Recruitment is, by far, one of the most business-critical functions of Human Resources. It involves sourcing and hiring new employees to fill vacant job positions in a company. While recruitment is a process in of itself, it involves several sub-processes, making the entire process very complex and time-consuming.
Luckily, there are numerous ways to help you automate recruitment and save time finding the best candidates possible. With that said, here are 5 ways to implement recruitment automation:
“HR can minimize the time associated with phone screens by administering pre-recorded video interviews,” says Tegan Carter, a business writer at UK Top writers and Essay writing service reviews. “Automating the recruitment process in this way not only saves management time, but it can also help them accurately compare and contrast candidates. Plus, having a pre-recorded video interview is useful whenever the company is interviewing a high number of candidates.”
Here are 3 steps in implementing this strategy:
- - Select questions you want candidates to answer
- - Let candidates complete the questions on their own time, AND
- - Set aside a block of time for HR to review the videos at once
- 2. Simplified Schedules
Wanting a simple schedule to interview prospective candidates? No problem! With automation, scheduling interviews has never been easier!
One of the best was to simplify schedules is to allow the candidates to schedule – and reschedule, if necessary – themselves without interrupting your team on scheduling issues. With the right interview scheduling software that allows automation, you can provide candidates with available time slots, and let them schedule their preferred time, based on their availability.
Plus, recruitment management software can track the progress of candidates’ applications. If the software likes what it sees in an application, then it can even automatically place successful applicants into open interview slots with a pre-built scheduling module that accommodates to the schedule of all line managers. This allows the recruitment process to run in a shorter period with more accuracy when comparing an applicant’s application to their interview.
- 3. Build Talent Communities
With talent communities, you’ll have a consistent pipeline of engaged candidates, where you can source and narrow down the right candidates for an open position. When you engage with talent community members, they can get to know your company. You can engage with them by creating videos that showcase the culture, company updates, and skill-specific content that prospective candidate might like.
When using automated recruitment tools with an internal talent pool, you can move from passive recruitment to proactive recruitment strategies with ease. Rather than posting jobs in different portals and waiting for candidates to apply, you can create and nurture a pipeline of past candidates who are pre-screened, engaged, and ready to be contacted.
- 4. Use A CRM
“A candidate relationship management (CRM) system eliminates tedious tasks within the recruiting process, and will give you the information you need to make smarter hiring choices,” says Abbie Winter, a communications manager OX Essays and Revieweal. “CRM is compatible with other tools you might use, and it can help you access your candidates’ information in one place. And, you can set up multiple interviews at once, or use campus recruiting tools to reach out to the right candidates at the right college or university.”
- 5. Evaluating
Finally, evaluations on the interviewers’ end is crucial to making the right picks from the pool of interviewed candidates. So, you may want to set up talent workflows that include online and mobile evaluations. This allows you to reduce the amount of time needed to collect interviewer feedback, and to send interviewers automatic follow-up reminders to ensure evaluations are completed promptly.
While recruitment can be a challenging process for HR, automation takes out the confusing, and replaces it with easy-to-implement strategies to ensure a better hiring process. Since recruitment is made up of sub-processes, automation allows HR to:
- - Be consistent in their recruiting
- - Improve HR productivity
- - Save time
- - Reach out more to social platforms about open positions
- - Enhance current recruitment strategies
- - Streamline data collection
- - Make finding the right talent easier for organizations
But the most important takeaway here is that automation allows organizations to do away with inadequate strategies in favor of faster and more efficient ones. So, there’s no need to do things manually, when automation can do them for you, thus increasing productivity and credibility in HR.
Kristin Herman is a writer and editor at Top Canadian Writers and Study demic. She is also a contributing writer for online publications, such as Academized. As a marketing writer, she blogs about the latest trends in marketing and social media.