In the last couple of years, recruiters have gained a prominent position at organizations. A lack of qualified candidates in the market and the need to hire better talent have propelled them to this stature. Everyone, from the CHROs to the hiring managers, want recruiters to work at lightning speed. However, several low-value tasks slow them down. These are the operational and repetitive tasks that are essential to the hiring process. In this digital age, it is a necessity to automate low-value tasks like these so that recruiters can contribute more to their organizations.
When these duties are taken care of, they can build better relationships with the hiring managers. With a deeper understanding of the roles and organizational strategies, they can deliver better results. With a better focus on high-value tasks, recruiters will be more engaged. They will be happier doing what they love the most.
Automating low-value tasks can enhance the efficiency of recruitment for organizational success. Apart from boosting speed, automation allows organizations to reap the benefits of the real value of recruiters. They are the experts in their fields who know where the talent resides. They know how to engage passive candidates and get them interested in job openings. They also know the tricks of converting an offer.
In short, they have a magic touch that can elevate the hiring of any organization. With the automation of low-value tasks, they get more bandwidth to focus on what really matters.
Which automation tools and solutions can you use for recruitment?
Here is a list of essential but low-value tasks that slow down the hiring process. Organizations can automate them to enhance their talent quotient.
1. Growing the candidate pool
The hiring efficiency increases manifold when there is a large and qualified candidate pool. It allows the recruiters and hiring managers to hire from the best and also understand the market. Moreover, it also allows them to create a pipeline if the first offer gets rejected or for future job openings.
As crucial as it is to expand the candidate pool, it is also essential to keep it relevant. Incorrect sourcing results in unfruitful interviews. Apart from wasting everyone’s time, it can also leave a sour taste on the candidate. They may not be keen on exploring future positions with you.
A job discovery bot is the latest and the most efficient source for growing the candidate pool. It engages the visitors who land on the organization’s website to check out some information. They may not be necessarily looking for jobs. The bot has a conversation with them and evaluates if they are possible applicants and suggests relevant job openings based on their profile. This is an upcoming feature from Impress. You can schedule a call with us to learn more about this.
2. Screening applicants
Technology has made it easier and less expensive for job applicants to apply. As a result, candidates often send their resumes even when their profiles do not match the roles.
Most recruiters manually go through these resumes and maintain the records in their excel sheets. They call up the candidates to understand their interests before calling them for the interview. Although a necessary part of the interview process, these steps slow them down.
AI-powered screening tools make shortlisting a whole lot easier for the recruiters. These tools can identify the most suitable candidates from a pool and also rank them.
Recruitment chatbots can particularly add more value. Their power lies in the fact that they can interview candidates. Based on deep learning algorithms, they can mimic human conversations. They can resolve candidate queries and also assess their qualification for the open roles. These chatbots can also ask the candidates to provide any missing information and complete their applications.
The most significant advantage is that these tools can simultaneously engage tens of candidates. As they do so, the screening time gets reduced considerably.
The recruiters can look at the final results and directly move to the interview stage. Impress brings a screening tool that delivers all these benefits and many more.
3. Scheduling interviews
Co-ordinating the interviews between hiring managers and candidates can be a tiresome process. It is an unproductive task that prevents the recruiters from giving time to more value-adding duties.
One can imagine the time and effort it can take during high-volume recruitment scenarios. Last-minute rescheduling and interview dropouts further add to unproductive hours. Organizations can automate low-value tasks like this to optimize their recruitment process.
AI-powered tool by Impress allows hassle-free interview scheduling. It enables qualified candidates to select the interview slots at their convenience. As they do so, it reflects in the recruiters’ calendars, and they can take it forward from there.
4. Sharing status updates
If you ask the applicants, most of them will have a bone to pick with the recruiters. They will tell you how they don’t get to know about their application status.
Sharing status updates are necessary to keep the candidates engaged. It starts from the time when they apply for a job opening. An acknowledgment mail that the organization has received their application can go a long way in keeping them interested.
Some applicants also complain they never hear from the company after appearing for an interview. They would prefer to know if the applications are going to be taken forward to the next stage or not. LinkedIn found in a survey that 94% of candidates would like to know their interview feedback. It gives them better control over their professional decisions. As they are in the market, they could be interviewing at other companies.
Recruiters do not have the bandwidth to send such updates to the applicants. Even if they want to follow a process, it may sometimes fall through the cracks. Automated systems like the Impress platform can free them from such low-value tasks while also strengthening the hiring process.
5. Offer management
Negotiating offers and convincing the candidates is perhaps one of the toughest jobs for recruiters. Sometimes, it also takes a bit of to-and-fro to get the offer accepted. When it is not automated, recruiters have to design the salary structures in excel sheets.
It is also a stage when the documents keep piling at the recruiters’ ends. From salary slips, previous offer letters and medical tests, etc. the files can become thick. Not to mention, due to the confidentiality of these documents, recruiters have to be extra careful with them.
Also, manual signing off of the letters by the designated authorities slows down the process.
When organizations automate low-value tasks through offer management, they enhance their hiring processes manifold. It allows the recruiters to key in a few details to generate salary structures and offer letters. The workflow instantly transfers the offer to the right person’s inbox for approval.
The candidates can share their classified documents on a safe system where they can also view their digitally-signed letters.
Integrating the new employees into the system is the final part of the hiring process. However, it is also a crucial time. Their onboarding experience can make or break their relationship with the organization. With a streamlined onboarding, the new employees can access the right tools and information for immediate productivity.
When onboarding is not automated, recruiters have to coordinate manually with other teams. Apart from being a time-consuming activity, it becomes prone to human errors. The result is an inconsistent process.
Automated onboarding relieves the recruiters of several operational tasks. Moreover, it ensures a consistent experience for all the employees. When they receive a welcome where everything is right, the organization can experience better retention.
Organizations can achieve higher efficiency and reduced costs when they automate low-value tasks. As the hiring process gets more streamlined, the recruiters can focus on more productive duties. Apart from contributing better to their organizations, they can also find more meaning in their jobs.
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