Recruiting automation empowers talent acquisition teams to automate the processes that till recently were performed physically. These technologies take influence from artificial intelligence (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 the “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.
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 uses of 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While organizations have so far commonly utilized social media recruiting as an approach to expand increasingly outdated and traditional enrolling techniques, that may change as social selection keeps on picking up ubiquity.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:
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:
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.
Applicant Tracking System:
ATS or an Applicant Tracking System is one of the most unparalleled inventions that has happened in the recruitment industry recently. ATS in simpler words is software that screens and parses dozens and even hundreds of resumes and applications. And it will definitely take your recruiting manager or hiring team hours and hours to manually screen through the resumes. An ATS uses various algorithms to generate the results in an automated way and helps in narrowing down the best fit for the job opening.
ATS or Applicant Tracking System basically helps in filtering and giving a structure to the recruitment process, this way it is easier for the recruiting manager to filter out the more suitable candidate from the ones who don’t. That means, invariably an ATS is triggered to screen an application based on how it is written and not on what the information is conveying. ATS is becoming one of the primary ways of how companies these days are recruiting their new employees as well as keeping the required onboarding information of all their current and former employees.
Artificial Intelligence
With up to 46% of current work exercises in the recruitment industry under risk of automation in the following decade, there’s obviously some nervousness about the eventual fate of work. Yet rather than considering that to be a risk to our employment, specialists at McKinsey venture to state this will “help drive a renaissance inefficiency, individual pay, and financial development.”
Regardless of the extraordinary guarantee of AI, 23% of HR experts studied in IBM inquired about were worried that AI in HR could propagate or even increment inclinations in employing and ability advancement. While man-made brainpower doesn’t carry inclinations to the up-and-comer screening process, this doesn’t mean it settles on entirely fair-minded choices. Simulated intelligence is as yet dependent on the programming decisions of the individuals building it, just as predispositions exist in the datasets it’s demonstrated on. On the off chance that deliberately structured, AI can diminish plain and oblivious inclinations in the enlistment procedure and improve the job of the enrollment specialist.
Artificial intelligence can be utilized all through the competitor excursion to free HR groups from dreary, manual procedures and upgrade applicant experience. Conversational chatbots can draw in competitors at significant focuses in the enrollment venture, while programming like PredictiveHire recognizes superior workers utilizing an assortment of target execution measures including efficiency measurements, deals measurements, turnover information, and net advertiser score.
Recruitment Marketing:
Recruitment Marketing is the way toward pulling in and supporting skilled people to your organization by promoting or marketing to them. The principal objective of recruitment marketing is to drive people to apply to the open positions your organization has available. Recruitment marketing is the starting phase of talent acquisition
Recruitment marketing can be streamlined by founding recruitment marketing automation programs and software, for example, Evalground and their applicant tracking software C-Track. This product permits recruiters to build up positive associations with candidates that fall inside very specific talent pools, create their own talent pipelines and send personalized messages to the prospective candidates. Recruitment representatives can likewise spare time by scheduling automated messages that permit the candidates to see open employment demands that are pertinent to them.
Employer Branding
You should connect with these potential candidates from each angle and level, through both active and passive sourcing procedures. Be that as it may, before you lose track of the main issue at hand, which is, how you will connect, you should initially characterize what message you will utilize. This starts with employment branding. Having a reliable, engaging in employment brand is the initial step to building up a fruitful hiring funnel.
As per a survey by Glassdoor, 76% of job hunters need to realize what makes an organization a convincing work environment, before applying for a position there. So make sense of what causes your organization extraordinary, to guarantee it is unmistakably characterized and advance this informing reliably all through the entirety of your interchanges, both outer and interior.
Hence employees are a company’s best brand ambassadors and their stories speak volumes more than a company’s mission statement. In this scenario, online recruitment solutions like evalground.com, assist companies to promote their brand by leveraging their online presence through the creation of a Company’s Brand Page along with the details of the open job positions, detailed presentations, and videos. These pages are promoted over varied social media channels.