A short guide about how (and how not) to use automation in recruitment.
There are a lot of recruitment tools on the market (we even offer our own). But this post is not really about what tools to use, it’s about how to (and how not to) use them effectively.
The most obvious benefit of automation is that it saves you time. It’s tempting to think that you might spend that extra time on the beach. Sadly, if you do, you’re missing out.
A different way of thinking that will pay off in the long run is to create a great candidate experience. After a bad candidate experience, 72% of job seekers report sharing their encounters online. This can really hurt your application numbers on future job postings.
So here are 3 things you can do to create a great candidate experience with recruitment technology.
1. Don’t create extra barriers between you and your candidates
There are many (semi-) automated screening tools. Think of coding tests, questionnaires, and video interviews. One of the benefits of these tools is that they give you a lot of insight into your candidate pool very quickly and reduce time-to-hire (more on that below).
But you might be half way through your hiring pipeline before you actually ever talk to a candidate. From the candidate’s perspective that feels like a barrier. So what can you do? First, make sure it’s worth it for candidates by using automation to reduce time-to hire. Second, use the automation tools you have to engage with candidates. Let’s look at both of these.
2. DO Communicate with your candidates, Every Week
Job portals have made it easy to handle applications in bulk. You can easily flip through CVs and shortlist candidates.
An often overlooked feature is that even basic applicant tracking systems give you the option to send personalized (automated) messages to your candidates. There is no excuse to not check in with everyone a few times throughout your process, even if you’re not seriously considering a candidate anymore.
Try to share an interesting resource about how to do well in interviews, or share some news about your company.
3. DO reduce time to hire
Time-to-hire matters. The best candidates don’t wait around and will be scooped up by your competitors. You just spent a lot of effort learning how to speed up your process at the top of your funnel with automated CV filters and video interviews. Now is the time to keep the momentum
pro tip: Book interview appointments in the hiring manager’s calendar before you know which candidates will move on to the next round. Calendars fill up quickly and a week and a half gap in following up with a candidate can significantly dampen a candidate’s enthusiasm.
A recent candidate survey shows that when faced with a lengthy hiring process, 46% of survey respondents lose interest and pursue other roles.
So remember, a successful long-term recruitment strategy is all about creating a great experience for candidates.