There are robots in Walmart stocking shelves, robots in restaurants cooking burgers, and, now, robots in the hiring process reading resumes. While automation certainly makes people’s lives easier, some feel that recruiting automation is what’s preventing them from landing a job.
Is automation really what’s keeping you from getting to that first interview? Or, is automation simple something that frees up a human recruiter’s time so they can focus on qualified candidates?
What does automation mean?
Before diving into recruiting automation, it’s important to define exactly what automation means. It’s fairly easy to see the creep of automation in our everyday lives because it can be jarring. Think about the cashierless Amazon stores or Walmart’s new robots, for instance. But other less obvious forms of automation have slowly made themselves an important and permanent fixture of our lives. If you use Siri (or an equivalent) to text, set reminders, call someone, etc. then you’re utilizing automation to make your life easier. Programmable thermostats, coffee makers, and many phone apps also fall under the realm of automation.
At its core, automation was designed to increase productivity, improve safety, and all-around make our lives better. However, a lot of automation (especially in recruiting) isn’t viewed that way.
What’s recruiting automation?
Getting an autoresponder email after you’ve submitted an application, automatically sending interview reminders to interviewers and candidates, tracking candidates through an Applicant Tracking System (ATS), and more are all recruiting automation. Just like with automation in our daily lives, recruiting automation is designed to make the recruiting process more streamlined, efficient, and effective.
However, not everyone feels this way. In a recent LinkedIn article, for example, commenters decried that automation like an ATS is what’s standing in the way of them and a potential job.
Is this really the case?
How does it help candidates?
Automation was designed to help make our lives more efficient. It’s the same for recruiting, especially for candidates.
When companies leverage an automation tool, it not only keeps candidates more up-to-date with where they are in the process, it also gives them more time with their recruiter:
How it Works
In a study done in 2009, CareerBuilder found that every job opening, on average, receives about 75 resumes. As of 2017, the average job opening now attracts 3x as many applicants. It’s just not possible for an individual to thoroughly read that many resumes, nor would it be preferred.
Candidate experience is one of the most important aspects of the interview, and it would be negatively impacted if recruiters had to spend all of their work week (and then some) reading through countless applications, trying to find someone for the open position.
A recruiter, after all, does more than just read applications. They’re also responsible for conducting preliminary phone screens, sourcing candidates, preparing candidates for their interviews, and answering any introductory questions that they have about the company or the process.
Additionally, automation also impacts the scheduling process. Many candidates are aware of the constant back-and-forth that happens when you’re trying to schedule an interview. However, many companies are now relying on automation to schedule these interviews. In particular, candidate-driven scheduling is one of the ways that candidates (and companies) are saving time and moving more quickly through the interview process.
With recruiting automation, candidates will have a better experience not only because recruiters have more time to spend with them, but they also won’t be wasting time!
How does it help recruiters?
Just like with candidates, recruiting automation helps recruiters be more efficient and effective with their time.
How it Works
From the first touchpoint with candidates, automation ensures that recruiters are using their time wisely and providing the best candidate experience.
There are a variety of candidate sourcing tools out there that automatically find candidates with the experience necessary for a recruiter’s open position. This saves countless hours of searching for qualified candidates. Instead, recruiters can spend their time interacting with candidates with the necessary skills and experience.
From there, automation also helps recruiters comb through resumes and schedule interviews. ATSes and interview logistics platforms are great tools that integrate with one another, ensuring that qualified candidates are immediately put into the process and scheduled. After all, the company that’s the fastest is usually the one that nabs talent first.
Automation is also critical for removing bottlenecks within the hiring process. Recruiting teams that track metrics can see immediately how long each job stage takes and which interviewers are canceling interviews, and act accordingly.
Finding a job is difficult. It’s easy to blame recruiting automation because it can seem like it’s the one thing standing in between a candidate and a job. However, that’s not the case. Automation in recruiting is ensuring that recruiters have more time to spend with candidates and can provide a better overall experience!