Did you know recruiters spend about 13 hours a week sourcing candidates for a single role?
Sourcing is one of the biggest recruiting time sinks, leaving little time for candidate-recruiter human interaction and building rapport between recruiters. With unemployment at historical lows, an increasing skills gap, and insatiable demand for today’s specialized roles, talent teams are turning to recruiting automation to prioritize personal connections over repetitive, time-consuming sourcing tasks. In fact, 70% of talent acquisition professionals agree that automation would increase their hiring productivity.
Automation is the buried treasure marketers have already found, and recruiting processes are antiquated compared to marketing. As standard best practice, for example, marketers regularly monitor email open and click-through rates – in fact, 85% do. Yet a majority of recruiters don’t know or track email open or click-through dates, and of those who do, more than 1 in 3 (37%) do so manually. Like marketers, recruiters’ demands are quickly scaling, despite slower-growing resources and bandwidth. And like marketers, new technology is making it possible for recruiters to automate tedious sourcing processes to focus on building relationships with candidates.
By automating the mechanical aspects of sourcing, you’d have more opportunities to concentrate on the things that make you a better recruiter. Still not sold? Here are 3 things you can do with the time you’d save using recruiting automation:
1. Create a unique candidate experience. Since the war for talent is so fierce, you’re going to have to differentiate your company from competitors. Providing a candidate experience that is transparent and efficient is key to closing candidates. You’ll also want to infuse your candidate experience with your company’s unique flavor to give candidates a sense of what it would be like if they worked for you.
2. Align with hiring managers. Working on relationships with your hiring managers can make your recruiting workflow more streamlined. If you stay on the same page throughout the process, you’re sure to find a candidate with the relevant skill sets for the role. Scheduling weekly 1:1s to sync up on candidate progress is standard practice, so try to take it to the next level. Take your hiring manager to coffee or go on a walk, meeting in a relaxed setting where you aren’t necessarily talking about work can help you get a sense for their personality and what kind of reports they’d work best with.
3. Go to Recruiting Automation Summit 2018. Entelo is hosting the first Recruiting Automation Summit in San Francisco from June 13-14 to bring together analysts, authors, technology experts and the most innovative leaders in the talent acquisition space to discuss the power of artificial intelligence and its impact on recruiting. The Summit is the industry’s first event dedicated to exploring how talent teams can harness forthcoming tech to gain a competitive edge in hiring. Join us.
Regardless of what you choose to do with an extra 13 hours in your week, it’s clear that recruiting automation is the answer to scaling your recruiting efforts. With sourcing and outreach on lock, there’s no limit to what you and your recruiting teams can achieve.
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