Like it has with so many other industries around the globe, automation is transforming recruiting and human resources as we’ve known it.
75% of recruiters and professional HR say technology will play a larger role in their hiring process this year—and we can expect that 100% of recruitment departments will rely on automation to streamline hiring processes sooner rather than later.
With that being said, in an industry that’s centred almost entirely around people, it may seem counterintuitive to automate different parts of your recruiting process; however, there are many benefits to doing just that, especially when you’re hiring at scale.
Why should you use recruiting automation?
Recruitment teams benefit from using recruiting automation in many ways. Here are a few of the most impactful advantages.
Increased productivity
Automation is not meant to replace recruiters, but rather to empower them to work more efficiently and make better decisions at a faster pace.
Automating processes like manual resume screening and interview scheduling allow you to focus on more meaningful work.
Improved quality of hire
Recruiting automation not only increases efficiency but also improves the quality of a company’s hiring efforts. It allows recruiters to hire candidates based on characteristics predictive of job success.
Automation also leads to more consistent hiring decisions, as it removes many variables that are not predictive of job performance. This is especially important in verticals such as retail, quick-service restaurants, or contact centres/BPOs, where recruitment teams have to review and assess hundreds or even thousands of candidates every month.
Enhanced candidate experience
Automation technology doesn’t only benefit recruiters—it benefits candidates as well!
By automating certain steps in the recruitment process, recruiters can focus more on building relationships, while candidates experience a streamlined process, get faster responses, and don’t have to wait as long for a hiring decision.
At the end of the application process, candidates are asked to rate their experience.
Zappos, for example, another client of ours in the retail vertical, reached 97% customer satisfaction after implementing the Harver end-to-end digital hiring solution.
Bias-free hiring
By using technology for screening, assessing, and ranking candidates, you can remove any common hiring biases and ensure the process remains completely objective. Turning to automation to find ideal candidates without unconscious biases leads to increased diversity in the workplace.
Here’s for example the Diversity and Inclusion dashboard available in the Harver platform. By implementing custom pre-employment assessments that are created to minimize adverse impact, and tracking your diversity and inclusion metrics, you can ensure a more fair hiring process.
Bias-free hiring
By using technology for screening, assessing, and ranking candidates, you can remove any common hiring biases and ensure the process remains completely objective. Turning to automation to find ideal candidates without unconscious biases leads to increased diversity in the workplace.
Here’s for example the Diversity and Inclusion dashboard available in the Harver platform. By implementing custom pre-employment assessments that are created to minimize adverse impact, and tracking your diversity and inclusion metrics, you can ensure a more fair hiring process.
How is recruiting automation used in the hiring process?
Recruiters can use automation technology in many different ways throughout all stages of the hiring process, from the initial application to the final decision.
