If used correctly, technology can make the recruitment experience more personal.
First, recruiting automation can help employers and candidates get more insights on each other more quickly and understand each other better.
Second, technology eliminates time-wasting, making everyone happier. And, automated recruiting tools ultimately lead to better hires.
Here are other compelling reasons to automate recruiting.
1. Save time
By using automation to expedite the hiring process, the gruelling process of reviewing résumés, screening candidates by phone, and doing in-person interviews is no longer needed.
Rather than the weeks or months that it would normally take to assess and select new employees, recruiting automation trims the hiring process down to just a few days.
It is estimated that companies that deploy recruiting automation reduce time-to-hire by 7% to 15%. The savings in vacancy costs alone achieved by using recruiting automation are estimated to reach US$90,000 per recruiter per year.
Automated hiring makes it easy for businesses to bolster their own growth and build a high-quality team.
Recruitment tools automatically assess each candidate, presenting skills-based tasks that gauge each applicant’s ability to truly handle the requirements of the position for which they are interviewing.
2. Reduce unconscious bias
Many industries struggle to attract diverse and talented teams and automated hiring makes it easier to fill the pipeline with talent. Because of time constraints, so many résumés are automatically discarded and never make it to an interview at all.
Instead of eliminating candidates because they did not go to the right college or work at a prestigious company, automated hiring evaluates candidates on the attributes that really matter: their skills.
Research shows that most interviewers allow biases, not facts, to lead their decisions around whom to process through the hiring funnel. The most common unconscious errors are:
- Similarity or affinity bias.
- Overconfidence bias.
- Confirmation bias.
- Bandwagon effect.
- Halo/horns effect.
Automating stages of the hiring process forces an organisation to consider evaluation criteria that are truly relevant for success. It makes it possible to ask each interviewee the exact same questions in the exact same way.
And it ensures the exact same data on each applicant is available. That makes it easy to see the person who is truly the most qualified — not just the one with the strongest handshake or who made the best first impression.
With automated interviews and automated skill testing, consistent, fast and well-organised job auditions can be conducted for each candidate.
3. Improve remote hiring
Increasingly, workers are collaborating with people who do not live in the same place. Or, perhaps they live in the same location but intend to work remotely.
Either way, people are spending less time in the office, and smart companies are taking advantage of an increasingly global, mobile, and on-demand workforce.
If recruitment is limited to meeting people in person, the candidate pool will be restricted. Remote recruiting is on the rise and recruitment automation enables companies to find, attract and hire candidates from all over the world.
Automated job posting gives recruiters a way to quickly reach out to a broader network of candidates on job boards targeted to different locations and in different languages.
Likewise, when a role is opened up to location independence, hundreds more résumés can be expected. Automated screening tools can help the recruitment team quickly and efficiently identify the best candidates.
Automated interviews tell whether – and how – each candidate can do the job, regardless of location and without wasting time.
4. Hire at scale
Screening people based on their backgrounds is flawed. The focus tends to be on people who do a good job selling themselves or who come from fortunate backgrounds.
Time is then wasted meeting the wrong people, while the hidden gems get unfairly left out of the process.
This problem gets worse at scale. How can 500 applicants be screened? What about 5,000?
Smart algorithms and AI tools that come as part of recruitment automation can turbo-charge candidate assessments by scoring results quickly and removing human bias from the equation.
Automated skill assessments provide a way to screen candidates intelligently at scale. The parameters for progression can be set, and only the best performers at each stage will progress to the next.
Candidates can automatically glide through the funnel. Some candidates will even opt out when they realise they are not a good fit or do not have the requisite skills.
5. Predict performance
Unlike traditional hiring, which focuses on where candidates come from and what they have done in the past, automated hiring assesses each candidate’s skills today.
By automatically interviewing every applicant using tailored interview scripts written by experts, automated hiring helps recruiters choose people who have not just done great things in the past, but will be great at their jobs in the future.
Automated interviews or skill assessments offer a way to test a person’s skills and attitude using on-the-job tasks.
Candidates can be asked to design an onboarding flow, respond to a customer scenario, write a blog post, do an Excel test or coding challenge, write a customer email, or complete a puzzle.
By asking questions that are relevant to the role, the hiring manager will better understand how candidates are equipped to handle things that matter most for the job to be filled.
Technology makes it easy to create those tasks, and see how candidates complete them.
Automated hiring provides a consistent, skills-focused approach that focuses on identifying the best candidates from any given role in a specific company, and it does so in a fraction of the time of traditional hiring.
It will eliminate headaches, speed up the process, and is far more likely to snag the top candidates.
This article first appeared in Vervoe. At Vervoe, their mission is to fundamentally transform the hiring process from mediocracy to meritocracy.
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