Did you know? On an average, it takes about 68 days to hire a candidate. It shouldn't come as surprise to us that most recruiters spend 80% of their productive time in mundane tasks such as filling forms, checking candidate/panel availability to schedule interviews, escorting candidates and lot of other back and forth time consuming work.
Your company might be sparing significant number of recruiters to work as just process coordinators while others source new candidates for you. But is it really what you are looking for? In this post we will tell you what are the latest recruitment automation techniques you can introduce in your hiring process to improve their efficiency, which will turn them into Super Recruiters and hire 3x candidates with same team.
- Job Posting
There are numerous job portals where candidates can look for a job, recruiters in turn must look for them accordingly. You find senior candidates on Monster or LinkedIn and freshers on Naukri.com or its equivalent. Manually sifting through these portals can be cumbersome. Luckily, with one click, job posting portal technology can automatically distribute employment ads to multiple career sites, the employer’s web site, and job posting portals. They also retrieve data when someone applies through a particular portal. All job boards handled in one single platform and without the taxing task of handling too many username and passwords. Isn't that great?
- Better Candidate Relationship
In our experience, we have often heard applicants joke about the “black hole” in recruitment; where you apply for a job and never hear about it. Candidate experience is more important to the companies than candidates themselves. This article here shows how Heineken's strategy to improve candidate experience with their interview process helped them find better candidates. All they did here was make the candidate feel special. Doing so makes more candidates apply to your company. There are so many articles on the best companies to apply to for, for an excellent interview experience.
Studies show that 68% of the candidates rated the employers with 3 or more stars out of 5 on their overall candidate experience but 80% of those candidates weren’t hired, so it’s the experience that mattered to those candidates. Closure is another attribute that candidates look for and companies now must strive on notifying candidates if they are selected, rejected, or on-hold until further notice.
But without automating the process, hiring managers will have a tough time mailing across details to every candidate, and that’s what is probably happening at your firm right now. It is astonishing to know that only 26% of employers use an applicant tracking system to manage their hiring process. With recruitment automation, you can send reminders via emails, IVR and SMS to candidates; to invite them to interviews and to inform them about their status.
- Interview Process
To get a better read on the candidate, employers usually ask for multiple rounds. Each round will eliminate some candidates based on a cut-off. However, most of recruiters are held up scheduling various rounds and sorting through a pile of test results. When using an automated process, all candidates are screened against the same criteria consistently. There are various tests like aptitude tests that are intended to measure candidate's ability to complete a special skill or accomplish a task in a certain amount of time. Psychometric tests to gain insight into a person’s personality and psychological thinking. Code Tests to asses a developer’s skills. Hence employing automated interviews in lateral hiring come handy.
Platforms out there can provide all this in one go, which means recruiters don’t need to juggle between different platforms to find candidates for various processes. These platforms automatically push the candidate to the next level based on criteria set before the interview process. This helps centralize and improve the legal defense of your hiring process.
- Background Check
Your current process might include the candidate applying for a post and you can run their background by a vendor. It is a labor-intensive task considering you are in a high volume-hiring situation. This could be one (or more) person’s full time job. Not to mention that during the background check process vendors find inaccuracies 43% of the times. Automating the process lets the system do the work for your recruiting person; the selectors don't have to manually send the details to the vendors. Candidate details can be uploaded through document scanner through the software, which is directly sent to vendors. Vendors will mark the resumes clean or not in the platform after the check. No mails sent back and forth.
- This is only the tip of the iceberg !
This list is exhaustive, each micro process in hiring can be automated. Not only can they be automated, they can be synced to the phone to provide a better experience to the candidates.
With recruitment automation in place, all the information is in one system; tracking candidates through the hiring process is much more efficient, automation allows anyone who has access to the system to log in and see this information without having to find the paper trail. An automated system will also allow you to track why a candidate is chosen or why not. It makes it that much easier on the governance front. Almost everyone owns a smartphone, it’s only wise to go mobile with hiring as well. Every phase that can be automated in the recruitment process can also be integrated on mobile.
While each organization’s needs are different and unique, an automated process is one that is sure to make everyone’s job easier regardless of the situation you are in.
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