Recruitment automation offers strategic advantages for companies such as optimizing Human Resources (HR) management and improving the candidate experience.
Digital transformation has had a considerable impact on all industries, and the HR field is no exception, especially in the acquisition of qualified talent.
Recruitment automation plays a big role in personalizing recruitment and establishing a relationship of trust between the candidate and the organization.
In this regard, we thought it might be useful for you to take a closer look at HR processes in recruitment automation and the most significant tools.
What is recruitment automation?
Recruitment automation is the use of technological tools that streamline and optimize the recruitment process, freeing up Human Resources (HR) departments, improving the candidate experience and reducing talent acquisition times.
These types of resources (other types include hr scorecards, for example) allow, among many other solutions, to automate the search for candidates, manage large quantities of resumes, schedule interviews or maintain continuous and effective communication with candidates.
Thus, automation in recruitment, also called e-recruitment, will facilitate the process of finding the talent you need, especially if you are dealing with highly qualified profiles with a high level of demand.
When do you need an HR automation process?
HR experts seem to agree that every organization can benefit from HR automation process, although there are signs that may indicate that your company is a strong candidate.
Take note of the most common ones:
- Overworked recruiting teams that may lose important candidates due to lack of time to manage them.
- Overly lengthy hiring processes can not only overburden recruiters, but also demotivate candidates.
- Limited recruitment budget or time that requires effective responses in the short term without putting the company at risk.
- Inability to centralize recruitment metrics that allow a correct monitoring of the processes, thus losing perspective in the analysis and incurring in errors or confirmation biases.
- Ineffective communication with candidates and inability to collect their feedback on the hiring process, which prevents successful pre-onboarding.
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Recruiting automation tools
The following 4 tools that we are going to address separately below complement each other and are often used together in intelligent recruitment processes through specialized recruitment software such as Applicant Tracking System (ATS).
They are often referred to as such because they facilitate better use of human and technical resources, improve the candidate experience and reduce costs for the company.
Artificial Intelligence (AI)
AI optimizes workflows by relieving the burden of routine administrative tasks linked to HR management, so that teams can focus on providing better service, while ensuring strong information governance.
AI can perform tasks such as filtering resumes, suggesting ideal candidates based on job description, analyzing recorded or real-time interviews, monitoring online assessments to ensure fairness, etc.
Big Data
Closely linked to AI, Big Data (and its 5 V) offers you the possibility to analyze and cross-reference a large amount of data from various sources to optimize your recruitment strategies.
One of the great advantages of incorporating this type of technology is that with it, you can make a very precise segmentation of profiles (clustering), grouping candidates with similar skills and characteristics, which offers you many possibilities for customizing strategies.
Computational linguistics and semantic technologies
These two Natural Language Processing (NLP) tools help you reduce bias, perform semantic analysis of resumes, and automatically classify candidates by assigning them roles based on the semantic alignment of their skills and the company’s requirements.
They can also help you create much more attractive, inclusive job descriptions tailored to the target candidate’s demographic profile, and perform performance prediction based on labor market trends.
Chatbots and social networks
Two other resources for automation in recruitment that we cannot fail to mention are chatbots and applications for managing social networks.
On the one hand, with chatbots you can create an automated panel through which candidates can ask questions and receive personalized answers, especially if it has AI.
On the other hand, applications that centralize the management of social networks, in addition to giving you the ability to schedule your publications, can offer other automated options such as performance indicators to analyze what content is most valuable for attracting talent.
HR automation examples in the candidate journey
In order to give you some recruitment automation ideas in the different types of recruitment, such as lateral hiring, we want to give you some practical examples focusing on the 3 phases of the candidate journey:
1. Attract.
In this phase of automatic recruitment, you can personalize the content of your communications to attract candidates’ attention and keep them engaged.
For example, by automating job advertisements and segmenting the target audience.
You can even implement a Partner Relationship Management (PRM), a communications schedule in which, depending on the type of interaction of the person, they can receive emails with specific content that concerns them and all this in different formats, such as videos, text, audios, etc.
2. Recruiting.
At this point, automation makes it possible to ensure that the candidates who really meet the company’s needs move forward in the selection process.
Thanks to technology, people can receive constant updates on the status of their application, as well as answers to their questions thanks to resources such as chatbots.
You will also be able to automate pre-selection questions, schedule interviews, etc.
3. Hire.
Another essential factor is to make the hiring process as easy as possible by allowing candidates to apply for jobs from their social media profiles. This also benefits you, as it gives you more information about their skills.
Automating forms and tasks also favors socialization with the company culture.
Automating the recruitment process: strategic benefits
A good way to conclude this small study on the possibilities that the automatization of the recruitment process can provide to your project is to compile its benefits.
We share with you the most significant ones:
- Optimize the search for candidates.
- Reduce time to hire.
- Minimizes recruitment costs.
- Allows you to analyze a large number of applications.
- Eliminates biases.
- Facilitates informed choices.
- Improves candidate experience.
- Provides transparency throughout the process.
- Creates a bond of trust between the candidate and the recruiters.
- Enhances the accessibility and fairness of the process.
In this sense, when it comes to offering equal opportunities to all candidates, without bias or discrimination, offering fair and impartial evaluations is crucial.
At Smowltech, we can help you with our proctoring plans, professional and innovative remote monitoring solutions that incorporate AI capabilities.
Discover them by requesting a free demo, and boost your recruitment processes.
