If you’re hiring at scale, you might run into problems. With an ever-increasing number of candidates to sort through and open roles to fill—not to mention an under-dimensioned recruitment department—it’s no surprise that you might be having trouble sourcing and selecting qualified candidates for your organization.
That’s where recruiting automation comes in. Like it has with so many other industries, automation technology is transforming recruiting as we’ve known it. 75% of recruiters say technology will play a larger role in their hiring process this year—and we can expect that 100% of recruitment departments will rely on automation to streamline hiring processes sooner rather than later.
With that said, in an industry that’s centered almost entirely around people, it may seem counterintuitive to automate different parts of your recruiting process; however, there are actually a number of benefits to doing just that.
The first step to getting started is being informed about recruiting automation and the benefits it brings. What are some of the key uses of recruitment automation in your hiring process? Keep reading to find out!
- Job advertising
- Applicant tracking
- Social recruiting
- Candidate pre-screening
- Pre-employment assessments
- Interview scheduling
- Candidate nurturing
- Background checks
- Candidate rediscovery and ranking
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Why should you use recruiting automation?
Recruitment teams benefit from using recruiting automation in many ways. Here are a few of the most impactful advantages.
Increased productivity: Automation is not meant to replace recruiters, but rather to empower them to work more efficiently and make better decisions at a faster pace. Automating processes like manual resume screening and interview scheduling allow recruiters to focus on more meaningful work, such as evaluating for cultural fit.
Improved quality of hire: Recruiting automation not only increases efficiency but also improves the quality of a company’s hiring efforts. It allows recruiters to hire candidates based on characteristics predictive for job success. Automation also leads to more consistent hiring decisions, as it removes many variables that are not predictive for job performance.
Enhanced candidate experience: Automation technology doesn’t only benefit recruiters—it benefits candidates as well! By automating certain steps in the recruitment process, recruiters can focus more on building relationships, while candidates experience a streamlined process, get faster responses, and don’t have to wait as long for a hiring decision. It’s a win for everyone.
Providing great candidate experience is becoming more and more important. Investing in recruiting automation will make your hiring process more pleasant for the candidates.
Increased diversity: By using technology for screening, assessing, and ranking candidates, you can remove any common hiring biases and ensure the process remains completely objective. Turning to automation to find ideal candidates without unconscious biases leads to increased diversity in the workplace.
Reduced time to hire: Each day that an open role goes unfilled, companies face lost profitability and productivity. By automating certain phases of the hiring process, such as candidate pre-screening, nurturing, and assessments, you can greatly reduce your overall time to hire and provide a more positive candidate experience in the process.
How is recruiting automation used in the hiring process?
Recruiters can use automation technology in many different ways throughout all stages of the hiring process, from the initial application to the final decision. Next, we’ll tell you about some of our favorite uses of recruitment automation.
1. Job advertising
One of the best ways to use automation in recruitment is with programmatic job advertising, which is the purchasing of digital advertisements using software. Automating placing your advertisements will allow you to target the ideal candidates all over the internet and save money on ads with low (or no) return on investment. Automated advertising budget management makes this possible, helping recruiters reduce cost-per-applicant by over 30%.
Recruiting automation can also improve your employer brand messaging. Many recruiters are turning to advertising automation tools to push out branded content that’s more appealing than your average job posting. Instead, job postings include content that highlights different employee experiences and paints a picture of the company’s culture.
This is what a profile a programmatic job advertising solution uses can look like. Potential candidates are hypertargeted at places where they spend time online.
2. Applicant tracking
Applicant Tracking Systems (ATS) are one of the most common types of recruitment automation technology. These systems are used by recruiters to collect and track the recruitment process in a hiring database. Tracking begins as soon as a candidate applies for an open role and continues throughout the hiring process so recruiters and hiring managers can all easily access details on which stage a candidate is in and collaborate in the recruitment process.
With so many candidates competing for so many open positions, this type of solution is invaluable for staying organized—not to mention for ensuring you don’t accidentally lose track of someone who’s an awesome fit!
ATSs have many different functionalities from careers site editor to sourcing extensions and even video interviewing, so consider your needs carefully when choosing your ATS.
3. Social recruiting
98% of recruiters today use LinkedIn to post jobs and source candidates—and chances are, they’re on other popular social media sites like Facebook, Instagram, and Twitter as well. Your candidates are probably already active on social media in their personal lives; so why not reach them where they’re naturally spending time?
There are a few different ways you can employ social media recruiting strategies to reach job seekers in your area. Automating your recruitment social media posts and launching recruiting campaigns can both be highly effective for reaching potential candidates. Scanning your employees’ connections and aggregating and sorting data from social networking sites are excellent ways to source potential candidates as well.
