Your HR team has plenty of necessary responsibilities to keep the day-to-day organizational operation running smoothly that often get overlooked. Whether that’s manual data entry from new hire paperwork into your payroll provider or benefits system, analyzing the most effective candidate sources, or how to improve your existing hiring processes, there are many hats that your HR professionals wear on a daily basis.
Here’s some good news: you can lessen the workload of these critical workers while giving them time back in their day to focus on other, just as important to-dos. How? By implementing recruitment automation. Recruitment automation is software that allows HR and business leaders to streamline steps in the recruitment process that otherwise managed manually. Recruitment automation does the work for you, automatically engaging with top talent through each step in your hiring process.
This software has the ability to help you get way more out of your every day efforts by simply integrating it into your HR strategies, all while eliminating human error. Read on to learn more about how automating recruitment processes can help your business recruit and hire top talent.
Ways recruitment automation can get more out of routine efforts
Eliminate tedious tasks
During the hiring process, there are several steps that are repeated from one candidate to another. Interviewers spend precious time screening candidates over phone (or video) calls, coordinate times to talk, and even manually enter data into payroll providers once an offer has been accepted. That’s a considerable amount of time that could be better spent focusing on tasks that drive ROI and boost your bottom line. These tasks, however, are critical to adding the best talent to your team — which is where automating recruitment processes can help.
With recruitment automation, you shift the onus of coordination onto the candidate. For example, when you use an automatic interview scheduler, the candidate has a calendar view of your hiring manager’s availability; all they have to do is select the time that works best for them and poof, you’re done — all without picking up the phone or writing an email! No more back and forth, and you have an interview organized. There are several other areas that streamlining candidate communication like this would greatly benefit your HR team, allowing them to achieve more daily while also allowing time for more human to human interaction with existing team members and candidates.
Fill roles faster
No matter what industry you’re in, there’s one common goal in hiring these days: to get people to work faster. With recruitment automation, you have the ability to quickly sort through high applicant volume so your team can focus on the quality candidates.
Perhaps you want to focus on eliminating unqualified candidates before an interview can even be scheduled to save your hiring team time. You could choose to implement a screening survey to be sent once an application has been submitted. All the candidate needs to do is answer a brief, 10 question survey on their own time. The brilliance behind this tactic is by including “knock out” questions that will immediately eliminate unqualified candidates from your applicant flow if they don’t provide the answer you’re looking for. Maybe you need a caregiver with CPR certifications or a certified automotive technician; you don’t need to collect these documents just yet, but asking a simple “yes” or “no” will help your hiring managers move with urgency through incoming applications so you can add the best talent on your team faster.
Improve the candidate experience
In Hireology’s recent Future of Hiring survey, 91% of survey takers reported being ghosted by a candidate in the interview process within the last year. If you’re unfamiliar with the term, ghosting is when a candidate simply doesn’t show up to an interview (or even respond to offers!) without so much as a call or email to explain. Recruitment automation can help businesses keep candidates engaged in their hiring processes to reduce the amount of ghosting that occurs.
There are several ways that you can keep candidates warm and engaged in your hiring process. You want to conduct a quick hiring process, which can be created by introducing the screening surveys we talked about earlier or by creating automated messages to be sent to candidates after they submit an application. For instance, an initial response to an application takes 3 – 4 days for 39% of respondents to the Future of Hiring survey; that’s half a week that your competitors have had to reach out to interested applicants first.
You could take this a step further to reduce the amount of ghosting candidates by sending process reminders that will nudge them to continue the process with your company, whether that’s a reminder about an upcoming interview or to submit documents. Just like in sales, remaining top of mind is important if you want your next hire to be top talent.
Getting started
Recruitment automation is the way of the future for hiring, as it allows for tedious tasks to be eliminated from your hiring manager’s plate, helps fill open roles faster, and improves the overall candidate experience. As there is expected to be an increase in applicant volume in the coming months, it will quickly become imperative that systems be put into place to quickly identify the best of the best and move them through the hiring process if businesses want to hire.
Are you interested in learning more about automating your recruitment processes with Hireology? Book a time to connect with one of our trained representatives for more information.
