The growing need for recruitment automation tools has fueled a recent trend toward AI for recruiting.
With hiring volume predicted to increase next year but recruiting teams remaining stagnant or even shrinking, interest in recruitment automation will only grow. In 2017, finding top talent will depend on a recruiter’s ability to intelligently automate their workflow.
Recruiting teams are also facing increased pressure to demonstrate data-based KPIs. Talent acquisition leaders are increasingly measuring their recruiting teams by quality of hire in addition to time to fill.
According to LinkedIn’s data, the most important recruiting KPIs are:
- Quality of hire: The top priority for 60% of talent acquisition leaders
- Time to fill: The top priority for 28% of talent acquisition leaders
Advances in technology have transformed finance, sales, and marketing departments, and industry experts believe recruiting technology will be the next big adoption.
Recruitment automation is changing how businesses recruit talent
By streamlining some aspects of the recruiting workflow, experts predict recruitment automation will enhance a human recruiter’s capabilities.
Here are three major ways recruitment automation is changing recruiting:
1. Recruitment automation for resume screening
One of the most promising applications of recruitment automation is resume screening, for the following reasons:
- Manually screening resumes is the most time-consuming part of recruiting.
- Up to 88% of resumes received for a specific job reflect candidates who are considered unqualified.
- Recruiters spend an average of 23 hours screening resumes for a single hire.
Although screening resumes has long been the biggest bottleneck in recruiting, technology to address this problem has only recently become available. Powered by AI for recruiting, intelligent screening software automates the resume-screening process. Designed to integrate with an ATS, the software learns what the job requirements are and what qualified candidates look like based on previous hiring decisions.
Using employee data on performance and tenure, the software figures out which candidates became successful employees—and which ones fell short.
This type of recruiting software can also enrich resumes by using public data sources about previous employers and candidates’ social media profiles. Intelligent screening software applies the knowledge it learned about employees’ experience, skills, and other qualifications to automatically screen, rank, and grade new candidates.
Recruitment automation applied to resume screening promises to reduce time to hire by automating a low-value, repetitive task and enabling recruiters to focus on higher-value priorities such as talking to candidates to assess personality and culture fit.
2. Recruitment automation for prequalification
In the current candidate-driven market, candidate experience can make or break whether a top candidate accepts your job offer. Recruitment automation in the form of chatbots holds promise for improving the candidate experience.
CareerBuilder found that 67% of job seekers have a positive impression of a company if they receive consistent updates throughout the application process. Recruitment automation in the form of chatbots allows human recruiters to provide consistent updates in real time by asking prequalifying questions related to job requirements and providing feedback, updates, and next-step suggestions.
By automating tasks such as answering the most common questions about a job, chatbots help recruiters work more efficiently during the prequalification phase of recruitment.
3. Recruitment automation for interviews
Automation tools can enable recruiters to conduct interviews anywhere, anytime.
Digitized interview technology records candidate interviews and assesses factors such as word choices, speech patterns, and facial expressions to predict how well a candidate might fit a particular role. Automation can also improve the quality of hire by providing additional data points on how well the candidate fits the job requirements or company culture.
Recruitment automation: takeaways
Industry experts believe recruitment automation will augment and enhance human recruiters’ abilities rather than completely replace them. Here are three top ways automation is changing recruiting:
- Automated resume screening reduces time to hire by saving recruiters hours spent manually reading resumes
- Automated pre-qualification through chatbots enhances the candidate experience by providing continuous real-time feedback
- Automated interviews improve job fit by analyzing candidates’ words, speech patterns, and facial expressions
As adoption of recruitment automation tools increases, the role of the recruiter will change. Industry experts predict that by reducing time to fill and improving quality of hire, technology will enable recruiters to become more strategic by spending more time on proactive hiring and workplace planning.
Talent acquisition is a marketing role, not a sales one. –Maren Hogan
Ironically, recruitment automation will enable recruiters to become more “human” as their skills in candidate engagement and persuasion become more important in the competition for talent.
For more on HR tech, see Artificial Intelligence Moves Into Every Workplace: How HR Needs To Respond.