Simplify your Recruitment Process by Optimizing Automation

Simplify your recruitment process. Save time and improve the candidate experience in the recruitment process by automating key steps. Here's how you can do that.

When you’re in recruitment, you deal with people all the time. The ‘human aspect’ is very important and in many cases, the deciding factor whether the candidate is a fit. But that shouldn’t mean that you should do the work yourself. If there’s anything I have learned working in this field, it’s that using technology as much as you possibly can means that you have more time to spend in front of candidates. Now, how can that be a bad idea?

There is a lot you can do to make your life easier, your process smoother and your candidate experience better. Those goals you can achieve all at the same time. There are many different ways to automate your processes with small, cost-effective tools and larger, more-encompassing overhauls, and a lot in between. Let’s take a look at how you can simplify your recruitment processes by effectively implementing effective automation.

1. Use Online Job Postings

I still see companies – mainly smaller companies – that use “send in your resume to [email protected]”. That means that you are the system behind the opening. I understand that implementing a massive Applicant Tracking System or ATS is a bridge too far if you only have a few open positions per year. But that shouldn’t mean that the alternative is no system at all.

If you don’t use some sort of automated, online process, it means that all is up to you to keep track of applicants, organize a filing system, and work on responses. An alternative to either nothing and a professional ATS could be using a job board. Think of Glassdoor, Indeed, or Ziprecruiter. As part of their services, you can keep track of applicants as they are collected in their system. You can send automated responses and label applicants for immediate and future consideration. You pay for the services or use their more limited stripped-down services, and you get a lot in return. Whoever you put in charge of finding the right candidate will thank you.

2. Gear up with an ATS

If you have more vacancies or you want more influence in the look and feel of the candidate’s experience, you can implement a formal ATS. Using this, you can fully automate your process. In addition to the advantages of using online recruitment agents, you can collect valuable information that you can cluster in the appropriate areas. For instance, you can collect information that you can use in the rest of the process, such as personal information, work history, and education.

More importantly, you can automate simple but time-consuming tasks. Think of standard emails, like receipt confirmations and updates, requests for information, rejection letters, and invitations. You can set up standards so that it is only a few clicks to send out communications to many applicants. It will make it easier to communicate with unsuccessful candidates. We already discussed why that is important, but it’s helpful to make your life easier doing that.

3. Use Scheduling Tools

Arguably, one of the most difficult logistical parts of the recruitment is setting up appointments. It is really difficult to get the candidate to meet with the hiring team and the key decision-makers within a reasonable amount of time. Especially when the teams are traveling a lot and when the candidates from out of town, it is a truly tricky exercise.

So, it’s good to know that there are scheduling tools out there that you can use to assist you with setting up appointments. You use the candidate’s input and efforts to schedule. Many of the tools sync automatically with your company’s system, making it easy to schedule real-time. Take a look at Acuity, Calendly or Gigabook.

4. Use a Talent Community

An often overlooked technique is setting up a talent community. It replaces the ‘open application’ by a neat pipeline of engaged and driven candidates. You now have a living community of candidates that are genuinely interested in your company. It saves you time and effort. You don’t have to reach out to potential candidates but you can take a look in your community. Search for candidates that see a fit between them and your company. You can build engagement even further by showcasing your company. Focus on the mission, vision and values, products, and behind-the-scenes views of your processes.

5. Use Video Interviews

We keep the best for last. A lot of our tips here can be incorporated into one single solution: pre-recorded video interviews. This is a true time-saver and it can help you drive the efficiency of your process. You don’t have to worry about planning interviews as much, as you can have the candidates record the answers to your predefined questions.

For instance, you can easily share with your key decision-makers. Block and schedule time to go through the interviews in a single, effective sitting. Look back, double-check answers, and easily compare. You don’t have to skip the in our opinion crucial pre-vetting of candidates. But you do eliminate a serious chunk of time and money you’d otherwise use to have people come, fly and drive-in.

At AskAway, you can see this solution in action by opting for the risk-free 30-day trial of the process. See how this works for you, and find out first-hand how you can upgrade your process. Simplify your recruitment process without jeopardizing the quality. Find out more here, or book your free trial here.

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