In addition to using social sites directly, such as LinkedIn’s Talent Solutions, recruiters utilize social recruiting platforms like HireRabbit and social scheduling tools like Hootsuite to automate their social media publishing processes.
These data sets help recruiters make the right hiring decisions. Gathering such amount of data manually would take hours and wouldn’t be as precise.
4. Candidate pre-screening
Candidate pre-screening tools can rank and grade candidates to pre-qualify those who are a fit to move forward in the hiring process. For example, intelligent resume screeners contextually evaluate a candidate’s experience, skills, and characteristics based on their resumes and other information and automatically identify the most qualified applicants.
Built-in chatbots, or virtual recruitment assistants, are also becoming increasingly common for pre-screening. The chatbots gather basic information about candidates to determine their suitability for roles— freeing you up to spend more time connecting with potential employees. They can ask questions, understand answers, and interact with candidates thanks to innovations in machine learning.
Chatbots also improve the way companies engage with candidates by providing immediate answers to common questions applicants might have, leaving recruiters more time to answer more complex questions.
5. Pre-employment assessments
Pre-hire assessment platforms are extremely valuable for assessing relevant skills and characteristics, automatically ranking candidates based on their scores, and mitigating against any potential hiring biases that might skew candidate selection.
There are several types of pre-employment assessments, which are tests designed to assess a candidate’s fit for an open role. Some assessments are focused on measuring actual (e.g. technical) skills, whereas others are geared towards measuring things like cognitive ability, personality characteristics, and situational behavior.
Pre-employment assessment platforms often allow combining different assessments into one online experience, providing recruiters and hiring managers with a holistic view of a candidate.
Most skills assessment platforms also integrate easily with your company’s ATS to ensure you always have the most up-to-date information available on applicants as they take assessments and move through the hiring process.
Harver, HireVue, ConveyIQ, Pymetrics, Prevue, Plum, and Koru are all examples of pre-employment assessment software that’s used by recruiters to automatically assess and select candidates based on the skills and characteristics you’re looking for.
Recruiters and hiring managers can see assessment results of the candidates in a user-friendly overview, helping them move candidates forward in the process faster.
6. Interview scheduling
Manually scheduling interviews might not sound like a time-consuming task—until you’re tasked with going back and forth to check availability for all the different applicants you’d like to meet with. Scheduling candidates for interviews is actually often cited as one of the most tedious parts of the recruiting process. Interview scheduling automation saves time and streamlines the interview process, which creates a better experience for candidates and recruiters alike.
7. Candidate nurturing
It’s important to maintain a relationship with candidates throughout the entire hiring process—not just when they’re actively being interviewed and considered. Candidate nurturing tools, also referred to as candidate relationship management (CRM) systems, allow companies to engage candidates through email automation.
Automated email flows nurture candidates throughout the process, ensuring they stay engaged and don’t lose interest in the position. You can also send automated reminders to keep candidates up-to-date on next steps like upcoming scheduled interviews and assessments due.
In addition to cost optimization, using a CRM also helps reduce time to hire.
8. Background checks
Of course, even the most qualified candidates need to pass a background check before they’re officially hired—and that part of the hiring process can be automated too! Features like name-matching technology, automated research on candidates, searching for red flags, and removal of false hits help to greatly improve the speed and accuracy of your background checking efforts.
9. Candidate rediscovery and ranking
For most of open roles, you probably have multiple qualified candidates but you only hire one. However, in today’s job market, you can’t afford to lose track of great candidates with promising profiles.
So if you’re not already building a talent pool of past applicants who may be qualified candidates for future roles, candidate rediscovery and ranking technology is exactly what you need to start. This form of automation technology is used to help companies identify past candidates who might be a good fit for a current role, as well as for candidate scoring and ranking to speed up the selection process.
That means that you probably have up to 3 qualified candidates per role that you did not hire this time around. However, they are already interested in your company and might be just perfect for one of your future openings, so why not keep track of them?
Final thoughts on recruiting automation
Recruiting automation can truly enhance your high-volume recruitment process and help you make it more efficient (and pleasant) for everyone involved. It is not meant to replace recruiters, but rather to free them from manual tasks and let them refocus their attention on getting to know candidates and fully utilizing their interpersonal skills. And in a job market that requires recruiters to find creative ways to compete for top talent, these are obvious perks that you should start taking full advantage of.
Are you curious about more ways that artificial intelligence and automation are used in recruitment? Check out 9 intriguing uses of AI in recruitment in 2019.