In case you’re recruiting at scale, you may run into various issues. With an always increasing number of candidates to interview and open roles to fill an under-dimensioned hiring division—it’s nothing unexpected that you may be experiencing difficulty sourcing and choosing qualified applicants for your association.
That is the place where recruiting automation comes in.
Recruiting automation is a category of state of the art technology that permits organizations to automate repetitive recruiting tasks and work processes so they can increase recruiters’ efficiency, faster time-to-fill, decrease cost-per-hire and improve the talent profile of their company. Recruiting automation is a subset of Human Capital Management (HCM), a category of enterprise software-as-a-service (SaaS) utilized by organizations to deal with all parts of their workforce.
Sourcing, interviewing and recruiting a huge volume of applicants can be a test. With open positions attracting dozens, if not many candidates, it isn’t surprising that you are thinking that it’s hard to track down your needle in the haystack.
Enter recruiting automation – the blessing from the recruiter gods. Albeit still in its infancy, automation in the recruiting business is prepared to change the manner in which the game is played. In case you’re not previously utilizing software to eliminate the tedious grunt that makes up a recruiter’s life, are already falling behind.
What is Recruiting Automation?
Recruiting automation empowers talent acquisition teams to automate the processes that till recently were performed physically. These technologies take influence from artificial intelligence (AI), AI and machine learning and can be found at all phases of the hiring cycle. Recruiting automation technology innovations are utilized by organizations hoping to expand their competitive advantage in hiring. These organizations recognize that “status quo” method of hiring basically doesn’t work just as it used to during a time of hyper-competitive talent searching. These organizations are hoping to accomplish better results, in a short amount of time and often with lesser resources relative to the end goals they are trying to achieve.
Why should you use recruiting automation?
Recruitment teams can benefit from utilizing recruiting automation in several ways. Here are a few of the most common advantages.
Improved quality of hire:
Recruiting automation not only helps in increasing efficiency but also improves the quality of a company’s recruiting efforts. While quality of hire is principally utilized to quantify how fruitful a fresh recruit turns into, it’s likewise often utilized as a measurement for the accomplishment of the recruitment capacity generally speaking. Quality-of-hire metrics are basic and also critical to understanding the adequacy of your organization’s recruiting procedure in any case, for some, making sense of how to characterize the estimation is a test.
Enhanced candidate experience:
Here is a harsh truth: Job seekers do not like spending hours and hours in filling long and complicated forms. This might sound very simple and straightforward but having an easy and accessible application system will help candidates easily and quickly apply to your organization. It is extremely important to have a good candidate experience to ensure there is a lasting and positive impression of your organization in the candidate’s mind. Therefore, it’s critical that you verify the different options that the hiring software provides to capture applicant information with minimal friction. This will help you in getting the maximum number of qualified candidates.
Reduced time to hire:
Time-to-hire is the number of days it takes for an applicant to travel through your organization’s recruitment procedure, from responding to your employment opportunity to accepting your job offer. Recruitment automation will help you reducing time to hire to ensure you do not lose time on endless unnecessary tasks.
How is recruiting automation used in the hiring process?
Recruitment specialists can utilize automation technology from multiple points of view all through all phases of the hiring cycle, from the initial application to a final choice. Next, we’ll enlighten you regarding some of our top favorite recruitment automation:
Social media Recruiting:
Social media recruiting in simple words refers to the way toward selecting applicants through internet-based platforms, such as LinkedIn, Facebook, and Twitter, and different sites, including online discussion forums, job boards, blogs, and web journals.
Social media recruiting is also known as social media recruiting, social hiring and social recruitment.
While organizations have so far commonly utilized social media recruiting as an approach to expand increasingly outdated and traditional enrolling techniques, that may change as social selection keeps on picking up ubiquity. For instance, as indicated by one investigation, almost seventy-five percent of laborers between the ages of 18-34 secured their latest position by means of web-based life. In addition, about 90% of scouts report that they have recruited somebody off of LinkedIn.
Video interviewing has altered customary and traditional recruitment norms, helping recruitment managers to better comprehend prospective job candidates everywhere throughout the world while saving time and money at the same time. Meetings and interviewing can be a basic defining moment in any enlistment procedure. It is the moment where the recruiter and the employing department get the chance to dig into an applicants’ qualifications, growth potential, abilities and experience, eye to eye. In any case, in the modern world of cut-throat, it is not always possible for an intimate and up close and personal component isn’t generally always conceivable. Cue video interviewing.
Online assessment platforms offer great benefits over real-time assessments in selecting employees for your organization by matching the right candidate with the right job role. One great advantage of using online assessments is that it eliminates the scope of human error. Benefits of using online assessments:
- Saves companies a lot of time that would otherwise have to be spent to organize an offline assessment.
- Saves a lot of money needed to conduct the test physically
- The assessments can be taken by multiple candidates across various locations
- More precise results as it is done by a computer
- Online assessments give test takers the advantage to take up the test at their convenient time and place
- There is increased security associated with online assessments as all the necessary information is stored digitally. Hence, there are very slim chances of data being tampered with.