2020 is fast approaching and that follows new recruitment technologies, knowledge and innovations that will lead the way in the hiring evolution.
Recruitment automation enables recruiters to carry out tasks automatically. The inclusion of automated technology means humans can depend less on the completion of traditional manual methods and help free up their valuable time.
Examples of recruitment automation
Automated initiatives can be implemented in all different areas of the hiring process such as sourcing, screening, interviewing and onboarding. Here are some examples in a little more detail…
CV Screening – the process in which job applications are automatically reviewed and ranked (via keywords) as determined by their CV/resume and role compatibility.
Example software: CiiVSOFT
Interview scheduling – automate emails, phone calls and schedules to arrange upcoming interviews between the hiring manager and candidate.
Example software: GoodTime
Background check – pre-employment screening runs saves time for recruiters by automatically running employment, education, credit and criminal background checks.
Example software: The Access Group
A standout benefit for most recruiters is that automation saves time. Its impressive capability to complete tasks in a matter of seconds (rather than hours) is where its true value lies. Much different than its manual predecessors.
As a result of this, employment teams have additional time to invest in the human elements of their role such as communication, engagement and candidate care. As well as making more strategic hiring decisions based on human decision. Something that is difficult to trust technology to complete alone.
Increase in productivity
Take, for example, a recruiter who spends the majority of their day reading CVs before reaching a hiring decision, they know all too well how long this can take. Sometimes they may not even get a chance to look at every application or spend quality time on each. So to improve productivity (particularly for high volume recruitment) they can implement automated CV screening, with the capability to process job applications instantly and fairly based on the same criteria.
This way, candidates won’t fall victim to a tired recruiter on a Monday morning or a distracted recruiter on a late Friday afternoon. Instead, with automation, their application will be reviewed fairly and consistently.
One of the most common problems recruiters face is how to tackle unconscious bias. This can occur in any stage of the recruitment process and affects diversity and inclusion within the workplace.
Automation helps reduce this risk by removing unconscious motives. For example, if a hiring manager’s rationale for progressing a candidate after an interview is because they had a ‘gut-feeling‘ they will make a great hire. Then most likely this is a bias based decision. Being unable to truly justify logical reason opens them up to all kinds of different bias reasons.
The risks of over automation
As with anything, there are risks associated with automation. Over automation occurs when hiring teams enforce technology into almost all areas of the recruitment process. Recruitment is a people-facing role and there are areas which cannot be effectively replaced. Automation is most effective when strategically used for heavy administrative tasks and as a tool to reduce unconscious bias.
Should you automate the recruitment process? Let us know your thoughts in the comments below or on Twitter @BubbleJobs.