How Recruiters Can Coexist in the Hiring Process With Automation
Recruiters must shift to automation with pressure from online recruiting platforms and growing demand from customers looking for flexibility and scalability to recover from the lockdown. However, considering the vital role it can play in ensuring that recruiting professionals continue to provide the necessary candidate satisfaction, too many businesses still have a misunderstanding of the technology. It provides a more effective, human-centric experience, far from alienating the applicant from the recruiter.
Amplifying the experience of recruiting. Candidates do not want long, complicated procedures, but rather simplicity and responsiveness, only when appropriate, with a human touch. Firms can multiply the number of suitable applicants and ensure useful connections by simplifying the phases of the recruitment process.
In order to compete successfully with online platforms, recruiting companies need to distinguish themselves by supplying these sites with comparable experience. Companies that can effectively fuse technology with a bespoke human touch can hold control over online work boards.
Ripe regular activities for automation
Important yet repetitive tasks such as scheduling of interviews, prescreening, and creation of databases are intrinsically ripe for automation. Automation will add more hours to the day by taking on administration duties. Just saving an hour per recruiter per day adds up to 260 hours per employee per year.
Take, for example, applicant pre-screening. An automated instrument will almost instantly submit pre-assessment tests to candidates, then rank and rate candidates to pre-qualify those who are qualified to step forward in the process. The framework can also be configured by recruiters to make sure that it performs as expected. The time spent on this method makes it possible for the recruiter to develop and elevate human relationships, further strengthening the added value provided by recruitment agencies overwork boards.
Advanced candidate engagement.
Automation may also dramatically change the way recruiters use their candidate monitoring system when successfully paired with machine learning (ATS). By intelligently matching applicants with current job openings and directing them along the way, new solutions will directly create an active talent pool in the ATS. Future automation technology promises even more power, which is already groundbreaking in the way it can transform an ATS.
For instance, to make a favorable first impression, an automated ATS will react immediately to new candidates. It ensures systematic follow-up so that no one falls through the cracks, provides a method of hands-free onboarding, and can even arrange recruiters' appointments. Not only are these procedures restricted to new recruits, but they may also assist organizations to retain contractors active by delivering continual follow-up and relevant content following initial placement.
Similarly, automated systems may be re-engaged in the ATS with inactive candidates. Staffing companies that do not do this often leave strong applicants on the table, incurring excessive expenses, getting new applicants on board, and leaving them at risk of being idle, too.
Insights
In terms of data, automation often yields added benefits. While manual processes produce only a minimum of siloed data, automated solutions offer a much more comprehensive view across the recruiting cycle of your applicant, customer, or contractor operation.
Automated systems can find holes in the ATS and CRM of an organization and try to populate it with data that it can access, providing a single source of truth that is easily available. Automation can do this automatically, while even the most meticulous recruiters typically only update the data when appropriate in these systems.
Conclusion
It can be the difference between survival or failure in a difficult year, apart from automation's time-saving capabilities in the hiring and sales process. While automation is undoubtedly the future of recruiting, it is not intended to replace recruiters, but rather to free them from manual tasks and instead allow them to use their interpersonal skills completely.