When it comes to finding the best talent for vacant positions, HR departments looks to employ the most efficient methods to do this. At a time when technology has reduced complex tasks to a few taps of a screen, there can be little surprise about Recruitment Automation and its popularity in talent acquisition.
The process is almost as straight forward as its name suggests: information on potential candidates and former applicants is gathered, stored and searched through via an automatic recruitment programme. The application of technology is not completely new, with Applicant Tracking Software (ATS) in use for several years already, and its value enthusiastically hailed within the recruitment industry. In fact, 75% of recruiters and talent managers use some form of software and 94% of them say it has improved the hiring processes.
Recruitment Automation uses the information stored within ‘Big Data’, drawing from publically available data on previous employers and social media profiles to compile a more detailed picture of each candidate through their experience, skills and qualifications. Armed with this information, the system itself can automatically figure out who is most likely to perform best in the available role.
5 Benefits Offered By Recruitment Automation
But how exactly can Recruitment Automation make talent acquisition easier? And what other benefits does it bring with it when the search for proven talent begins? Her are just 5 ways in which it can make a difference.
- Faster Resume Screening
- Reduces Overall Recruiting Costs
- Promotes Pre-Qualification Strategies
- Enhances Candidate Experience
- Candidate Interviews Anytime, Anywhere
All HR personnel will point to resume screening as the worst part of any recruitment strategy. The number of resumes can range from dozens to hundreds, but whatever the number might be, the exercise is always hugely time consuming.
Recruitment Automation takes the procedure out of the hands of the HR department, freeing them of the chore, and drastically reducing the time spent sifting through applicants’ resumes. Research has revealed that as much as 88% of resumes received show the applicant to be unqualified, while 98% of applicants never get an interview. And given that an average of 23 hours is spent on resume screening per hire, that translates to a lot of otherwise wasted time saved.
It is estimated that, in the US, the cost per hire is $4,129. That is pretty expensive, especially for a company experiencing high turnovers in personnel. But studies suggest that Recruitment Automation can reduce the cost of talent acquisition by as much as 50%, thanks mainly to the fact that, by establishing a simple-to-access database of suitable candidates, the time taken to find, process and consider each candidate is significantly cut.
It is universally agreed that the jobs market is candidate-driven these days. This means that, often, HR departments need to be willing to woo the most talented people. A key part of this is moving fast to find the right people, and then building a relationship with them. Recruitment automation allows recruiters to reach out to potential candidates, and thus start that building process.
But via chatbots, it also allows recruiters to ask pre-qualifying questions that can identify individuals, establish their suitability and, therefore, make the process of talent acquisition all that more efficient. And by automating repetitive tasks (like job query answering), attention can be paid to candidates without creating additional strain on HR departments.
As mentioned above, recruitment is a candidate-driven market so making them feel wanted and appreciated is important. While chatbots can help in pre-qualification strategies, these bots are also essential in enhancing the candidate experience to improve talent acquisition campaigns. How? Well, today’s candidates expect to receive notification and feedback almost immediately, with 58% admitting they had a negative impression of a company that didn’t, and 67% stating they would be impressed by a company that did. Chatbots allow recruiters to stay in touch.
The best people are not all going to be a stone’s throw from your company’s door, so it stands to reason that an effective talent acquisition campaign needs to spread the net far and wide. But this, in turn, creates a logistical problem when it comes to the interview stage. Recruitment automation can be used to solve that problem by negating the need for candidates to travel and, instead, allowing the interview to take place where and when it suits them.
Digitized interview technology also helps recruiters in separating the best from the rest. This is because the most advanced technology not only records interviews in full, but can also assess key indicators like choice of words, speech patterns, and facial expressions to identify the leading candidates.