Let’s face it. The hardest part of hiring is finding a candidate that fits a vacancy perfectly.
The process is slow, demanding, and expensive. Countless hours are wasted sifting through resumes and in back-and-forth communication with candidates. Given that speed of hire is critical to recruiting in-demand top talent, it is time that hiring managers cannot afford to lose.
That is why recruitment automation tools have become imperative for acquisition teams. They take over repetitive and manual tasks that consume valuable resources and time, freeing the team to focus on more strategic work.
Types of Recruitment Automation Tools You Can Try Right Now
Automation is using software or hardware to complete a process without the need for human interference. In recruitment, automation is applied to many aspects of the hiring process to streamline the experience and increase productivity.
For instance, an applicant tracking system (ATS) can automatically send alerts to candidates a day before the scheduled interview. A recruiting AI will use machine learning to speed up the process of hiring the best talent. Essentially, automation software works to reduce the manual work involved in talent acquisition and assess potential candidates at scale.
1. Programmatic Job Advertising Tools
Programmatic job advertising automates the process of posting job requirements. It widens the talent pool by publishing the vacancy across different channels, one of which is social networks, the most widely used platforms for job search.
This type of recruitment automation also increases the quality of the pool by targeting the ideal candidate spread across the internet. It’s more cost-effective than placing ads and improves brand messaging. Instead of relying on cookie-cutter job postings, programmatic job advertising utilises branded communication. Such content, like employee experience, showcases the organisation’s culture and attracts better talent.
2. Talent Pipeline Automation Tools
Talent pipeline automation removes the workload that comes with finding an ideal candidate from a high-volume pool. The recruitment tool uses tools and profiling to determine the most engaged and best fit.
Each candidate is automatically asked a set of questions and then categorised into varying segments based on their answers. Such software further helps manage candidate pipelines by automatically communicating with those who don’t fit the job profile.
3. Apply Flow Optimisation Tools
An intentional, structured apply flow is critical because it guarantees that only qualified candidates make the shortlist. Recruitment tools that optimise this flow typically automate screening. They filter candidates according to the type of role.
One approach is to use disqualifying questions during the pre-screening round to eliminate unqualified applicants. Another benefit of apply flow automation is a better candidate experience, as these tools make sure each applicant feels valued through regular communication.
4. Talent Intelligence Automation Tools
A huge potential candidate list is both a boon and a bane for acquisition teams. On one hand, the chances of hiring the best person amplify. On the other hand, they have to go through the fatiguing process of switching from the list to each candidate’s resume continuously.
The process becomes even more frustrating because there is a high probability that a candidate who appears unqualified on paper actually has true potential for the role. Talent intelligence automation tools Calculus by iimjobs & hirist tackles this hurdle. They use machine learning to go through resumes in seconds and match them accurately to the job profile.
Going beyond resumes, talent intelligence tools dive into aspects such as cognitive ability, personality testing, and learning agility to identify if the candidate is a great fit or not.
5. Candidate Communication Tools
The key to successful hiring is regular and frictionless communication. When candidates are left in the dark about the next stage of the process, they become disinterested. For the organisation, that translates to losing talent to competitors, particularly if the pool of applicants is deep.
This is where communication automation tools come in. Using pre-specified triggers, they send emails, texts, and more to applicants at each stage, keeping them in the loop and creating a positive experience. For example, candidates who don’t get shortlisted are automatically notified while others are sent an invitation to the next round.
a. Automated Text Messaging
One example of a candidate communication tool is automated text messaging. Think of them as hiring assistants that obtain contact details and alert candidates on interview dates after they have applied for a job or made it to the next phase.
The simplicity of automated text belies its usefulness. With recruiters constantly fighting the clock to keep candidates up-to-date, automated texts are extremely beneficial. They share important information at a time that’s convenient for the candidate.
b. AI-Powered Chatbots
Like text messages, AI chatbots also automate communication between applicants and the acquisition team. They do it at a more thorough level. For instance, chatbots can ask common questions like “experience” and “background” to determine suitability. Since they can comprehend natural language, chatbots can answer basic questions applicants may have and equip them with knowledge.
6. Candidate Engagement Tools
A natural consequence of recruitment is a list of promising candidates who didn’t make it because the organisation had to hire only one. Candidate engagement tools help keep track of these great candidates and nurture them for any future openings. They maintain a relationship with candidates that goes beyond the interview and continues to engage them throughout the process.
Moreover, this type of automation is excellent for roping in past candidates, scoring and ranking them for a current open role to speed up recruitment.
7. End-to-End Recruiting Tools
There are gaps in the traditional hiring process. An end-to-end recruiting tool fills those missing pieces. Essentially, this type of recruitment tool automates every phase of talent acquisition, from screening to communication, from assessment to interview.
With remote working becoming par for the course and hiring managers being pinched for time, end-to-end automation will continue to be adopted. For the simple reason that it frees up hiring teams to perform more valuable tasks.
It’s challenging to find the right talent for any organisation currently. Automation tools enable both recruiters and jobseekers to find each other more easily and quickly. Be it something as simple as automated text messaging or more complex like end-to-end recruitment, these automation and AI tools are all but necessary for talent acquisition teams.
What do you think of these tools and their impact on recruitment? Let us know in the comments.