The recruitment industry has witnessed some drastic changes since the IT boom, and technology is constantly becoming important for recruiters. And the pandemic also gave a boost to automation in hiring. However, the rumors of technology replacing humans are not true.
Recruiting is a process wherein digital advancements cannot be a substitute for humans; instead, they work as assistants. From sourcing the candidate’s profile to providing him with an offer letter, the hiring process requires much time and great attention. And only human intelligence can handle these tasks effectively.
However, technology is great at saving time and effort. It streamlines hiring and improves the quality of hire. So, in the rapidly growing business environment, you must automate your talent acquisition process to spare time for other essential work. But the question is how to do it. Therefore, we have stated some best ways you can automate your recruitment.
Top Uses of Technology in Hiring
Automated Job Advertisements
The quality of your job advertisements impacts the number of candidates, the quality of applications, and the quality of hire. But you might lose control over creativity and consistency in posting the ads. And this can undermine your employer brand. So, you must subscribe to an ATS and integrate your social profiles with it. It will help you maintain a series of creative job adverts and increase your posts’ reach. To take your online presence under control, you must consider these tips:
● If publishing openings in bulk, leverage the auto-posting feature and schedule the posts in advance.
● Use readymade templates and descriptions for the position. Or prepare an attractive post of your choice and ensure it complies with the platform’s guidelines.
● Post vacancies on multiple platforms at a time using digital tools. Save the post designs in the library so you can use them in the future.
Ranking-Based Pre-Screening Questions
Pre-screening questions increase the quality of hire and ensure the applications you receive are qualified for the role already. It eliminates unsuitable applications and saves much time. It also provides the recruiters with data on candidates’ work history, education, and behavior. However, it requires much time to design unique questions for each role, check the answers, and arrange candidates’ ranks according to their scores. So, you must use pre-employment assessment tools to keep your process going smoothly. And also, you should go through the following points:
● Prepare different sets of questions for each job position and change them with time. Add only job-related questions in the tests, and behavioral questions will be suggested by the automated system.
● Ensure your questionnaires are mobile-optimized and make the test available in multiple file types.
● Be available for the applicants if they need help in attending the test. Or enable a chatbot to assist the candidates throughout the process.
Shortlisting of Applicants
Once the pre-screening is done, you will have to shortlist the applicants for the interview round. Based on the pre-screening test scores, you can easily invite candidates for the further process. And if the number of applicants and vacancies is too high, you can also automate the shortlisting. Algorithm filters allow shortlisting candidates based on their scores in different test sections. This boosts up the hiring cycle, saving time from manually reviewing the test scores. To shortlist the candidates effectively, you should follow these tips:
●Set specific goals and criteria to define the number of candidates you need to call for the interview process. You must also consider the number of vacancies.
●Consider reviewing the resumes and cover letters of the applicants. Eliminate the candidates that don’t match your organizational requirements. You can also use automated systems to identify and disqualify these applicants.
● Enable efficient communication standards to notify job seekers about their status in the process. Even if a candidate is rejected, update them about the same. Schedule emails/messages through recruitment software to save time.
Real-Time Candidate Profiling
Telephonic interviews are time-consuming and only provide basic information about the candidate’s quality. Additionally, they affect your candidate experience as you might not be effective in every call if communicating with hundreds of candidates in bulk hiring. However, technology has a solution for this also. By using video interviewing tools, you can interact with multiple candidates simultaneously and know whether they will be a good fit. Moreover, many organizations are implementing AR & VR in recruitment to understand how potential employees perform in a particular situation. They enable a real-time working scenario of the workplace in front of the candidate. To hire effectively using technology, these points must be considered:
● Schedule the interviews and set reminders so that you can reach out to candidates on time.
●Use facial recognition and speech analytics capabilities to know the candidate’s personality and behavior.
● Consider the candidate score provided by the algorithm. Communicate with the applicants according to their personality traits and behavioral characteristics.
