No matter the size of your recruiting agency, using recruitment automation can take a lot of the heavy lifting off of your team. And automation doesn’t have to be complicated. It’s supposed to do the busy work for you, reduce human error, and let you focus on things that matter the most.
But let’s be honest: why do you need to use recruitment automation for your hiring process?
Sure, the smarter your automation, the easier it is to manage your everyday tasks, communicate better with your candidates and clients, and also save a ton of your time. But there’s more to it.
75% of recruiters say technology will play a bigger role in their hiring process this year- and it’s no surprise that more and more recruiters are relying on smart technology to get their work done more efficiently.
Baking in recruitment automation in your hiring process means that instead of sending 10 different emails to candidates, you’ll have 1-click access to do it. It also means that you’ll be sourcing better and faster. Any modern recruitment CRM offers smart automation workflows and tools to help you tick off your to-do lists.
Learn how recruitment automation works, why you need them, and 7 ways you can use these tools in your own business.
How can you use recruiting automation in your hiring process?
- Applicant tracking
An applicant tracking system or ATS usually deals with internal tasks, like pipeline visibility, tracking a candidate’s journey, syncing emails, and calendars, and getting a comprehensive view of what your team is up to. It’s a lifesaver for recruiters as it helps them collect and track the recruitment process quickly- without any hassle.
Staying organized, keeping in touch with all existing open tasks, staging candidates, and collaborating with your team members; an ATS makes it all possible so that you don’t lose track of hiring pipelines.
According to a study, 78% of businesses that use an applicant tracking system (ATS) said that using recruitment technology has made it easier than ever to find great talent.
Often, a good ATS comes with more functionalities that can help you further smooth out your hiring process, like sourcing extensions, email automation, and third-party integrations. An ATS like Recruiterflow can streamline your hiring process and help you get started within minutes. You can sign up for a 14-day free trial and check out all the features to see how the platform works.
- Social recruiting
One of the most effective methods that cut through the noise and lets recruiters source candidates efficiently is social recruiting. Simply put, it means recruiting people using social media channels.
Did you know 79% of job applicants use social media in their job search? Besides, 98% of recruiters today use LinkedIn to post jobs and do candidate sourcing. So, there’s an excellent chance that your candidates are already active on social media.
When you use recruitment automation, you can automate your job postings, launch recruiting campaigns, do targeted candidate sourcing, parse their resume- basically, collect and aggregate data from social media sites to later use it in your hiring process.
Plus, with some help from top talent acquisition leaders, you can find great talent and close hiring processes faster.
- Job advertising
Getting your job advertising right is important. It impacts both – the quality and quantity of your candidates. With a good recruitment automation tool, you can create more targeted job postings and display advertising while you connect with candidates, grow your relationships, and network in the process.
Image Source: NHS
Recruitment ads (ads for your open position) can be automatically sent out to specific demographic segments that you feel would be the best fit for your position. Reports from LinkedIn reveal that 70% of the global workforce consists of passive candidates who aren’t actively looking for jobs, and the remaining 30% are active job hunters. So, it’s always a great idea to run targeted job postings.
Through ad automation, you can use the insights and analytics provided to see which social media platforms connected you to the highest number of qualified candidates so you can spend more time and money specifically targeting those channels in the future.
- Skills assessment
Recruitment automation can be extremely valuable for skill assessments as it helps recruiters quickly identify and validate candidates that possess the right skills for a specific job.
Fortunately, there are specific tests available for just about every career skill out there, so you can have your applicants take these tests to determine if their skill level is where you need it to be before considering them further in your hiring process.
This kind of testing can be cumbersome and add to the duration of the hiring process if done manually. Automating it is a better way to go forward. Plus, you don’t have to worry about bias playing a role in the evaluation since the results will be scored objectively based on the criteria you set forth.
Here are a couple of skill-assessment platforms you can use:
The best thing is that most skills assessment platforms can be easily integrated with your ATS; a streamlined tech stack for your hiring process.
Once you’ve tested a pool of applicants that you’re comfortable with and feel that your new employee is within the group, you can then prioritize your order of interviews by ranking the highest-scoring applicants first, before the others in the interview queue.
- Interview scheduling
Manually setting up and hosting interviews can take weeks or even months these days, especially when you’re dealing with a large pool of candidates. It doesn’t only take a long time, though.
It can also lead to more errors since the hiring team can get quickly overwhelmed with so many resumes, video resumes, cover letters, and candidates to consider. This tedious work takes up valuable time that your recruiting team could be using for more pressing matters, making an excellent case for the use of an automated interview setup.
Interview scheduling is an entire job in and of itself. Setting them up, rescheduling, dealing with cancellations, and trying to fill the spots to keep an efficient schedule takes a lot of dedication and effort, and there’s not much heart in the work.
Setting up an automated interview scheduling system helps reduce your busy work and streamline the interview process, which creates a better experience for both recruiter and candidate alike.
- Background screening
Beyond the actual content of the resume, do you want to ensure you’re only hiring people with attention to detail and strong communication skills?
There are also automated systems that can check the language and grammar of a resume’s text so you can weed out any resumes that fall below the standard you set.
Outside of resumes, automated systems can also lend a hand when it comes to background checks. These are an essential part of many jobs and can give the employer peace of mind, but they can be costly and time-consuming.
With automation, you can run any contact information through the system to verify their identity and confirm that they are eligible for employment in the position they’re applying for.
- Candidate nurturing
Many challenges come with the hiring process, but one of the most frustrating ones is losing a candidate within the process that showed great promise of becoming a potential employee.
When an applicant drops or pulls their name from the candidate pool, that can be a real loss for the employer.
You don’t want to lose quality talent before you even have the chance to interview them or offer them a position – but you also don’t have a lot of time to dedicate to nurturing every applicant. It’s a tough position to be in, but automation can help by leaps and bounds.
Automated candidate tracking and scoring can keep tabs on your candidates while you focus on reviewing resumes, interviewing applicants, and making strategic decisions on behalf of your company.
Applicant tracking systems are automated tools that can handle all of this for you. They can keep tabs on your applicants’ online behavior to gain clues about where they’re at in the application process and provide a score for each candidate.
This nurturing automation is very similar to how companies use email sequences to nurture their customers. For example, they have certain emails sent out at certain times to certain people to serve a specific role, like abandoned cart emails.
The first one might remind the person that they have valuable items in their cart, while the second one might follow up with a 10% off offer to hopefully convince them to make the purchase.
In much the same way, candidate nurturing emails can make them feel active in the process rather than a passive applicant just waiting to hear back. It keeps communication channels open and sets your new hire up for success in their new role. Knowing how to nurture leads will win more for your business this way.
Getting Started With Recruitment Automation in Your Business
Automation can speed up the hiring process while providing additional benefits, like attracting the right candidates who value efficiency while also giving them better recruitment, hiring, and remote onboarding experience.
Automated recruitment is the new wave of hiring, helping recruiting teams identify, prioritize, and hire the best candidate faster. If you want to go with a recruitment automation tool that’s easy to use and can help you build better relationships with your candidates in a simpler manner, try Recruiterflow for free.
If you have any questions about Recruiterflow software, please reach out to us – we’d love to hear from you!
Guest Author: Yash Chawlani
Yash Chawlani is a Freelance Content Marketing Strategist who is also known by his personal brand Merlin. Specializing in SEO and Social Media, Yash helps B2B and SaaS companies creating effective content strategies. You can find him on LinkedIn here.