New Year, new us!
This is most certainly true for our platform as we launch this week.
However, let’s face it, we still face the same challenges and opportunities we did a couple weeks ago as professionals. So, why not jump right into it?
One of the topics that we constantly discuss in the world of HR & Recruitment is automation.
Automation in Recruitment
Automation in recruitment is the need of the hour, and indeed it’s the need of the future.
Recruitment in the traditional way is the toughest thing to deal with. In the upcoming future, it will be outdated for sure.
Automation in recruitment will completely transform the method and traditional ways of doing things, which can be both a relief and unsettling at the same time. Most companies and recruiters are already shifting to embrace this change. 2017 was a huge testament to how much digital we think and how much we want to keep moving in that direction, despite territorial and other policy challenges. Even in HR & Recruitment.
The growing demand for the best talent plus the sheer drop in the recruiting team sizes are certainly a positive sign. It demonstrates how many mundane tasks can be done better automated. It is helping free our resources, time and capacity to do the basic repetitive tasks whilst eliminating human error in the process.
Automation in Recruitment will not only make recruiting a cake-walk, with a slight pun but it will also enhance the recruiter’s capabilities to select the right candidate in a much shorter period of time.
Let’s see some major benefits of using technology
Shortlisting the right candidate for a job is the toughest, and sometimes the most time-consuming, part of recruiters job. Not only does it require a lot of hard-work to read through CVs, but also consumes lots and lots of time. This is where my article published in 2016 was hinting how CVs may have to go too.
Sticking to the point at hand, according to recent studies a recruiter spends on an average 22 hours for recruitment of a single job profile. This is despite spending no more than 30 seconds to 2 minutes per CV. Out of this, only 10-12% of total CVs are shortlisted.
The use of artificial intelligence, or simply put, automation for shortlisting, will help with intelligent screening. Depending on how often the system or software is used, plus who built or configured it could be as good or as bad as its creator.
Let’s face it, machines do what we design them to do in most cases unless the intelligence and automation of algorithms are unsupervised prior to testing and due diligence.
The artificial intelligence also uses employee data from their previous performance and tenure. It uses data from social sites about the candidate plus their previous employers. It also has a better in-depth analysis about the skills, grade and experience of the candidates. This enhances the performance and productivity of teams giving them ample ammunition and data to make the right choices quickly.
Afterall, time is the key here.
Chatbots and pre-screening
The current market is candidate driven. In this type of market, candidate experience drives whether the best candidate will accept your job proposal or not.
Recruitment automation in the form of chatbots and video interviews help in improving the candidate experience. Again, if designed to do it right.
Chatbots are one of the most upcoming features and tools being actively used in the sector. Chatbots help the recruiters work more efficiently during the prequalification phase, especially for graduate and other high traffic roles within retail etc.
Interviews anywhere and at any time, at both a candidates and employers leisure.
Now, these can be face to face video interviews which help with the flexibility etc. However, here I am addressing the automated video interviews that can be done in personal time when suits the talent, and the recruiting team/hiring managers to view in their own time.
Over the past few months, I have read several posts on how candidates hate automated video interviews for a few reasons. Mainly, it feels like they are talking to themselves and slightly undervalued.
Automation uses the digital method of interview and records the interview. It takes care of a few important factors that are word choices, the pattern of speech and facial expressions of candidates. This can be very productive and again save ample resources and time.
Everyone out there who hates the idea of videos, I hear you. I do not like talking to myself hence I have yet to publish a video of me talking about the things that make me passionate in my world of work. However, let’s face it – this form of interviewing is convenient and most of all becoming widely used.
So the conclusion in my humble opinion
Automation in recruitment will basically enhance the recruiter’s and companies abilities to hire the best talent easily and quickly.
Now it is not all roses, but it is also not a disadvantaged way to move forward. Best of all, it will give us humans some time back to start building real relationships. It will help us start talking about ethics of recruitment and how those imply in digital advancements. It will give us the opportunity to really talk about skills, assessments and relativity of human error. This can be avoided when a system/software is carefully built and learns to bring us best results over time.