Technology has helped every sector to automate their processes to a large extent, and the recruitment sector is no different. Though the ‘human resources’ department deals with humans as their central focus, adopting technology has helped recruiters reduce hiring time and effort to a significant level.
The recruitment industry is rife with its own set of problems such as a large number of resumes, numerous open jobs, increasing skill gap, additional HR responsibilities, etc. Consequently, it has become imperative for companies to automate and let technology take over the burden of everyday mundane tasks.
It has become imperative for companies to automate and let technology take over the burden of everyday mundane tasks. Click To TweetThis means the tasks at hand will have to be achieved quicker and in a much more organised manner. This is where automation offers great relief. Hiring managers are already relying more and more on process automation to hire candidates, making it an essential part of the hiring process.
Here are certain ways through which companies can automate their recruitment process by leveraging the power of automation –
Recruitment Process Automation Using Online Assessment Technique
Benefits of Recruiting Automation
Before going further into the techniques of automation, let us first discuss some of the advantages of automating recruitment processes:
Increased Productivity:
Recruitment Automation is meant to help managers perform better by becoming a powerful weapon in the war to hire good talent, and in no way should be seen as a replacement to recruiters’ personal decision-making skills. It will empower them and help them focus on more meaningful work, such as hiring for cultural fit. For example, the tedious task of scanning through CVs can be made faster and more dynamic with Applied. This leads to an increase in productivity and promotes unbiased hiring.
Candidate Experience:
Candidates are in for a smooth experience with companies that have adopted automation in their hiring processes. They can get faster responses which help them make quick decisions about their next move. Recruiters, too, have better chances of building a good relationship with the candidates, making it a win-win situation.
Quality Hire:
As technology ramps up, there are fewer chances of biases and inconsistencies creeping into the hiring decisions. Companies can finally hire for characteristics that predict a future employee’s potential to succeed at the job. Thus, recruiting becomes more efficient and the quality of talent in the pipeline goes up too.
Quick Hiring:
Companies end up facing financial and productivity losses by having open positions on their recruitment list for too long. By automating hiring processes such as sourcing, screening, assessments, etc., companies can significantly reduce the time to hire and end up closing the gap sooner.
Recruitment Automation using Online Assessment Techniques
Online Assessments are an excellent tool to assess a candidate’s skills, personality, behaviours, and aptitude. They contain a series of questions that are based on the job role one is applying for, and the competency level required. They indicate on-the-job performance by assessing and benchmarking multiple aspects of the candidate’s skills and abilities.
Online assessment techniques help HR managers figure out the candidates’ professional competence. Click To TweetThe hiring process is not linear and requires many simulations to arrive at the best possible result. Online assessment techniques help HR managers figure out the candidates’ professional competence. Powered by Deep Learning and Artificial Intelligence, these tools are precise and therefore highly reliable as they offer a deep insight into a candidate’s suitability for the job.
Some of these tools have been able to drive home the point that automation is unarguably the future. For example, Application Tracking System (ATS) helps recruiters keep a consistent check on the hiring procedure and is being used extensively across many organisations.
Candidate relationship management software is a must-have tool for the HRs to get to know their potential hires, keep in touch with them and maintain a pipeline for future references. Simultaneously, recruiters can keep the employees engaged through features like email automation, chatbots, etc. which again help recruiters interact with candidates on a whole new level. Interview scheduling tools assist managers in streamlining and automating the interview process.
Online assessments are now part of almost every job interview. One of the most prominent advantages of online assessments, especially if the scoring is done by software, is that it allows less personal bias to seep in. These tests range from analytical ability tests, psychometric ability tests, technical knowledge tests, etc. which help determine the candidate’s ability to perform on the job. These tests help recruiters evaluate their technical know-how as well as assess behavioural characteristics that could impact on-job performance.
Candidates who are not a good fit for the company’s work culture or job role can be instantly disqualified, based on the results. Online assessments are a company’s best bet to gauge a candidate’s competencies in comparison to the traditional interview process and resume screening.
Tools to Help You Automate Online Assessments
Now that we understand why a majority of companies conduct online assessments today, it is important to know what are some of the tools that are helping the hiring managers successfully bring automation to the table. Here is a list of some of them that are extremely relevant in 2020:
HackerRank:
A game-changer in IT recruiting, HackerRank is an amazing technology-driven platform that helps create coding and technical assessments. Designed to specifically assess IT skills of software engineers, developers, coders, etc., HackerRank is very popular among the recruiters.
Pymetrics:
Pymetrics uses cognitive data and AI to hire in an unbiased manner. Used extensively by big players in the industry, Pymetrics builds the profile of a company’s top performers in order to select the best-fit talent for the job role.
Ideal:
Bringing together all the information like assessments, resumes, conversations, and performance data together, Ideal uses AI to screen and shortlist candidates. It can be integrated with the existing ATS used by the company, thus eliminating the need for learning a new software from scratch.
Zoom.ai:
More relevant today than ever, Zoom.ai helps automate the scheduling of video meetings. It has a specific use case for recruiters that provides all-in-one scheduling automation, powerful ATS integrations, candidate insights and more.
To Sum Up
When it comes to assessing potential candidates, there is no ‘one-size-fits-all’ solution that can be applied across all job openings. Every role is different in terms of skills, knowledge, experience, and talent and therefore will require a tailor-made assessment method every time there is an opening.
The recruitment industry has successfully managed to automate the recruitment pipeline over the years. Automation in recruitment can boost global productivity by 1.4%, predicts a study conducted by Mckinsey. But it can still be said to be in its initial stages and there is a lot more scope to be achieved. Once the full potential of automation is realised, recruiters will have more time on their hands to ensure a better candidate experience overall.
