Recruiting automation makes your hiring processes efficient, saves time and money, makes your recruiters’ lives easy, and helps you build relationships with candidates. Unsurprisingly, the adoption of recruiting automation has shown notable growth of 547% year-over-year.
However, the scope and potential of recruiting automation are so vast that even if you see the potential gains, you may be unsure how to get started. There are several ways recruiting automation software can help transform your hiring.
Let’s start with the basics.
Today’s ‘war for talent’ has left most businesses in a tough spot. Recruiters are under pressure due to fierce competitors and increasing candidate expectations. Talent acquisition teams spend millions of dollars every year on job boards but end up overwhelmed with low-quality submissions and by the time you get through to a great candidate, it’s often too late.
Implementing a robust recruiting automation platform doesn’t mean that you need to replace your existing tools to drive better results. In fact, the right recruiting automation platform will help you maximize your ROI from the existing tech investments.
Our research shows that more than 70% of the talent you source from job boards is already in your ATS! Powered by the data you already have in your ATS, recruiting automation software gives businesses the ability to engage and deepen relationships with candidates and employees at scale - and ultimately grow revenue, increase satisfaction, and drive more hires.
Candidate engagement is critical to your talent lifecycle, but it’s difficult to implement and maintain at scale. Additional tasks in a highly competitive hiring landscape are causing higher costs per hire and lower candidate satisfaction rates. Recruiting automation with talent journeys changes all that.
Talent Journeys are multi-channel roadmaps of personalized communication for every candidate in your ATS database, delivered at scale, and customized with real-time data. Because these journeys are automated, your recruiters do not need to spend their days texting thousands of candidates. Instead, they just need to create workflows and templates once, and the recruiting automation tool takes care of the rest.
Each stage in the talent lifecycle is unique and candidates in that stage have unique motivations. Understanding the nuances of talent mindsets at each stage is at the heart of successful talent engagement.
Some examples of recruiting automation with talent journeys include:
Businesses spend a lot of time and money on the candidate database. But at any given time, the majority of this database lies dormant. There are several ‘passive’ candidates in the database, such as candidates that applied but were not interviewed, interviewed but didn’t get the job, or candidates that rejected an offer.
A passive-to-active talent journey is aimed at getting the most out of the passive candidate database. Here are some of the data points that can be collected using automated journeys for passive talent:
Are they looking for work?
Have they added new skills?
Has their location changed?
What type of role are they looking for?
This also ensures that the database is updated with the latest candidate information and their skill profile.
We’ve all been job candidates and know the feeling of anxiously waiting for a response after submitting a job application. Consistent candidate communication is critical at this stage, but recruiters have simply too much on their plates to be able to respond to every candidate promptly.
Recruiting automation at this stage ensures that every candidate gets a timely and personalized response from the company they applied to. This automated journey includes the following steps:
This results in a positive candidate experience and improves time-to-hire drastically.
Interview scheduling is one of the most time-consuming phases in the talent lifecycle. Recruiters have to spend several days in the back and forth in the interview scheduling process. Automating candidate communications at this stage improves candidate response rate and reduces no-shows. Steps included in this journey are:
New hires are at risk of exiting your company if the role, culture, or day-to-day reality isn’t what they expected when they accepted your offer. To retain new hires, it is important to ensure they’re happy and have the resources needed to succeed. Consistent communication from the employer and regular check-ins help gather strategic insights on satisfaction and identify areas of improvement. A typical example of this journey looks like this:
Even if an employee has exited the organization, their data stays with you. Keeping that data updated will help re-engage ex-employees in the future and also generate referrals from them.
Although not as frequent, consistent and personalized communication with ex-employees creates a positive experience and builds deep relationships with talent even after their association with you has ended.
Talent journeys help recruiting teams deliver powerful and personalized candidate experiences across channels. But as I mentioned before, the scope of recruiting automation is vast and there’s much more to explore beyond talent journeys. Whether you are a recruiter, leading a hiring team, or a talent practitioner, recruiting automation is sure to make a positive impact on your work.
We have created a comprehensive recruiting automation playbook to help you get started on your automation journey. If you have already implemented automation in parts of your recruiting funnel, this playbook will throw light on many more hidden opportunities. Check out the recruiting automation playbook for 2023 here!