Businesses are in a pressured situation now that technology and things such as machine learning, artificial intelligence, the Internet of Things, and so on are becoming the standard for businesses to use. Resilience towards the coming future is what most businesses are striving for to survive in the future.
The main aim is to minimize cost in the long run and maintain an up-to-speed model regarding technology and processes relating to IT. IT teams are burnt out from the overload of work they’ve been constantly experiencing for the past decade, which is why recruitment is crucial.
One sector within a business that gets overlooked when updating to more modern methods is recruitment.
What is recruitment?
Recruitment is one of the main sectors found within Human Resources, and it makes up the spine of a company thanks to businesses hunting for the top quality talent found in the present and future job market.
The way recruitment works are employees from HR try to attract or identify possible talent, then shortlist, screen, and interview the potential individuals. If successful, those individuals are hired and become onboard employees.
Finding adequate talent for your business is already hard as is and takes much effort from all parties involved, especially when looking at the cost of finding suitable candidates through HR.
Traditional hiring methods
The first most traditional method is done through newspapers, which is not effective in our modern era since newspapers have a niche and minuscule following. The only talent you would attract is older talent, so if that is what you seek this option is for you.
Another method is a classic, which would be internal hiring. This entails a business to promote an existing employee to a higher position based on their previous performance. This is convenient and has proven beneficial for businesses in most cases.
Using a local employment office is also an older way of scouting talent. It is similar to hiring an advertising company to advertise an open position within your company, and it is targeted towards people seeking employment.
Temp agencies are the last traditional method listed in this article. This agency gets hired for a certain amount of time and browses potential candidates for your business, picking the most adequate one if found. This agency can also be called an employment agency.
Modern hiring methods
The first method for modern-day hiring is through smartphones, where recruiters can provide information on the open position and spread information on the company. This also allows better screening of candidates and faster communication thanks to the internet.
Social media would be one of the least expensive methods for scanning for candidates and allows recruiters to get insight into the person they are debating to hire. Checking a candidate’s background in a detailed manner has become popular thanks to the access we are now granted.
The last modern method is event recruitment. These events are company-sponsored to reflect the company’s values and ethics, which in turn attracts potential talent for hire. This reaches a broad audience of people interested in the same ideology and method.
Though these methods are satisfactory in finding candidates and hiring them, they still require lots of human intervention and time, which essentially equates to cost for the business.
This is when the question of automating this process arises. What is it and how could it be done? Let’s dive into the answers to these important questions.
What is automation?
Automating something means creating a certain application that implements processes with minimal human intervention. Though such programs count as larger investments from a company, they minimize costs and increase company productivity in the long run.
Automated technologies prove to be more reliable, less time-consuming, and improve overall efficiency. Lensa for example has use automation to allow not only the recruiter to get more insights into the candidates, but also gathering useful company information to create a user-friendly experience to candidates.
The reason automation is recommended for recruitment is because such technologies were invented to replace or minimize labor in repetitive and menial tasks regarding work. An example of this is robotic assembly lines for auto parts, where the robots do quick, precise, and clean work.
How can recruitment automation be achieved?
Recruitment automation is classified as a subset of Human Capital Management, which is a process where proper candidates are hired, workforces are adequately managed, and productivity is optimized for a company.
This category is named SaaS, or a software-as-a-service, and is a method used by a company to manage the entirety of its workforce.
There are many steps to recruitment, meaning there is software that does either one step or many steps of this recruitment path. Many of these programs use AI to automate the process.
Let’s do a rundown on the steps of recruitment and how they are automated.
Candidate Pre-screening, Screening, and Engagement
Tools used for pre-screening rank candidates in terms of their qualifications for a certain position. Artificial Intelligence chatbots are often used to engage and screen candidates to help companies provide a scalable and streamlined interface for potential future employees.
Applicant Tracking Systems are used to track and collect such processes in a hiring database. This is one of the most used systems by companies today.
The second a candidate applies for a role in the company, the system keeps track of what info and where the candidate is regarding the process, allowing for recruiters and hiring managers to collaborate, stay organized, and easily access details.
The best part about using an ATS is not losing any strong candidates to small mistakes.
Websites that are made for employers and employees seeking employment have become one of the most popular methods for automation since the software sorts data automatically and easily connects job seekers to the right people.
Scheduling interviews can also be done automatically with the proper software and rids human labor of this tedious task. Usually, these programs can differentiate between the types of scheduling, such as meetings, interviews, and so on, and automatically add dates to calendars.
Interviews and background checks
Things such as name-matching tech, automated candidate research, and objective red flags can all be installed with a program that scans your potential candidates through coding tests.
The first round of interviews is done with digital on-demand interviewing, then filtering out the best candidates to be interviewed by human labor from HR.
Overall, the only issue with automated recruitment is that it removes unskilled labor from the company, meaning it does decrease job possibilities. On the other hand, it creates an efficient system and database for the company to use and increases productivity.
HR Future Staff Writer