Recruiting automation broadly refers to a set of tools that recruiters can use to automate tasks and workflows. The goal of recruiting automation is to increase recruiter productivity. When productivity is increased organizations can expect to expedite time to hire, to reduce cost per hire, and to improve the quality of their hiring process.
Artificial intelligence is at the core of automation. AI uses machine learning, natural language processing, and predictive analytics to intelligently assist recruiters at all stages of the hiring process. From pre-application, through the application process, and post-interview. Automation facilitates more rapid and personalized communication between recruiters and candidates throughout the hiring process.
Automation can be used by any type of company, however, it is most impactful when deployed in the following two use cases. Staffing firms, particularly for highly competitive talent markets such as healthcare, can gain a significant competitive advantage including automation in their recruiting strategy.
Automation is also incredibly useful for companies that deal with high volumes of candidates. Retail and food service recruiters find automation to be highly useful, particularly when used to pre-screen high volumes of candidates.
So how can you use recruiting automation? Many automation tools can interact with the data in your applicant tracking system and candidate relationship management tools. Recruiting automation can be used in conjunction with your existing candidate data to assist with candidate sourcing, candidate engagement, candidate screening, interview scheduling, and candidate rediscovery.
Learn more about recruiting automation, and how you can use it to eliminate inefficiencies, boost staff productivity, decrease time to hire and generate higher quality candidates. Download our latest eBook the Recruiter’s Automation Playbook for 30 tips on how to automate candidate engagement, sourcing, and screening.