Automation in recruitment is the process in which time-consuming and repetitive recruiting tasks are completed automatically with technology. Recruitment automation enables hiring teams to maximise efficiency, reduce unconscious bias and gain back valuable time.
Undertaking only certain hiring tasks, recruiting automation based on the principles of augmented intelligence offers assistance to hiring teams to help with time-consuming and high volume workloads – such as CV screening, candidate sourcing and pipelining. It is not used as a solution to replace human intelligence and in fact, actually enhances human decision making through the completion of heavy administrative workloads. To ensure the hiring always remain human.
Discover three key areas automation powers recruitment:
According to a recent report, nearly half of the recruiters surveyed state that they spend most of their working week (up to 30 hours) on candidate sourcing alone. This incredibly time-consuming task involves searching for relevant talent for new job opportunities through various different methods, such as job postings, social media, and candidate referrals.
Recruiters can save a considerable amount of time sourcing for new talent by using automation.
At the start of a job requisition, candidate sourcing automation automatically screens historic job applicant records to determine matching candidates inside the ATS database. Which will then produce matching candidate suggestions, ready for recruiter review. Automated sourcing enables recruiters to get a head start on hiring for new vacancies, saving time and cost – spent previously on externally advertising for new roles.
CV screening requires great precision and detail. Recruiters need to assess every application in order to make comparisons between the candidate and the job. But a manual review can be a lengthy process, considering the average corporate job opening attracts 250 resumes it can run the risk of missed talent – if rushed.
Automated job application screening completes the screening process in seconds. Withstanding high volumes of job applications for multiple different vacancies, screening automation matches applications instantly against open vacancies.
Significantly reduce the risk of unconscious bias – all applications are considered, fairly and consistently, dependent on factors such as candidate skills, experience and education. Job matching candidates are then proposed to the recruiter ready for them to review. This ensures the final hiring decision is always kept human.
Building a strong candidate pipeline requires a pool of talent with matching skills and experience who are interested in future job opportunities. Pipelining candidates helps to ensure those hard to fill roles are matched with top talent, as well as, maintaining and improving employer brand and the candidate experience – through valuable re-engagement opportunities.
Candidate pipeline technology provides job applications who were previously unsuccessful in the role they originally applied for – immediate referral to other live vacancies. Pipeline automation automatically screens applicants against all other job vacancies to determine if they are a possible fit.
Pipeline automation offers a second chance to job applicants and helps funnel them towards opportunities better suited to their skillset. To ensure hiring teams maximise the potential from every single job application they receive.