Does incorporating a new automation routine needs an introduction? The world is moving into a direction that automation is waiting at the end of the rainbow. With that said, the area that we’re interested in is recruiting automation.
If a company is hiring at scale, and has not yet taken up the recruiting automation option, it would go through a nightmarish and painful procedure, especially with the ever-increasing number of the potential talents and vacant position to be filled.
Like a myriad of other industries, automation technology has evolved the face of the game and streamlined the hiring routines. "Recruiting automation will play even a more critical role in the hiring process." point out 75% of recruiters, "and the dependency of the recruitment department on automation sweeping in and making everything easier shortly is apparent."
With that said, automating a sector mainly centered around people raises some earnest questions. Probably the most important point raised is that a recruiting automation system would annoy the employees and give birth to some restlessness; however, some benefits do exist to balance out the scales.
One of the most promising aspects of using recruiting automation is using programmatic job advertising, which is the purchasing of digital advertisements using the software. Through automated outreach advertisements, you will be able to target the best-possible fits in the digital realm and cut back on costs. Automated advertising budget management can help you in this crusade, bringing down the cost-per-applicant by over 30%.
In the past, following up with an unsuccessfully interviewed candidate and collecting information throughout the hiring process proved to be a tedious chore! As a widely accepted and appreciated recruiting automation technology, the new applicant tracking system blew every recruiter’s mind with its full-rounded and practical capabilities.
Tracking and applicant start as soon as a candidate fills out the application form or sends his resume for an open role. The magic continues the further the candidate proceeds into the hiring operation where the ATS continually grabs and stores information related to that particular applicant for future reviews and reconsiderations.
In stalking the inputs of applicants without missing a bit, the applicant tracking system sets an example of how recruiting automation removes conventional barricades holding managements and companies from quickly accessing essential candidate information.
It shouldn’t be a shock that with a new generation full-heartedly bent on spending countless hours on social media, a vast portion of recruiters and highly skilled applicants use some job-advertising platform to gain more visibility and hints on what opportunities are available. While LinkedIn mainly focuses on job-related transactions, many recruiters tend to hurdle other platforms such as Facebook, Instagram, and Twitter. This way, they can hit the potential candidates where they are more active and less official.
To reach the best fits in your local area, you need to learn how to employ social media recruiting strategies. These strategies, which are a crucial part of recruiting automation, will have a greater effect if posed as social media posts and online recruiting campaign, which usually builds up a buzz for your brand management.
Recruiting automation allows you to pre-qualify the candidates you deem worthy of moving forward in the hiring process. They help you to rank and grade these applicants.
Ideal and Freshteam are popular resume screening tools; however, many of these ATSs feature basic resume screening functionality, whereas an ATS which uses AI and Machine learning can give you a massive advantage.
Aside from the popular automated tools, built-in chatbots, or virtual recruitment assistants, are starting to make a name for themselves as the new pre-screening method. They free up time and resources for the management and recruiting teams by assessing the suitability of candidates for the advertised job by asking basic questions. They are programmed to gather simple information, understand candidate answers, and interact with them to a certain degree. However, thanks to the day-by-day improvements making machine-learning even more complete in the upcoming times, we will witness chatbots packing up more complicated information.
The pre-employment assessment platforms are immensely crucial to measuring relevant skills and characteristic features of candidates, eventually developing into a ranking system that sorts out the candidates. Also, these types of systems throw out any biased decision making that can interrupt the selection.
A wide array of pre-employment assessment platforms are available out there designed to evaluate a candidate’s fit for a vacancy. Some of these platforms, however, like Bryq, take it to the next level and measure an applicant’s tangible skills and are armed with tools to measure cognitive abilities, individual characteristics, and situational behavior.
The task of manually setting up interviews has long lingered on recruitment agent shoulders for decades, and quite frankly, it has been taking a massive toll on their time and energy, right up until now. Today, and thanks to recruiting automation systems, the whole process has been completely removed from recruiter’s daily task and transferred to the automated hiring tool.
Through the automated interview scheduling, the recruiting team can now focus on more vital and essential tasks and trust that interviews will be managed smoothly without a single touch of the hand.
Calendly is a good example of automation technology used for scheduling interviews during the hiring process.
Many companies fail to keep a lasting and durable relationship with candidates throughout the whole hiring process. That’s where recruiting automation comes in to improve the situation once again.
To establish a more two-way bridge between the company and possible fits, the candidate relationship management (CRM) systems, or commonly known as candidate nurturing tool, takes charge and introduces new methods for a better mutual understanding.
Automated email flows nurture candidates throughout the process, ensuring they stay engaged and don’t lose interest in the position. You can also send automatic reminders to keep candidates up-to-date on the next steps, like upcoming scheduled interviews and assessments due.