The growing need for automation in the field of recruitment has given rise to automation of recruitment process using AI. As hiring volume is predicted to increase next year, but the sizes of hiring teams are to remain the same; or probably shrink further; interest in recruitment automation will only be getting stronger. Intelligently automating the workflow will always help us find the top talents.
Data-driven recruiting has started taking shape and the performance of the recruiter is judged on the following parameters.
The Key Performance Indicators as per the thought leaders in the recruitment industry:
- Not compromising on the quality of the candidates is the top priority for 80% of hiring leaders
- Time to fill in the open positions is the top priority for 40% of talent acquisition leaders.
Recruitment automation will certainly help achieve these parameters.
New upgrades in the area of technology have led to considerable changes in various support departments of all organizations like finance, marketing, sales, etc and few of the thought leaders feel that the next significant adoption will be in the area of recruitment. By streamlining some aspects of the recruitment workflow, experts predict that the recruitment automation will enhance a human recruiter’s capabilities.
The 3 advantages of automation in recruitment:
1. Automating Bulk Resume Parsing:
Resume parsing needs automation to find the most suited resume. Given below are a few reasons that immensely impact automation in recruitment:
- Manually screening resumes is one of the most tedious jobs in recruitment.
- Out of 100 resumes received most of the times, 70% are irrelevant to the job role. The recruiter has to spend most of the time in screening these irrelevant resumes.
Screening resumes is still the most significant bottleneck in hiring.
All the newly available software/ platforms are running on the backend by AI. These software/platforms are programmed in such a way that they integrate with the existing software or applicant tracking systems. The software learns what the job requirements are and then determines how the most qualified candidates should be based on the previous hiring decisions.
These automated tools/ platforms/ software not only integrates with the available data, but also with the Social Media Profiles of the candidates.
Intelligent Automation is what I would call it, as it not only does the tedious task of screening but also gives other information like qualification, candidate experience in desired skills; and also provide grades for these applications.
Automating one of the primary tasks of recruitment, i.e. screening, will reduce time to hire as it is going to automate the job which is repetitive and the most time consuming for the recruiters.
Nowadays, organizations also focus on the personality of the candidate and whether the candidate fits in the company culture and values within the team or not. Automation helps recruiters to keep their focus on these aspects while hiring.
2. Automating to Engage Offered Candidate
In the current trend of the candidate-driven market, competition has increased immensely and the top candidates may not necessarily accept your job offer. Robotization, a form of chatbots, helps create a positive candidate experience.
Chatbot helps the recruitment team with the initial screening of the candidate in real time. It allows recruiters to give regular updates to the candidates and answer any queries they have regarding the job-description, next steps in the process and their individual feedback. Automating these mundane tasks helps the recruiter in the first-level screening and ensures that the recruiter can focus gauging on culture fits and attitude of the candidates.
3. Automation for Interviews:
Recruitment automation augments recruiters’ capabilities by allowing them to conduct interviews from anywhere and at any time they want. The interviews and assessment processes can be recorded and keep stored. These can be used to judge candidates on the basis of communication, body language and many other parameters. While it helps in increasing the hire quality, additional data points can also be collected to know how suitable the candidate is.
The Takeaways:
Industry experts believe that the automation in recruitment will augment and enhance human recruiters’ abilities, rather than completely replace them.
Recruitment automation is changing recruitment in three significant ways:
- Automated interviews that improve job fit by analyzing candidates’ words, speech patterns, and facial expressions.
- Chatbots which helps in the pre-screening of the candidate and provide real-time feedback.
- Automated CV screening that not only reduces time-to-hire but also ensures the requirements are correctly taken care of in the initial stages.
One point to be noted is that, as the adoption of recruitment automation continues to increase, the role of the recruiters will change accordingly to not just enhance the candidate experience, but to reduce time-to-hire as well. And like I always feel the need to say – It is not Automation Intelligence but Intelligent Automation.
Thank You!
Please share your views and suggestion
I hope you enjoyed this article. Don’t forget to share your views. You can also tweet your comments to @Rezoomex and @richastiwari5 with #TechHiringBlog
Richa has more than 9.8 years of experience in IT Recruitment across all levels with multiple domain at International & Domestic level.
Her experience spans both in-house and consultancy environment thus giving her a good understanding of the various nuances of recruitment process from both internal and external aspects. She has managed end to end recruitment projects and have partnered with the business stakeholders on formulating and implementing optimal talent acquisition strategies to find suitable candidates for difficult-to-fill vacancies.
Whilst working for Executive Search firms, her specialization has been professional recruitment for mid to senior level positions within the IT & Telecommunication industries. She has successfully forged new business development and managed existing client relationships. In her in-house role, she managed end to end recruitment for both professional and general staff.