Recruiting is coming into a new era. Evolutions like social recruiting, recruitment marketing, employer branding and online job boards all shaped the way companies hire today, but there’s still room for improvement. In fact, the current labor market demands that the recruiting industry evolve as candidate wants and needs evolve as well. At present, the U.S. is experiencing a 17 year low for unemployment, the average time-to-fill for jobs across all U.S. industries has been steadily climbing since 2009 and almost 60 percent of recruiters say they can't find qualified candidates. With recruiting more challenging than ever, sticking with the status quo is a death sentence. These challenges will be impossible to overcome without the adoption of new tools and new practices. It is time to adapt to the future of recruiting, recruiting automation.
Recruiting automation isn’t something out of the Jetsons, this is a real solution that allows companies to automate recruiting tasks and workflows so they can increase recruiter productivity, accelerate time-to-fill, reduce cost-per-hire and improve the overall talent profile of their organizations. Leveraging artificial intelligence, machine learning and predictive analytics allow recruiters to act more strategically than ever before and drive more impact within their organizations.
With all the challenges recruiters are up against, recruiting automation is surfacing as a critical solution that will allow recruiters to remain competitive and ensure their company doesn’t suffer from a lack of pipeline, or worse, lack of staff. With recruiters reporting that they spend an average of 13 hours a week sourcing for a single role, it’s no wonder talent acquisition teams are turning to recruiting automation for help.
Recruiting isn’t the first function to adopt automation as part of it’s workflow. Marketing and sales departments are already using automation to augment workflow. Because tasks like lead identification and customer management are handled, sales and marketing teams can scale their efforts and are working more productively than ever before.
On the other hand, automation can be a tough pill to swallow. When certain aspects of recruiting become automated, it begs the question, “Will I be replaced by recruiting automation tools?” The answer is a resounding no. In fact, these tools, used correctly will solidify any talent acquisition professional’s’ place as a strategic and irreplaceable part of an organization. Recruiters who use recruiting automation technology properly will augment their workflow and gain time back that can be invested in more nuanced endeavours that machines could never handle.
In fact, machines and humans working together produce better results. The medical industry is a perfect example. A study conducted by the American College of Physicians reported that American physicians are currently spending two-thirds of their time entering data and doing desk work. Similar to the demands of recruiting, the demands of the medical industry are increasing. As the generation of baby-boomers ages, doctors will have more patients and with a higher caseload comes additional hours of tedious tasks that take them away from spending facetime with those patients.
The solution to this problem was automation. The technologies range from algorithms that analyze tumor tissue to diagnose cancer more efficiently to mental health mobile apps that monitor patient behavior to detect depressive episodes. These solutions are helping doctors provide better, more personalized care on a larger scale than ever before possible.
The question isn’t if you will adapt to the future of recruiting, it’s when. So it’s important to start thinking about how you’ll make this shift to adopt recruiting automation into your everyday practice.
Get acquainted with the recruiting automation landscape
The first phase in adapting your recruiting practices is to educate yourself on what technologies are out there and what tasks you could actually automate. The infographic below gives a an overview of the recruiting automation landscape overall.
To take your education one step further, be sure to join us at The Recruiting Automation Summit this June in San Francisco to learn from talent acquisition leaders, analysts and high level executives on their recruiting best practices and how they incorporate recruiting automation into their overall strategy.
Uplevel your technical prowess
Technology won’t replace recruiters, but recruiters who don’t become technology enabled will be replaced. However you learn best, start to learn how to use recruiting automation tools. Take courses, attend webinars or ask a more tech savvy coworker to teach you a specific skill. Taking time out of your busy schedule can be difficult, but it is critical to your future as a recruiter that you’re constantly keeping pace with the industry and expanding your skill set. Doing so also makes you much more valuable to your company and will certainly get you noticed as a leader on your team.
Make it part of your goals
The best way to guarantee you’ll get to something is the set a goal around it. This will solidify recruiting automation adoption’s place on your team’s road map. As you’re setting your goals for the upcoming quarter, try to bake in any of the following:
Build a presentation to get CHRO buy in for recruiting automation tools
Demo 3 recruiting automation products
Purchase and implement 1 recruiting automation tool
However you decide to do it, adaptation is essential. Recruiters that don’t keep pace will be less productive, and ultimately less valuable to their teams and companies. To take on the challenges recruiters are up against, you and your team will need to break the status quo and embrace the changes the future of recruiting holds.