Recruiters spend an average of just 7 seconds reviewing a resume. Imagine what you could be missing. In the search for the most qualified applicant, it can be challenging to balance thoughtful evaluation with effective time management. Automation may help.
Recruiting automation is a useful tool for dealing with a large volume of job seekers. But recruiting tech doesn’t stop there. You can also find software to help with interview scheduling and more.
Could automation transform the way you find your next new hire? Let’s talk about tools that streamline recruiting processes.
What is recruiting automation?
Recruitment automation refers to the use of technology to replace manual tasks through the recruitment process. You’ll never completely eliminate the need for human interaction during hiring (and why would you try?), but you can streamline the process by using artificial intelligence.
For instance, recruiting automation may include implementing software to screen submitted resumes for certain keywords or job titles. You will narrow down the field without lifting a finger.
Automating part of the recruiting process can save you time and energy. As a recruiter, these technologies help you work smarter, not harder.
What are examples of recruiting automation technologies?
Turning some of your more routine tasks over to a computer sounds great, right? But you could be wondering what exactly that looks like. And, many recruiters may worry about losing the human touch that is so crucial to finding the best candidates.
Here are some common automated recruiting technologies and tips for how you can still infuse the process with your human touch.
- Candidate pre-screening
Many software programs help you manage candidate engagement by flagging candidates with specific skills and resume keywords. Allowing an AI to screen your candidates means you can narrow down the list of resumes a human needs to review. This allows you to – hopefully – have more than 7 seconds to spend per resume. Your pre-screening process can be one of the most time consuming aspects in your recruitment process. Automation can solve this by flagging the candidates with resumes that match your requirements.
- Chatbot communication
Many applications are done online. If candidates have questions, where do they turn? Fielding hundreds of emails is an unrealistic gameplan. Installing a chatbot that is loaded with the answers to common candidate questions may help better manage the questions and concerns of potential hires during their initial application.
- Interview scheduling
Scheduling can consume a ton of time if you let it. Automating the process is an easy solution. Software that lets candidates schedule and reschedule their interview time means you don’t need to update your calendar every time someone decides to move forward in the hiring process. All you need to do is review your calendar daily to see who has selected an interview time.
- Recruitment CRMs
A candidate relationship management system is a platform for managing all types of candidates. Past and present, active and passive – all of your potential hires are saved in one place and are easily sorted. You can ask your CRM to pull certain candidates as a role becomes available. This frees up time without sacrificing the care required to match the right person with the right role.
- Video interviewing
Recruiting automation can extend as far as your first interview with a candidate. During this process, an interviewer can upload a video of themselves asking questions. The candidate then submits video answers. Then, you can block a period of time to watch all interview videos at once to streamline the process.
What are the benefits of using automation in recruiting?
Is recruiting automation right for you? If you’re running a small organization and you’re not currently overwhelmed with candidates, you may not be there yet. But if you’re swimming in resumes and looking for a life raft, automation is the dingy you’ve been waiting for.
Here are some of the best things about leveraging technology as a part of the recruitment pipeline.
When a candidate submits an application online, you can save a lot of time by using AI to screen their resume and asking them to schedule a video interview. This allows you to dive more deeply into drafting more personalized messages to candidates, reviewing current talent pipelines, reviewing key metrics, and following up with candidates and hiring managers. Automating the more monotonous tasks may mean that you can make more thoughtful, human connections with the candidates you reach out to personally.
Find better talent
Because automation in the recruiting process allows you to speed up your talent sourcing efforts, you can find higher-quality candidates without spending more time on finding them. By speeding up the pre-screening and outreach portions of your recruiting, you can focus on identifying the best person to fill your role.
Improved Candidate Experience
You may lose a candidate who becomes confused or frustrated during the initial outreach process. Candidates often drop out because they never receive follow-up or it’s hard to determine next steps. They may also disappear because they don’t have enough information to prepare for an interview.
Automated services may fill in some of the gaps where you currently lose candidates in the hiring funnel. With automated emails you always send a timely follow-up, and self-scheduling allows candidates to immediately book a time to talk when you offer an interview. The cream of the crop won’t drop out because you appear disorganized.
Reduced Time to Hire
With a large talent pool, it can take weeks to find and hire the right person. In fact, it takes 3-4 weeks on average to hire for an open position. Eliminating time consuming processes may allow you to complete the process faster.
Finding the right candidate for any role, especially management positions, can be painstaking work. Automation eases some of the burden. Leverage pre-screening and scheduling AI to streamline your way to the right candidate. You can use your assessment skills to offer more in-depth second interviews and meaningful insights.
If you’re ready to change your recruiting process, get started today with Betterleap to boost your recruiting business.
While Anna cut her corporate teeth on the product team at Airbnb, it was her early-stage startup experience that really introduced her to the world of recruiting. While she was growing the team there, she realized how painful, arduous, and challenging recruiting really is. That is, until you find a stellar recruiting team. Today, she leverages her deep recruiting experience as Betterleap’s co-founder and visionary.