Recruiting automation can make the job of a hiring manager much easier. Automation allows problems to be corrected before they become disasters, and to assess trends in the company’s hiring practices over time.
With that comes the ability to:
- Adjust interview and hiring techniques to improve results.
- Better understand which types of candidates are the best fit.
- Explore retention problems. If employees are routinely quitting but are otherwise qualified, this suggests a problem with company culture.
- Uncover discriminatory practices. If a more objective interview process suddenly means more minorities are being hired, previous interviewers might have been relying on unconscious biases in hiring.
Here’s how to add automation and artificial intelligence (AI) tools at different stages of the hiring process.
1. Sourcing
AI-based and automated sourcing tools help recruiters find and connect with talent faster. Programmatic job advertising is the practice of purchasing, publishing and optimising job ads using recruiting automation software, rather than manually.
Tools like SmartJobs by SmartRecruiters can do the lion’s share of optimising a hiring budget across job boards, niche industry sites and geo-specific sites through programmatic advertising.
Some tools focus on searching for profiles across job boards or internal databases to fill an open position.
AI chatbots can interact with a candidate to determine what specific role will be the best fit and show them how to apply through the job site.
2. Screening
Automated and AI screening tools range in approach, from résumé parsing to behavioural and skill assessments.
Predicting performance based on skill testing tends to be a better way to match candidates with open positions, as a skill test indicates current knowledge and ability, versus the historic nature of résumés.
Vervoe’s AI tool learns as more candidates complete the skill assessment, ranking candidates based on performance rather than eliminating individuals for failing to reach some arbitrary benchmark.
3. Scheduling
Automated scheduling tools streamline the process of setting up and hosting interviews.
“Interview-scheduling software helps eliminate back-and-forth emails and time-intensive phone calls, allows the hiring team to view upcoming interview schedules in real time, and lets them spend more time sourcing and engaging with candidates,” one expert told the Society for Human Resource Management (SHRM).
For those still relying on phone screening and one-on-one interviews to make hiring decisions, scheduling tools can lead to reduced time-to-fill (the number of days between when the job requisition is posted to when the offer is accepted), increased recruiter efficiency, and a better candidate experience – individuals can self-schedule or reschedule interviews as needed from any device.
The platform can automatically confirm interview appointments and sync with the company’s applicant tracking system. Reminder notifications are sent to candidates and interviewers by email or SMS.
Of course, a simple way to reduce the scheduling problems within the process is to use online tools that allow candidates to participate in their own time.
Remembering that the most qualified applicants have dozens of employers competing over them and are already employed full-time, a solution that allows them to participate in the hiring process around their schedules is more likely to secure the best person for the job.
4. Interviewing
Automated interviews not only save time and simplify the hiring process, they also produce better hiring results. Rather than wasting time doing phone screens and in-person interviews, automated hiring software makes it easy to schedule and conduct effective interviews instantly.
Automated interviews make it possible to ask each interviewee the exact same questions in the exact same way.
This prevents personal bias from entering the equation during the hiring process. It also ensures having the exact same data on each applicant.
That makes it easy to compare candidates side by side and choose the person who is truly the most qualified — not just the one with the strongest handshake or who made the best first impression.
5. Candidate experience
Parts of the hiring process can be automated without compromising the candidate experience. In fact, the time saved, and real-time insight delivered will improve the experience significantly. All messaging can be customised to suit the company’s tone and immerse candidates in its brand.
No one likes the administration it takes to go through the hiring process. Hiring managers have to track down candidates, work with their schedule, deal with no-shows and scheduling snafus and judge people according to ever-shifting criteria.
They also have to be held accountable for the tough decisions interviews force them to make. It is stressful. Moreover, given how ineffective interviews are, the stress is often pointless.
Many candidates also hate interviewing. They have to take time off of work, buy new clothes, fight traffic and inclement weather to get there on time and make sure they share only the parts of their personality the interviewer will like.
It is an undertaking that feels decidedly phony, not to mention more than a little dehumanising.
Sprinkle in the additional stress of calling candidates, scheduling interviews, juggling schedules and callbacks, planning for the interview, and all of the lost time this all requires, and it becomes clear that in-person interviews only make life worse.
Automated one-way interviews, however, utilise a platform to send through written questions, or the interviewer asks the question in their own pre-recorded video. Candidates can record their answers and submit them at their convenience, from any device, and within an allotted period of time.
It is more flexible, decreases anxiety that can cause traditional interviews to derail and gives the best candidates a chance to shine.
6. Background Checks
Recruiting automation can reduce the need for background checks and make it easier to send background checks as needed.
According to research by SHRM, more than 50% of companies in the US perform background checks to improve the quality of their new hires.
When recruiting teams deploy an AI solution or automated skill test, they can bypass the need to independently verify a person’s credibility.
A skills assessment gives candidates the chance to show their talent in a real challenge and the results are more valuable to a hiring manager than hearsay or a reference check.
There are also tools that will scan online databases for information about a candidate’s background while keeping the company compliant with state and federal employee protections.
Some reference check tools scan consumer credit reports, social media, national security databases and education records to verify a person’s identity. Recruiters get automated reports that they can follow up on if necessary.
This article first appeared in Vervoe. At Vervoe, their mission is to fundamentally transform the hiring process from mediocrity to meritocracy.
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