Automation in recruitment is the process in which everyday hiring practices and recruiting workflows are automatically completed with the assistance of technology. Recent developments in technology drive demand to make processes easier and much more efficient for employers and hiring teams.
Changes in recruitment technology
The advancement of technology has greatly impacted recruitment. All areas are affected, from the way candidates search, apply and interview for job roles. Employers strive to make their hiring process more effective by relying on automated techniques to carry out manual and potentially repetitive tasks.
Automation in recruitment examples:
Candidate screening – CV/resume screening will instantly process job applications to determine matching candidates who fit the vacancy skills and experience criteria.
Candidate sourcing – Automation sources potential candidates within an existing talent database and automatically matches them against open job vacancies.
Pre-employment assessment – Automated technology can help identify strong talent in a technical assessment as well as gather behavioural and personality trait information to measure cognitive ability.
Interview scheduling – Manage and arrange multiple job interviews. Automation can move candidates through the interview process and notify all interviewees of attendance times and dates.
Up until last year, the hiring landscape was a candidate-driven market. Unemployment was at an all-time low and there was a large selection of open job vacancies. However, due to unprecedented times caused by the impact of COVID-19, we are now experiencing an employer-driven market. Hiring industries face a high level of applicant interest in a saturated job market.
Whilst previously technology has been implemented to enhance the candidate experience and employers have invested largely in the company culture – a shift in market focus has meant priorities have changed. Whilst these aspects are still obviously important and are a key investment long-term, to meet urgent demand recruitment automated technology enables fast management of hiring volume.
Push for recruitment automation
Automation in recruitment is a valuable tool for hiring at a high volume scale. Many recruiting tasks are time-consuming, particularly administrative duties. Hiring teams under pressure face tight time restraints to make hiring decisions which can sometimes sacrifice the overall quality of hire.
Reduce the cost per hire. Automation completes time-consuming tasks and eliminates the risk of human error which can be a costly mistake to an employer.
Engage with talent faster. Recruiting automation acts as a helping hand for those overloaded with job applications. Its speed lies in its ability to process and match job applicants in minutes rather than hours which can sometimes be the case in manual processes.
Enhance a recruiter’s role
Organise a recruiting workflow. Automation is a handy tool to ensure recruiters complete tasks that are of most value to their skill set. Providing them more time to focus on communication and key decision making aspects of their role.
No job is too big
A high demand of job interest will not phase automation. Each application will be considered in the exact same way based on the same set of variables.
Automation does not tire and will continually work at a consistent level during the hiring process to complete a potential voluminous or monotonous task.
Completely remove any possible human bias. Automation is programmed to disregard candidate traits that can lead to biased hiring decisions. For example a candidate’s name, perceived age or nationality are not considered during automated candidate screening.
Automation and recruitment partnership
Intelligent automation will free up valuable time to ensure a recruiter makes the most effective hiring decision. It differs from Artificial Intelligence because it does not mimic human intelligence to replace human action and decisions. Many recruiters are cautious to implement AI because there have been previous cases where Artificial Intelligence has learnt bias and consequently discriminated against candidates (for example, the Amazon recruiting tool).
Differing from this, automation enables both humans and technology to coincide and work together. Automation does not take over. It assists in time-consuming manual tasks to ensure the recruiter can focus fully on all other strategic role aspects.