Automation is the key to making modern businesses more efficient and cost-effective. Having the right automation in place can free up time for people within the business to focus on other tasks while ensuring that nothing is missed in the daily operations. Marketing and sales organizations already leverage automation tools to work more efficiently and scale their efforts. Now, recruiting teams are getting in on the trend. One of the largest impacts recruiting automation can drive is the time it takes a company to close a hire.
Here are five ways recruiting automation improves the recruiting process and reduces time to hire.
Removes Unconscious Bias
Unconscious bias is when one’s brain makes split decision judgments based on a simple trigger, such as a name, gender, race, etc. In fact, unconscious bias comes up often in the hiring process, without hiring managers even being aware of their actions.
Computers don’t care about gender, race or where a candidate went to college when evaluating fit for both the company and the role, and automation tools can be built to focus only on the candidate’s attributes that are relevant to a given role. By removing assessment of factors outside of merit, automation can ensure that candidates get a fair shot and employers make hires based on relevant experience and qualifications.
Technology plays a wide and varied role in the workplace. From scheduling, to sourcing, to background checks, recruiters are making use of artificial intelligence throughout the hiring cycle to streamline workflows and increase efficiency. One of the more manual stages is pre-screening.
To augment and improve this part of the interview experience, recruiters can implement pre-screening tests administered online with a login code. Automation pre-screening cuts down on administrative work so recruiters can determine if someone is right for an interview in a shorter amount of time.
Better Tracking and Data Storage
When online or automated processes become part of a recruiting team’s workflow, one of the added perks is the abundance data collected. Using metrics from various recruiting automation tools, recruiting teams can fine tune hiring processes based upon real time data. Metrics like engagement rate, diversity metrics or time-to-hire are critical to understanding where hiring processes can be improved.
Although analyzing all of this data may seem like an added step that can increase time-to-hire, it is critical when moving quickly to optimize and analyze the hiring process to identify any pieces that are broken. In the end, a fast hiring process is only worthwhile if offers are accepted. Analysis can help recruiters deliver the best candidate experience to make hires faster.
Creating automated processes improves the candidate experience. Recruiters can automate things like status updates and answer basic questions using chatbot technology. Using tools like these not only keep candidates in the loop, but also free up recruiters to spend time doing more nuanced work that elevates the candidate experience overall.
Although basic question answer doesn’t seem like much, accurate and timely answers can make or break the impression a candidate has of your organization. Additionally, if the candidate feels at ease, they’re more likely to do well in interviews so recruiters can get to the offer stage more quickly.
The overall recruiting process benefits from recruiting automation. One of the largest benefits both employers and candidates can expect to see is a reduced time to hire. A reduced time to hire means a better candidate experience, more hires made in less time and an edge over competition in the labor market.