Launching a high volume recruitment campaign demands additional recruiting resources to manage a surge in job applications. Companies aim to attract qualified candidates to new positions at a potentially global scale.
To help effectively tackle a mountainous pile of job applications many recruiters will invest in automation. Recruitment automation helps to complete time-intensive recruiting tasks, fast and efficiently, through the automatic undertaking of manual processes. Making it the perfect assistant to help manage a high volume surge in job applications.
Job applicant screening
Resume screening is a notoriously time-consuming stage in the recruitment process. It requires great skill and accuracy to detect job matching candidates and ensure a fair applicant review. The risk many employers face is potentially bypassing high-quality candidates due to time restraints and high-volume workloads. That’s where automation steps in.
Manage job applications
Employers can manage a large volume of applicant intake with automation. Recruitment automation screens thousands of job applicants within a matter of seconds. For each new vacancy added, screening technology will process every incoming applicant against the role. Screening algorithms are programmed to detect key job matching data points that surround a candidate’s skill set, experience, work history, job title and education.
Help tackle bias
Unconscious bias is the largest threat to diversity and inclusion in recruitment. It occurs outside of our conscious awareness and is incredibly difficult to guarantee complete removal.
Automated technologies can significantly lower the risk of bias through the removal of personal and identifiable candidate information that is unrelated to the job role.
Screening technology never tires. It works consistently around the clock and is not affected by external influences. For each vacancy, every job application is reviewed fairly against the same job matching data points.
Automation frees up time for recruiters by automatically undertaking highly administrative and repetitive recruitment tasks. Almost three quarters (72%) of workers have stated they would use the additional time saved by automation to do work that is more valuable to their organisations.
This means that because of automation, the bulk of the initial screening process is complete, and what’s left is the manual review of suggested job matching candidates that are deemed a job fit by automation. Enabling the hiring decision to remain human and recruiters can call upon their experience and assessment skills to advance candidates and engage with job prospects.
Reroute job applications
A surge in job applications does not necessarily mean that every application a recruiter receives will be qualified for the role. In fact, HR managers state that 42% of the resumes they receive do not meet the job requirements. Many candidates are either overqualified or underqualified for the role. Hiring teams face additional pressure when dealing with a high volume of applicants to source qualified talent.
The sheer volume of applicant interest for a role often makes it difficult for recruiters to engage with every application. In today’s job market, candidates are lucky if they receive a ‘sorry your application was unsuccessful’ email but how can employers continue the candidate journey or create a positive hiring experience?
Help guide talent to the right role
Maximise the potential in every job application. Recruitment automation screens unmatched job applicants against all other open vacancies within the hiring organisation. Those who have been unsuccessful in their original intended role are instantly reconsidered for positions that better suit their skillset and experience.
Create valuable reengagement opportunities
A job applicant who does not receive a job offer is 80% more likely to reapply again if they had a positive candidate experience.
Automation helps hiring teams to drive candidate reengagement through new hiring opportunities that better align with the candidate’s needs. Reaching out to past applicants to present new job opportunities helps gain significant value from those who have already brought into the brand in order to continue a positive candidate experience.