Source: Talent Tech Labs
When a role is open, that implies increased workload for other members of that team. Managers try to avoid that, so they want a position filled quickly. The problem is that a recruitment process focused exclusively on speed can be prone to a lot of error and miscommunication.
Between 25-33% of employees depart within six months of entering a new job.
Clearly, the recruitment process isn’t being optimized properly. But how can we make sure it is?
A better recruitment process begins with leveraging tech
This type of automation frees up recruiters for more value-add tasks around network-building and candidate engagement.
Consider two of the major challenges of the recruitment process:
- Speed of process
- Communication with candidates
How can you use automation to speed up the recruitment process?
By dramatically speeding up the sourcing and screening stages, you can reach out to candidates that much faster, whether you want to move them to the next stage or reject them.
Here, you’re using human recruiters to do the network-building and context-seeking, and you’re using AI to drastically reduce screening time, up to 75% in some cases.
Screening is frequently one of the biggest complaints of talent acquisition professionals because of its time-consuming nature.
How do you improve communication with candidates?
Software Advice’s research found the top complaints candidates have about the recruitment process are:
- An extremely long application
- No confirmation email
- A long hiring process
- Inability to contact a recruiter
- No notice when the position is filled
Notice that 3 of the 5 candidate complaints are about communication.
From the same research, these were the top requests of job seekers:
- More communication
- Notification if passed over
- Timeline of hiring process
- Human contact after application
- Timeliness of replies
4 of these 5 requests are about communication.
Communication is clearly a big issue. You need to nail it if you want to achieve a good relationship with candidates. Technology can help.
Whether it’s attaching some type of recruiting automation to your pre-existing ATS, using chatbots, or automating the process enough that humans can easily email back and forth with candidates.
If you examine your own processes, you’ll probably find some communication gaps.
Fixing those is going to be key to how your employer brand is perceived in the marketplace. Imagine a candidate tell their friends, “This company is so great at following up and just generally keeping you in the loop.”
To get that kind of praise, you don’t need to task dozens of recruiters with emailing all day. You just need the right tech.
A final note on improving the recruitment process
If repetitive, time-consuming tasks are automated out, recruiters can spend more time on actual planning.
Typically, recruiters currently spend a lot of time on tasks like sourcing, scheduling, and “putting out fires.” But that doesn’t need to be the case.
With the right tools, a value-add recruitment process can be a reality and not a fantasy.