Where to start with the recruitment process automation?

Anna Sopova

Let me guess. The recruitment you know is a time-consuming process, filled with tons of paperwork, hours spent on calls, texts, emails, and dozens of interviews. The process you know is a stress-generating operation that feels like a rather laborious job. Well, that doesn’t sound good. What’s more, it is unnecessary.

HR departments have already switched to recruitment process automation that provides the best conditions for reaching the right people. By delegating all repetitive tasks to an AI-powered software, you can forget about the “hiring nightmare” and focus on more productive activities. Here’s a guide on how to build an efficient recruitment process using today’s technology.

Problems related to the recruitment process

Standard, manual recruitment procedure is very intensive and laborious. It also requires the full engagement of HR managers. High volume recruitment is a threat to companies with a small-sized talent acquisition team. It’s not about the level of experience but about the limited time and resources to fill in the positions on time. The worst part is that with all that staff-hours and other resources poured into it doesn’t necessarily lead to a satisfying outcome.

Keeping applicants interested

At the very beginning of the recruitment campaign, HR managers have to prepare the strategy of keeping applicants interested. Research shows, about 92% of people searching for a job won’t fill in an application form right away. They need time to get familiar with the offer first and apply later if they see the offer again. That’s why recruiters should track candidates’ engagement - to see who needs to be followed up with a dedicated offer email. Without automation, these activities take far too long and require recruiters to track campaigns 24/7.

Choosing the first round of talents

Screening CVs may account for 60% of the whole recruitment procedure. It’s a task that requires recruiters to collect all applications and perform the first round of selection. During the mass hiring process, the number of applications often gets overwhelming and stressful. However, one has to go through the process as it’s the only way to make sure you won’t reject someone valuable.

Scheduling interviews

The recruitment process automation often finds its use in the interview planning stage. Where a recruiter spends hours trying to fit the meeting in with each person’s schedule, a robot would finish the process in a matter of minutes. Calling or emailing each applicant to plan the interview is quite a repetitive task that automation can cope with easily.

Biased judgment

We do it unconsciously. Recruiters are just humans. They are prone to be biased and to judge or compare people. That’s why during candidate screening, they may sometimes reject applicants that could turn out to be the best fit for a given position. It’s not a deliberate action but something that we as humans have no control over. On the other hand, automated solutions select people based on facts and level of experience. The choice is not influenced by the appearance or other characteristics of a person.

Recruitment process automation: How to start

Along with AI and machine learning development, the HR departments have received the tools to run efficient hiring campaigns without even involving a recruiter. Here are the latest solutions that let you automate the most time-consuming and problematic stages of recruitment.

Use CRM to nurture your candidates

Candidate relationship management systems such as Dalia, Yello, and Smashfly help keep candidates interested in your offer. These tools use machine learning to stay in touch with potential applicants and remind them about your company. It is achieved through automated email flows that keep the target audience up-to-date with the current job positions.

Collect applications and track CVs flow

One of the most common tools of recruitment process automation is Applicant Tracking Systems (ATS). HR managers use them to collect and track applications and to store CVs in a single hiring database. Each received application is assigned a category, making it easy to filter and search through the database. When there’s a flow of applications related to multiple positions, ATS keeps things organized by distributing applications between positions. The well-known ATSs include Recruitee, Jobvite, and RecruiterBox, to name some.

Use HR Voicebot to automate the rest

HR Voicebot is a tool able to optimize CV screening, automate interview scheduling, and even communicate with candidates via text. It’s a multi-tool that copes with multiple hiring challenges at once. It is a robot, so its actions are not influenced by the applicant’s appearance or other personal characteristics; it is completely unbiased. HR Voicebot identifies the best-fit applicants in the talent pool and delivers them to you in minutes! You just need to define a list of questions that will shape your hiring decisions, and the Voicebot will do the rest.

Start recruiting the smart way

The times when the recruitment process was considered difficult are far behind us. Thanks to automation, HR campaigns can be carried out more efficiently, without the need to drain the well-being of recruiters or resources of the company.

Good luck finding talents for your team!

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