8 Methods Hiring Managers Can Automate Their Recruiting Process

The use of automation technologies is revolutionising the way recruiting is done. By 2022, it is expected that three-quarters of recruiting managers will have incorporated automation into their hiring process to some degree. Moreover, it is anticipated that all HR departments will quickly follow suit and take advantage of automation to accelerate the recruitment process.

Despite the challenges associated with implementing recruitment automation, it can help to reduce the amount of time it takes to fill a vacancy, decrease the cost of hiring, and improve the overall quality of an organisation’s candidates.

This article addresses recruitment automation, its benefits, and how businesses can use it into their hiring process.

Let’s get started.

What are the benefits of using recruitment automation in your hiring process?

  • Increased Productivity

    Hiring managers can benefit from the use of automation when it comes to resume screening and interview scheduling activities. This can allow them to be more effective in their work and make better decisions, as they can focus their attention on more important matters. Automation can therefore be an invaluable tool for hiring managers, allowing them to streamline processes and concentrate on the most essential aspects of their job.
  • A smooth recruiting procedure

    Recruiting automation has the potential to drastically enhance and simplify a business’s recruitment processes. By leveraging this technology, hiring managers can select potential candidates based on criteria that have been proven to be correlated with a successful work performance.

    Automation has the potential to drastically reduce the amount of irrelevant factors that may be taken into consideration when assessing an applicant’s suitability for a job. This is especially beneficial in the retail, fast-food restaurant, and call centre industries, where recruitment teams often strive to evaluate hundreds of thousands of candidates in a given month.
  • Unbiased hiring procedure

    By employing automation for screening, assessing, and rating prospects, hiring managers can eliminate the potential for typical recruiting biases to influence the recruitment process and ensure that a fair and impartial approach is maintained. Furthermore, embracing technology to identify suitable candidates can help to reduce implicit biases and promote a more diverse workplace.

How can recruitment automation be used in the hiring process?

  1. Job advertisements

    The utilisation of programmatic job advertising is one of the most efficient ways of employing automation in the recruitment process. This technique involves the purchase of digital advertisements through the use of software. By automating the placement of advertisements, hiring managers are able to target the best potential candidates. Automated advertising budget management is the key factor that enables this functionality. Recent research has revealed that the utilisation of automated advertising budget management has helped recruiting managers to reduce their cost-per-applicant by over 30%.

    The use of recruitment automation can be a great benefit to hiring managers in terms of reinforcing their company’s brand message. Automation tools can be used to create advertisements that are more eye-catching than standard job postings. This can assist in engaging potential candidates, as well as providing a more engaging and informative view of the company to them. Additionally, recruiting automation is capable of providing a more personalised experience for job seekers, further reinforcing the company’s message.

    Appcast, Joveo, Recrutics, Wonderkind, and Adstream are examples of job advertising systems that employ automation to target qualified candidates.
  2. Tracking of applicants

    Recruiting managers are increasingly utilising Applicant Tracking Systems (ATS) as a form of recruiting automation technology. ATS enables them to collect and store information associated with the hiring process in a database, thus allowing for more efficient management of the recruitment process.

    Once a potential candidate has submitted an application for a vacant role, the tracking process begins. This allows both recruiters and hiring managers to keep an eye on the progress of the applicant and to be able to effectively communicate and interact with them throughout the entirety of the recruitment process.

    With the intense competition for open job positions, it is essential for employers to have a system in place that ensures they do not miss out on finding the perfect individual for the job. Popular candidate tracking systems that are currently available to employers include:

    – Oracle’s Taleo
    – Jobvite
    – RecruiterBox
    – Greenhouse
    – Workday
    – Lever
    – SAP SuccessFactors
    – Smart hiring managers
    – Recruitee
    – SilkRoad
    – Workable
    – Hire by Google
  3. Social media recruitment

    The majority of job seekers make use of social media in their personal lives, making it an ideal platform for recruiters and hiring managers to reach out to them. Employing social media recruitment strategies can help to connect with potential candidates and increase the chances of connecting with the right person for the job.

    Recruiting and automating social media postings are two highly effective methods of connecting with potential prospects. Hiring personnel can leverage platforms such as LinkedIn, Facebook, Instagram, and Twitter to promote job opportunities and identify capable applicants.

