It’s natural to be skeptical of the place of technology in the recruiting world. After all, how can an automated process replace the human touch — particularly in an era during which the candidate experience means so much? The short answer? Recruiting automation should not be considered a substitute for but instead a supplement to the immensely valuable personal component offered by recruiters.

recruiting_automation

Let’s take a look at how the aim of recruiting automation is not to replace recruiters or to trim costs, but to help them improve and excel in identifying and engaging the best talent.

Here are 6 tenets that will help your company create a sustainable pipeline:
Managing Pain Points

Automated recruitment software offers a number of benefits, enhancing the potential of recruiters. From helping with the filtering, tracking, and hiring of candidates to creating and posting job openings, screening resumes, and generating interview requests, these advancements allow recruiters to manage large quantities of information in one central place and with minimal effort. On paper, this sounds terrific, but how does it translate to the hiring sphere and the critical candidate experience?

There’s no bigger issue in the hiring process than communication. While recruiting automation can currently be relied upon to eliminate woefully under-qualified candidates from consideration, there’s still plenty of room for growth when it comes to identifying top talent.

In the meantime, one area where automation truly shines is in allowing recruiters to send out personalized emails to candidates in a simple step. What was previously both time-consuming and inefficient is transformed into a powerful tool for recruiters looking to build relationships without investing excessive time or energy. Whether a candidate is being informed that his application has been received or is receiving notice of being selected for an interview, recruiting automation reduces the need for manual communications without reducing a candidate’s connection to the recruiter and brand. In fact, if done well, recruiting automation can have an optimal outcome.

Keeping the “Human” in Human Resources

A December 2013 Harvard Business Review article straightforwardly titled, “We Can Now Automate Hiring. Is It Good?” suggested that automated processes might be more of a distraction than a benefit. Why? Because instead of encouraging hiring agents to focus on attracting the best and brightest candidates, it places the focus on cost cutting.

While automation is indeed an effective way to manage an influx of candidates, it’s neither precise nor foolproof enough to make true determinations about candidate qualifications when it comes to sussing out the most promising applicants. Nor does it take into account the “outside-the-box” candidate who perhaps is not a perfect fit on paper but offers something truly extraordinary in terms of experience or enthusiasm which might merit a chance from a recruiter. In short, while humans can make these distinctions, recruiting automation software cannot. The result? A high likelihood of excellent candidates getting the boot.

Ultimately, a company’s biggest assets are and always will be its employees, with a poor hire being one of the costliest decisions an organization can make. So, while it’s true that online recruiting offers immense savings when compared to traditional recruiting solutions, these savings can be swallowed up if these tools aren’t properly used.

To learn more about how WittyParrot can help recruiters automate and personalize candidate responses watch the video below.

Leave a reply

<a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong> 

required