What are the advantages of an automated recruitment process?
Here’s the scenario; you are part of a busy HR team for a growing company and, to support this growth, your team has been asked to find talented people who can add value to the organisation.
After spending time writing and submitting a job advert to multiple job boards, you start to receive hundreds of applications into your inbox. At first, each application is viewed to check skills and experiences, a follow-up email thanking them for applying is also sent. Unfortunately, this takes a lot of time, time which you don’t really have. The process starts to slip; CV’s are only skim-read and ‘thank-you for applying’ emails become non-existent.
Overwhelmed by the number of applications and the management of interviews, in addition to the pressure of ensuring that you have selected the best candidate for the role, your hiring team starts to crumble and morale is at an all-time low.
Can you relate to some or all of this?
We see this all too often, and if the candidate doesn’t work out, or isn’t what you were expecting, then the whole recruitment process has to start again – a huge consumption of not only time but also money.
With a manual recruitment process, things can get messy, pretty quickly, and can lead to further repercussions down the line which could have a damaging effect on not only your recruitment brand but your company brand too.
What challenges do organisations face by not have an automated recruitment process?
With the competition for talent as high as ever, the candidate experience has become crucial in the outcome of whether an organisation is successful in hiring the best talent, or not.
Candidates have the luxury of choice when it comes to applying for jobs and if something goes slightly wrong, most candidates will consider rejecting your company and move on to, what they perceive to be, a better opportunity.
With time being consumed by manual processes, the frequency and quality of communication are often affected. Not having the time to keep candidates in the loop throughout the recruitment process could result in a negative candidate experience, In addition to this, the lack of visibility you have will mean that you won’t have full control over the management of the applications. Having to sift through your inbox to see who was or wasn’t successful can also be more hassle than the initial CV sifting.
With the increase in social presence for many companies, 33% of candidates that have a negative experience are more likely to visit these platforms to share their bad experience. The problem is that other candidates could easily see this negative feedback, which can deter them from applying. 42% of candidates are also more likely to avoid buying a product or services from a company that they have had a negative recruitment experience with.
What can you do to automate your recruitment process?
Today, candidate expectations are higher than ever and, as a result, it has become imperative to offer a positive candidate journey. With an Applicant Tracking System (ATS), HR and hiring teams can access a centralised database that manages all applications. You will be empowered with the right tools to process your applicants in a fair and constructive way.
Additionally, you will be able to automate your email responses with personalised templates that can be set up for different stages of the recruitment process; this can reduce your admin time by half. With an automated process, bulk emails can be sent out without losing the human touch, allowing for a more positive candidate journey.
Furthermore, because HR/hiring teams will have fewer administrative tasks, there will be fewer burnouts, improving team morale. This helps with consistency too; with a manual system, each application is viewed and ranked individually making it difficult to maintain a fair playing field, with an automated system, everyone is screened against the same criteria which, again, is tracked centrally and is reportable.
An Applicant Tracking System can also greatly improve the interview process, instead of chasing candidates and interviewers to agree upon a mutually convenient time and date, a candidate can choose from a pre-established set of interview slots, giving the candidate more control and a better candidate experience; this also provides the hiring team with more time to focus on preparing for the interview.
There really is a simpler way to recruit, it’s just about having the right tools.
Watch our video below to see how Vacancy Filler can help create a positive candidate experience at your organisation.