    In order to streamline their social media posting processes, some hiring managers are taking advantage of the recruitment service HireRabbit and the social media scheduling platform Hootsuite. By using these two tools, they are able to automate the process and make their recruitment efforts more efficient.

    Related article: How Do You Hire Software Developers at Various Levels?
  4. Pre-screening of candidates

    Candidate pre-screening software can provide invaluable assistance to the recruitment process by rating and analysing prospects to identify those who are most suitable for further consideration. These intelligent resume screeners use resumes and portfolios to gain an understanding of a person’s experience and abilities, thus enabling recruiters to select the most qualified candidates from the pool.

    The utilisation of chatbots and virtual recruiting assistants for pre-screening is gaining momentum as a more time-efficient alternative for employers. These automated systems are able to collect essential information from applicants, allowing hiring managers to dedicate more of their attention to interviewing the most promising candidates.

    Chatbots are revolutionising the way businesses communicate with prospects by providing immediate solutions to common inquiries, allowing recruiters to focus on more complex matters. Thanks to advancements in machine learning, they are now able to ask questions, interpret answers, and engage with applicants.

    Mya, Olivia by Paradox, Xor, JobPal, and AllyO are some of the most well-known chatbots.
  5. Pre-employment evaluations

    Pre-hire evaluation tools are utilised to assess potential candidates, gauge their vital skills and characteristics, and reduce any recruitment prejudices that may influence the decision-making process.

    Pre-employment assessment systems are utilised to determine if an applicant is an appropriate fit for a given position. These systems enable hiring managers to consolidate multiple tests into a single online platform, providing applicants with a sense of ease and convenience.

    Most skills assessment systems are able to integrate seamlessly with a company’s application tracking system (ATS), providing hiring managers with the most current and accurate data on applicants as they complete assessments and progress through the recruitment process.
  6. Scheduling interviews

    Scheduling hundreds of interviews by hand is a laborious and challenging task. Utilising interview schedule automation instead, however, can save valuable time and streamline the entire interview process, leading to an improved experience for both applicants and hiring managers.

    If a candidate’s assessment score meets the recruiter’s criteria for a suitable match, the scheduling program will facilitate the organisation of the interview by sending emails, in addition to blocking days and times in the calendars of the recruiting team.
  7. Candidate development

    Maintaining communication with potential hires is a crucial facet of the recruitment process. Employers have the option to utilise applicant cultivation technology, often called candidate relationship management (CRM) systems, to interact with applicants using automated emails. These CRM systems, if employed correctly, can help a company build relationships with potential candidates, enabling them to be better informed of future opportunities.

    Throughout the process, automated email flows are employed to nurture applicants and ensure that their interest in the post remains sustained. Additionally, hiring managers may send out reminders to applicants regarding any upcoming activities such as interviews and assessments.

    To engage applicants throughout the recruiting process, some hiring managers utilise Beamery, Jibe, Smashfly, TalentBrew, Yello, and Avature.
  8. Background investigations

    Even the most qualified applicants must undergo a thorough background check prior to being hired. Employers may take advantage of automated processes to facilitate this phase of the hiring process. Name matching technology, automated candidate research, assessment of social media postings for any potential red flags, and removal of false positives are just a few of the ways that employers can strive for accuracy in the background check.

    Some of the leading background check automation firms include Checkr, OKHire, GoodHire, HireRight, and Intelligo.

    Related article: 6 Errors Hiring Managers Should Avoid

So, what is the importance of recruitment automation in your hiring process?

Recruiting automation has the potential to greatly reduce the time, effort, and resources associated with high-volume recruiting processes. It is not designed to replace recruiters or supervisors, but rather to free them from tedious and time-consuming tasks so they can utilise their interpersonal skills and get to know potential candidates better. By implementing automation, recruiters and supervisors are able to optimise the recruitment process and focus their energy on more meaningful activities.

At Works, you can discover more about Artificial Intelligence (AI) and Automation in the recruiting process. Our AI-powered Intelligent Talent Cloud provides organisations with the ability to remotely source, evaluate, match, and manage the highest calibre of software engineers from around the world. With this technology, organisations can create an efficient, streamlined recruiting process that will enable them to find the best and most qualified candidates for their open positions.

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