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3 Vital Things Every Hiring Manager Should Know About Automation In Recruitment

Recruitment technology often surrounds common misconceptions that involve a ‘technology takeover’. Consequently, this can cause many hiring managers to feel hesitant in implementing new technologies over fear that automation will take over the hiring process and create new robotic recruitment stages.

But this is not the case! Recruitment automation aids and assists humans in order to build an efficient and streamlined hiring process.

3 things to know about hiring automation:

Automation excels in specific areas

Hiring managers should be specific in the areas they automate. Not every single aspect of the hiring process requires technological assistance. In fact, this can actually damage the recruiting strategy and create an overall less ‘human feel’. Studies show that candidates seek human interaction and according to the ASA Workforce Monitor, three in four job seekers prefer human communication during their job search. Highlighting the importance of a candidate and recruiter relationship to help guide and reassure any doubts or queries they may have.

Instead, it is far more effective to automate time-consuming administrative tasks. Recruitment has grown far beyond paper-based methods and manual tasks with the addition of intelligent automation. Automated techniques such as job applicant screening and sourcing help filter through hundreds of job applications in a matter of seconds, for consistent and fair hiring results.

It’s a valuable time saver

Without automation, hiring teams who deal with high-volume recruitment may face difficulties in managing a large number of job applicants and open vacancies. According to Robert Half, HR directors spend 28 days on the recruitment process. Factors that contribute to this are — challenges to finding qualified candidates and an increase in the number of CVs per job opening.

Recruitment automation helps hiring teams get to top talent faster. Its saves over 90% of the time in screening and sourcing candidates. Allowing recruiters to reinvest their time back into the candidate and refocus on making the most effective hiring decisions.

Automation will not replace the recruiter

The ultimate recruitment process combines human and technology input ­– it’s important to maximise the skillset of both.

For instance, through the assistance of technology, automation will source qualified candidates from a pile of job applications. It is then the recruiter’s job to review the suggested matching talent and make the final decision on who will advance to the next stage. This example leverages both humans and technology in the early job processing stages. Automation will complete the manual and time-consuming task of screening CVs. Whilst the recruiter can maximise their valuable recruiting skillset by using their expertise to evaluate matching job applicants.

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