How to Use Automation to Refine Your Recruitment and Selection Process
Imagine you own a business or work for one that hasn’t adopted innovative hiring best practices yet. Processes are still manual, and automation is only an illusion. Paper flies from one desk to another, people are struggling to find the data they need and spend enormous amounts of time on trivial tasks that could otherwise be automated.
Whenever a job position is advertised, the Human Resources(HR) department is flooded with hundreds of resumes they must sift through manually. The task is so laborious that you risk not inviting the best candidates for the interview, or mistaking the resumes of candidates that are far from impressive.
This process can have disastrous outcomes; your business loses a lot of money and time on sourcing candidates, and you fail to attract the right candidates for the right jobs.
In today’s volatile job market, the recruitment process is already too complex. But carrying out outdated processes to recruit new hires only makes it more difficult for HR professionals to do a good job and overcome the challenges that they face without the help of an applicant tracking system.
What is the recruitment and selection process?
The recruitment and selection process is all of the tasks that must take place to employ a new individual with an organization. Recruitment deals with specifying and authorizing a new vacancy, as well as methods to find candidates. Selection involves shortlisting, interviewing, and making a job offer to the best candidate.
Is recruitment process automation the right solution?
Recruitment process automation is a viable solution that helps HR professionals overcome many challenges in talent management.
An automated recruitment process:
- Offers better candidate experience
- Streamlines the recruitment process
- Shortens the time-to-hire
- Eliminates manual intervention and errors
- Sends personalized job offer letters
- Leaves a positive impression on candidates
Steps in the recruitment and selection process
Every recruitment management process consists of nine critical steps, such as
- Initiating a new hire request
- Creating job descriptions
- Evaluating the talent pool
- Reviewing employee referrals
- Posting vacancies to job portals
- Parsing resume and shortlisting candidates
- Screening and interviewing candidates
- Sending job offer to selected candidates
- Collecting candidate interview experience
Why lack of automation is detrimental
An automated recruitment process enables you to handle the most mundane and cumbersome tasks quickly and efficiently. With paperwork and file management out of the way, HR professionals are free to focus on actual HR recruitment.
When done for the right reasons, HR process automation actually enables companies to get better candidates for the required positions. We live in a world where shortage tops demand, which also applies to find great people for your business. When you automate every aspect of the hiring process, the HR staff can focus on more innovative strategies aimed at establishing a corporate culture that attracts talented professionals. This ensures that the company attracts the talent that they want, and retains them for a long time.
Lack of automation in recruitment can be detrimental in a number of other ways:
1. Financial losses:
Bad hiring decisions that aren’t based on reliable data and thorough evaluation can cost companies nearly $17,000 a year. And that’s just for one bad hire.
2. Compliance errors:
HR recruitment involves a lot of paperwork and maintaining meticulous employee/candidate files. There are compliance criteria that companies have to meet when it comes to processing documentation during recruitment. Human errors are naive, but its consequences can be disastrous for your business.
3. Missed opportunities:
An HR recruitment process has to be quick and efficient because the best candidates aren’t just sitting around for months at a time waiting to be hired. Lack of recruitment automation usually slows down offers being handed out for the best candidates. That means that the company can miss out on employing some talented and qualified professionals.
4. Recruitment delays:
Currently, in the U.S., a job opening remains unfilled for 28.1 days on average. That’s a significant increase from 19.3 days back in 2001. When you don’t have automation or process simplification at your behest, it could offset the filling of vacant positions for an even longer period of time.
Streamline your hiring and selection process with recruitment automation
Recruitment process automation helps companies sort through applications, collate them, and create an archive of skilled workers who can be contacted in the future – should relevant needs arise. Maintaining such a database improves the speed and efficiency of your HR department. This saves time from sifting through a mountain of cluttered resumes.
The benefits don’t stop there. Choosing a cloud-based recruitment tool centralizes all candidate information, allows better processing of large amounts of data, decreases hiring costs, enables position tracking and interview requests, enables effective evaluation of the talent pool, and speeds up the overall hiring time.
Cloud-based HR tools like Kissflow HR Cloud are suitable for all businesses–from startups to global giants. It will not only help businesses streamline the end to end recruitment process swiftly but also help recruiters stay organized, track job status, and more. In addition to optimizing the hiring cycle, it streamlines the end-to-end employee cycle from hire to retire.
Are you looking for a way to hire the right talent faster and safer? Take a quick demo of Kissflow HR Cloud and see how easy it is to streamline your recruitment process.
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