
Technological advances do not allow automating all tasks, and there is no need for this. You can improve almost the entire recruitment process by using some tools in a few stages of the recruiting life cycle.
Use ATS for screening.
An Applicant Tracking System (ATS) works like this: the system screens CVs to find particular keywords that match the job description. Around 75% of applicants will be rejected, and 25% of the most relevant will be passed to the next level, like an interview. Some job seekers know how those systems work and use particular keywords to get through. That is why recruiters need to look at this 25% of CVs more carefully after the automatic screening.
Examples of ATS: Greenhouse, Jobvite, iCIMS, IBM Kenexa BrassRing, Oracle Taleo.
Use chatbots for immediate communication.
Chatbot is a computer program that can simulate a human conversation. You can use it to communicate with candidates in real-time. It is essential for recruiting because it helps to establish initial contact with the candidate and determine if they meet your requirements. What does it look like in practice? The candidate starts a conversation with the recruiting chatbot, for example, by clicking on the “Contact us” button on the company website. Then they type in a question or request. The recruiting chatbot responds to this message automatically and can do some scheduling.
Examples of recruiting chatbots for 2022: JobSpire, Olivia, Humanly, Ideal, Symphony Talent.
Use assessment platforms for testing.
Assessment tests are usually used at the pre-employment stage. They can measure the candidate’s abilities, skills, and knowledge. Such tools are also used to identify training needs for existing employees. We have already talked about HackerRank. We determined that it does not suit everyone and has its drawbacks, so it is better to read the article, before implementing this instrument in your recruiting process.
Other assessment platforms are TestGorilla, Mettl, Codility and many more.
Use video interviewing to save time.
It was a common practice in the IT industry long before the pandemic. Since COVID-19 started, the recruiting process has become 100% digital in many companies from other sectors as well. And nothing is going to change in the future because it is more comfortable and efficient. It saves much time for both recruiters and candidates and allows you to use the services of recruiting agencies worldwide. You can use Skype, Google Hangouts or any other platform that suits you. They are free of charge, and you can use them for an interview with any number of candidates.
Pre-recorded video interview is another way to save time. The candidate records the answers to the questions you’ve prepared in advance. You can watch these videos at a suitable time. This way, you can interview several candidates at once without spending hours on each of them. The drawback is that you wouldn’t be able to ask clarifying questions immediately. You will need to wait until the candidate watches your message and gives you an answer which creates an additional time delay.
Video interviewing platforms: HireVue, JobStart, myinterview and many more.
There are lots of opportunities to automate recruiting. Whether limited budget or not, you don’t need them all. Start with ATS and video interviews or contact us instead. We, at StaffingPartner, use the best recruiting technologies so you can meet the first suitable candidates in the shortest time – just three business days.
Read also: Is HackerRank a Great Solution for Assessing Candidates?
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