Have you heard of recruiting automation but are not quite sure what it is and how it works? You are not alone, as recruiting automation is a fairly new technology introduced into the hiring process. Recruiting automation is a hiring technology used by recruiters that screens applicants based on certain criteria, saving valued time and resources. This new technology operates with many functions and purposes in mind and has the potential to be an industry-changing resource.
Why Is Recruiting Automation Valuable?
Recruiting automation is highly valuable because it saves time by shifting through applications and filling positions quicker. This speedy feature will save recruiters from investing time in tedious manual resume and application reading. These processes are done manually and can take hours, and often yield no results. With this in mind, most recruiters are happy with recruiting automation simply because it makes their lives a little easier.
Recruiting automation has proven that most job applicants are not qualified. This process is powered by software with intelligence screening capabilities. The software has the ability to download the job requirements and credentials and then see how potential applicants match up. It even has the power to make a decision based on past hires. The ability to operate with past hires leaves a little of the human element left to be exploited. Social media, public profiles, and information can also be identified and examined by the software. After screening applicants, the software can rank them based on preferences, credentials, and qualifications.
What Are Other Useful Aspects of Recruiting Automation?
Recruiting automation is also useful for interviews. It has the technology to analyze response times, critical-thinking abilities, and pre-employment screening. Critical thinking is one of the most important traits for a candidate to have. Therefore, having the ability to screen traits is highly resourceful. A pre-employment assessment is often a tedious process that can be completed online. Recruiting automation provides more accurate results and readings in the pre-employment assessment process. In-person interviews are usually preferred to see a candidate’s personality, work ethic, and motivation. However, using some recruiting automation strategies is an excellent addition to the interviewing process because they can be done virtually in any location, especially during the pandemic. This makes it a great tool to seek talent from outside of the local area.
Recruiting automation does come with its fair share of criticism. The Society for Human Resource Management (SHRM) says that recruiting automation is here to stay, but states that many applicants are frustrated with it. According to “Job Seekers Are Frustrated With Automated Recruiting”, an article by SHRM, “82 percent of job seekers are frustrated with an overly automated recruiting experience”.
How is Recruiting Automation Taking Over?
Recruiting automation is growing in popularity. The most popular company producing recruiting automation is HireVue, which is used by over 700 companies, according to Towards Data Science.
With its growing popularity, it is important to note that the software is not meant to replace recruiters but only to assist them. The recruiters’ skills are still necessary for most of the work, but recruiting automation does increase productivity exponentially. This is because the role of recruiting automation is to use technology to do simple but time-consuming tasks. Having this technology available can transform the way the staffing industry operates. By implementing recruiting automation to your hiring process, you can sort applicants quicker, improving the chances you land that perfect hire.
If you want more assistance with the hiring process or want to enlist a professional recruiter, contact Victoria James Executive Search, Inc. at (203)750-8838. We can help you find the talent that best fits your team quickly and efficiently. Reach out to us today to learn how your company can benefit from our services.
