Job hunting and recruitment are very complex tasks

Companies that rely on manual recruitment processes can come across as obsolete to recent graduates, crippling the organisation’s ability to attract the best employees. Job hunters are growing increasingly frustrated by a process that is becoming more impersonal and algorithmic driven by the day.

On the other hand, it is easier than ever to apply for hundreds of Jobs with a just a click of a button. Companies that have their HR automation act down together can search more widely for talent than before. They can focus on the most productive candidates during their recruitment process and be less prone to discrimination offering a more diverse workforce.

 

Starting your employee recruitment automation initiative

How do you prioritize your technology spending when it comes to HR recruitment?

How do you balance the need for automation with the need to be personal?

Resume screening

Start looking at some of the core components of the process and whether they can be automated. Are all of the resumes in the same format? Has core data been extracted and made searchable? What is the workflow for reviewing resumes? Who participates in the process? How do reviewers make their preferences known and share them?

First-round interviews

 Consistent and documented steps are critical to improving any process. Are there a consistent set of questions asked of first-round prospects, or do you rely on each interviewer to simply come up with their favourites? Are the answers being recorded? Do you constantly review which of these questions work and which don’t when it comes to acceptance and long-term retention?

Acknowledging and rejecting applicants

The job application process is tense on the hiring side because you have a need that you must fill. .Don’t let paper-driven, manual processes slow things down at this stage, or you are likely to lose many promising candidates. Here is an area where first impressions truly do matter and where rejection processes are likely to find their way onto social media.

Interview scheduling

Again, a little technology and automation goes a long way. Do you have an automatic scheduler that is updated based on availability in your calendar so that candidates can easily select the times lot that best works for them? Keep in mind that as busy as you are, the applicants are likely trying to juggle your timeline with an existing job.

Reference checking

This process is increasingly difficult because past employers are reluctant to say anything that might expose them to legal problems downstream. In addition, most references that are given by an applicant are usually pre selected to be positive. So rather than use reference-checking as a “good/bad” check, use it as a way to help you determine fit for the position. Document these conversations to help you assess their usefulness in terms of long-term retention.

What do these five recruitment areas have in common?
  • Labour intensive
  • Document intensive.
  • Tend to be ad hoc and cry out for standardization.
  • Prone to compliance and legal challenges.
  • Require a need for information and process security.

So, start your automation focus here. If you’re ready to begin your employee recruitment automation initiative  Doctech can help. You can launch an automated employee recruitment process in just few days. Learn More and request  HR Demo Today.

Original Text by John Mancini