by Juliayn Scales on October 2, 2018
3 min read
Automated recruiting brings talent acquisition into the digital age with technology that enables faster, smarter, better hiring.
Recruiters may find it hard to keep pace with high candidate volume and the speed of business today if they’re still using a traditional approach to talent acquisition. Automated recruiting brings TA into the digital age with technology that enables faster, smarter, better hiring. Solutions like purpose-built interviewing software are proven to increase recruiter efficiency and speed-to-hire. With automated recruiting, TA teams can put more of their time and energy into creating the ideal candidate experience.
Innovative applications can assist recruiters with many of the administrative and repetitive activities that take their time away from interacting with candidates. Enterprise organizations are using automated recruiting to do the heavy lifting in these areas:
It can. A recruiter’s job is to be the organization’s front line in TA, building relationships with candidates and speaking up about their company’s employer brand. Automated recruiting empowers recruiters to spend more of their time on these strategic activities while still getting the administrative work done. They’re using the skills they were hired for more of each day to bring top talent in the door.
It can improve the candidate experience in at least two ways. First, recruiting technologies such as video interviewing software modernize the hiring process, making it faster, easier and more convenient for candidates to participate. Candidates can take advantage of text interviews, on-demand interviews, automated scheduling, and combined on-demand video interviews and hiring assessments with their mobile phones from any location at a time that works for them. Many of the inconveniences, delays and stress of traditional hiring approaches are eliminated by automated recruiting.
Second, recruiting technologies enable TA teams to have a sharper focus on the human aspects of hiring. When they use automated recruiting at strategic points in their workflow, they gain more time to share their organization and employer brand with candidates, and enhance the hiring experience with a more personal touch.
There’s little to no risk for TA teams which choose proven automated recruiting technologies that either replace manual or administrative tasks or are designed to enhance decision-making in hiring, not make them. However, some AI-enabled applications have been introduced while still in the early stages of development. Implementing technologies which have not gained marketplace acceptance can pose a risk.
There are hundreds of different hiring applications and platforms on the market. Some are niche applications that do a single task, like automated scheduling. Others, including some video interviewing platforms, integrate many applications. Niche applications may sound like a simpler path, but in the long run, a single application-rich solution that can solve multiple TA challenges will provide more ROI, especially for large enterprise organizations with a range of hiring needs as well as companies anticipating the need to scale up their TA. A single solution provides better value since
As the role of TA leaders evolves to become that of strategic business advisor, they need their teams to perform at a higher level. Automated recruiting is vital for recruiters who need to do it all – deliver the ideal candidate experience, spend more of their day wooing talent, and ensure the administrative aspects of hiring continue to run smoothly.
To discover more about interviewing platforms that drive smarter decision-making and closer engagement with modern candidates, download Getting a Handle on Artificial Intelligence in Hiring.