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AI-driven automation has been a game changer for recruitment.
Back in 2022, a survey by Tidio had found that 66% of businesses leverage AI for their HR processes. Today the number stands at 70%, which includes 99% of Fortune 500 companies, who’ve integrated automation in recruitment.
Considering how cumbersome manual recruiting processes can become, more businesses are looking to automate most of them. But with the expanse of recruitment automation tools available today, deciding upon how and where to start can be confusing for many.
That’s why we’ve put together this list, exploring 11 potential ways businesses can leverage automation in recruitment.
Ways to Implement Recruitment Automation
Businesses can transform their recruitment strategy by integrating automation. From sourcing candidates to onboarding, here are some ways employers can enhance the performance of their HR teams by using automation in recruitment:
1. Job Posting
Repetitive tasks like posting job openings are the first in line to get automated. HR teams can leverage recruitment technology for creating optimized job postings from templates or job descriptions. They can also use scheduling tools to post these to multiple job boards to maximize their reach.
For job boards with advanced features, especially paid ones, HR teams can use insights gleaned from AI analytics to select the best-performing metrics like keywords, target audience and ad campaign styles. This can help hiring campaigns have greater visibility and more impressions. It would entail that resources are utilized efficiently while maximizing impact.
HR teams can greatly benefit from Akrivia HCM’s Recruitment Management software that comes with an in-built requisition management feature. This will allow hiring teams to keep track of an entire job posting cycle, from creating a requisition to posting the job opening. This feature can be paired with the integrated ATS as well. Ultimately, this will further improve progress tracking by allowing real time applicant tracking with candidate screening and assessment.
2. Sourcing Candidates
Talent sourcing takes up one-third of a recruiter’s time weekly. For niche roles that require highly specialized individuals, sourcing candidates can even take months. Recruiting teams can also automate recruitment by sourcing candidates.
Instead of manually scouring job boards to access profiles, tools like applicant tracking systems can be used to search for candidates much more efficiently.
Recruiters can also use job board features with search customizing metrics to find candidates. Eventually, this can contribute to a talent repository. This can, in turn, allow companies to gain a competitive edge by having access to resources to empower their workforce as need arises.
3. Resume Parsing and Ranking
Going through numerous resumes and picking out the top ones can be an even more draining task. Luckily for recruiters, comprehensive ATS solutions, like the one by Akrivia HCM, come equipped with resume parsing and ranking features. This way, the most compatible candidates are already put at the top of the list.
Recruiters can then invest time in building a strategy to review these top ranked candidates. Because the ATS has already done most of the legwork for them, they don’t have to spend time on the less promising candidates.
4. Pre-screening questions
Recruiters can design a pre-screening questionnaire which focuses on deal breaker questions. For instance, if the role requires the employee to be present in office at a particular location, then you can add questions like:
Are you open for an in-office role?
Are you open to working from [location name] and relocate if necessary?
These questions can have yes/no answers where if candidates click ‘no’, they are automatically eliminated. To automate the process further and boost candidate engagement at the same time, you can also implement automatic responding tools, for both accepted and rejected applications.
5. Application Process
As per a survey, almost 60% of candidates stop halfway through filling a job application if it’s too complex or lengthy.
So, simplifying it can help employers reduce time to hire and attract more candidates. Integrating mobile friendly tools with autoreply features can be great way to automate your recruitment process.
For instance, if you receive an application, you can automate a reply with the link to a short questionnaire. You can even include an information sheet linked directly to your ATS, in the job posting itself.
6. Interview Scheduling
HR teams usually have their hands full with tasks like interacting with candidates, coordinating with hiring teams and managing employee engagement. That’s why the continuous back and forth to schedule interviews is something that can be taken off their plates. Some ATS support automatic interview scheduling where recruiters can enter open slots while the candidates can choose a timing that works for them. Once a slot is decided, it can further get integrated into their calendars and automated reminders can also be sent out accordingly.
7. Skill-based Assessments
Recruiters can leverage pre-employment testing platforms for skill-based assessments. The platforms can automate scoring these assessments and analysing the reports, making it easier to spot candidate strengths and weaknesses. Tests and passing criteria can be chosen according to the job role. Additionally, these testing platforms can also be integrated into applicant tracking systems to enhance candidate profiles. Additionally, skill-based assessments can also be used to facilitate a candidate scoring process that will ultimately improve the recruitment process.
8. Candidate Engagement
Keeping candidates engaged for the entirety of the hiring process is one of the biggest challenges recruiters faces.
According to a candidate experience report, 42% of candidates have declined job offers owing to poor candidate experience during the hiring process.
Recruiters can bring down these numbers by automating candidate engagement tasks throughout the hiring process. By leveraging tools like chatbots to promptly answer applicant questions and sending automated notifications tracking the application process, recruiters can ensure that candidates aren’t left completely in the dark.
The transparency along with the efficient communication can contribute a positive candidate experience. Additionally, it also adds to employer brand by displaying professionalism.
9. Background Checks
Background checks are a crucial but repetitive part of the hiring process. It can be time consuming to manually send out consent forms, calling up references and verifying past employment records. Companies often use a third-party agency to do these tasks, which raises the cost of the hiring process.
This where is background checking software can be directly integrated into the ATS to boost efficiency. From obtaining candidate consent to collecting data from public databases to verify criminal records, educational qualifications and professional certifications can be done by integrating automation.
10. Onboarding
In a traditional onboarding process, HR teams spend a significant amount of time on manual tasks like collecting paperwork, scheduling training, and sending welcome emails. For new hires, it can be overwhelming to take in a lot of new information at the same time.
Recruitment automation can help with both employers and new hires in this regard. Onboarding software can be used to automate tasks like sending pre-hire paperwork, scheduling training programs, and setting up new employee accounts. Companies can implement self-service features like online forms and online portals where new hires can find answers to FAQs.
11. Candidate Experience Survey
Candidate experience surveys can play a big part in fine tuning the hiring process. But doing it manually can be draining for HR teams. Companies can implement survey tools, that are integrated with their ATS, and can send out personalizes survey links based on applications reaching a certain stage, like after an interview or upon receiving a rejection email. They can also be used to automate reminder notifications and compile reports based on answers from the candidates.
Why Choose Recruitment Automation?
In addition to streamlining the workflow for HR teams, utilizing automation in recruitment can benefit candidates too. Candidates can receive timely updates on their application status, can schedule interviews at their convenience through user-friendly interfaces, and access relevant information through self-service portals. This efficiency can lead to a positive candidate experience is crucial for attracting and retaining top talent in a competitive market.
AI Recruitment automation can also facilitate better hiring decisions. Automation tools can leverage skills assessments and data-driven analysis to identify candidates with the most relevant qualifications and skill sets. This reduces the potential for bias in the selection process and ensures that employers are hiring based on objective criteria that aligns with the role’s requirements.
Final Thoughts
Using automation to enhance the recruitment process can greatly empower HR teams. While taking on the exhausting repetitive paperwork centric tasks, automation allows HR teams to look after the ‘human’ part of human resources.
By using automation to boost efficiency, recruiters can dedicate more time to building relationships. With their insight and expertise, they can facilitate a positive candidate experience, while also making informed hiring decisions based on a blend of data-driven analytics and human intuition. And to thrive in today’s competitive talent market, this combination is a must-have.
How would you consider implementing recruitment automation? Let us know in the comments!
