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The way recruiters work and engage talent has undergone a seismic shift with the emergence of recruitment automation technology. Repetitive tasks that had previously consumed significant portions of their workdays are now accomplished instantly and with little to no human effort required. Take candidate communication, for instance. This previously required monitoring where each candidate was in the hiring process and crafting a compelling message every time an update was required. With recruitment automation, personalized messages are preset to send at critical junctures in the candidate journey, resulting in significant time savings for recruiters.
We're now beginning to see the next iteration in talent acquisition technology: intelligent recruitment automation. These tools combine artificial intelligence and robotic process automation to effectively create a team of robot assistants that are each in charge of a specific workflow. Intelligent recruitment automation can add a new layer of functionality to the standard recruitment automation that's already enhanced hiring.
Intelligent recruitment automation goes beyond simple task completion. Its AI component taps into your historical recruiting data and makes various informed decisions at each stage of the hiring process. Obviously, final hiring decisions require thorough human judgment and collaboration between recruiters, hiring managers and interviewers. But with predefined "if this, then that" criteria, this technology can handle the numerous micro decisions that you might encounter throughout the hiring process.
For example, intelligent recruitment automation can update candidate profiles in your applicant tracking system based on new information the candidate provides or actions they take. This may seem inconsequential, but an accurate candidate database makes for smarter recruiting operations, a better candidate experience and a readily available pool of talent for future openings.
Even more, intelligent recruitment automation drastically accelerates the initial stages of the hiring process. Using conversational AI technology, a prescreening chatbot could ask applicants a few questions about their skills, experience and background to determine whether they’re qualified based on predefined criteria. If they are, the chatbot can then prompt applicants to self-select an interview date and time that aligns with both their and your hiring team’s availability.
According to 2023 research, the average time to fill a position was around 44 days. This means recruiters may have spent days or even weeks screening each application to identify qualified candidates and then collecting availability from the hiring team and candidates to set interview times that worked for everyone involved. This painstaking process can now be accomplished in minutes with the power of automation technology.
The primary benefits of intelligent recruitment that I’ve highlighted focus on efficiency and time savings for recruiting teams. However, these benefits unlock unique advantages for everyone involved in the hiring process.
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