It’s commonly known that automating recruitment processes can save time and streamline operations. But there are more benefits than just that! In this blog, we list four benefits you will experience when you automate any part of your recruitment process.
Manual recruitment processes can contribute to negative candidate experiences. Recruiters can become overloaded with applications and find it difficult to close the loop with candidates. Seek research reveals 43% of candidates who apply for a job do not hear back from the employer. This leaves a negative impression on 66% of candidates with 57% stating they would not apply for a job with the same company again. By automating communication with candidates you can easily close the loop and thus provide a better candidate experience.
Recruiters can automate candidate communication with a number of tools. Applicant Tracking Systems (ATS) are a popular choice plus job sites like Seek usually offer options for automating candidate communication. Interview tools like Curious Thing also offer automated emailing options.
By using automation in your recruitment process you can improve your employer branding. How? Well, it’s one thing to create an image of your company as an attractive place to work and it’s another thing to follow through. For instance, if you claim you are an innovative company but have a paper-based recruitment process then your candidates might become sceptical.
Here’s how automated processes can improve your branding:
To learn about how our client Racing and Wagering Western Australia (RWWA) amplified their branding with Curious Thing, read this case study.
The right recruitment automation tools can provide you with deeper insight into your recruitment process and candidate pool. This data can help you make smarter recruiting and shortlisting decisions. For example, an ATS can help automate job posting and resume screening. It can also tell you where most of your job applications come from, what your average time to hire is and more. This information can help you decide where to advertise jobs in the future and plan timeframes to communicate with stakeholders.
Screening tools like Curious Thing can conduct interviews with candidates and provide you with insight into behavioural traits and English proficiency. Information like this can help you make shortlisting decisions based on more than a quick resume scan. Using the right technology, recruiters can make decisions with more data at their disposal. This can speed up time to hire and improve candidate conversion rates.
The impact of COVID-19 has made high volume hiring scenarios a reality for many recruiters. Some jobs are disappearing while others are springing up almost overnight.
Reduced job vacancies are resulting in a huge number of candidates applying for roles that are open. Black Sheep Capital, a Sydney-based venture capital firm recently received 1,500 applications for a job that they were expecting would receive about 150 applications. Having an automated process in place can help you sort through large numbers of candidates in a short amount of time. With an automated system, you can screen and interview over 1,000 candidates in a single weekend if need be!
At a time where recruiting is becoming increasingly remote and competition for jobs is expected to remain high this will prove to be an extremely valuable benefit.
Interested in learning more? Watch our webinar: Expert tips on automating your recruitment process.