During hiring, you don’t want to rush things. Finding the right candidate often takes a lot of time. Research shows that the typical hiring process takes about 24 days on average to hire in the USA with some places in the world taking up to 40 days to find and hire the right candidate. By automating parts of the hiring process, recruiters and hiring managers can make the hiring process more effective while saving valuable time and effort. Automating parts of the hiring process can also reduce human error or bias that can show up. Increase the likelihood of finding the most qualified and best fitting person for the job opening.
So what can be automated in the hiring process? Here are 4 areas where technology can be used to simplify the process:
Feedback from Recruiters shows that sourcing is often one of the hardest and time-consuming parts of the hiring process. 39.6% of recruiters consider sourcing to be the top priority when using automated technology.
With technology, you can advertise job openings and find candidates with minimal effort. You are also able to access a larger and more targeted candidate pool across a wide range of devices. This is great news for recruiters because the sky is now the limit for the talent you can bring to your company. Why settle for local applicants when the perfect fit may be across the country? The candidate application process can also be automated to gather information that is necessary for the opening. You can have candidates create digital profiles showcasing their skillsets, education, work history, and interests. Applicants can fill out forms and upload documents online allowing you to access it anytime and anywhere.
ProSky’s Pathways is a great way to help automate the hiring funnel for candidates. Requirements set by hiring managers and upper management allows more transparency and clarifies objectives which allow you to hire based on the needs of the company. This facilitates good communication and clear expectations with recruiters allowing them to know what is needed in a candidate. Recruiters can focus on sourcing armed with this knowledge.
Pathways combined with one-click job postings to post to different job boards is an easy way to source for candidates that will meet your requirements.
Automating the sourcing and application process can actually provide you with more relevant and accurate information while saving you time. Choosing exactly what information you want candidates to provide will lead to improved quality of data and decrease the likelihood of unqualified applicants.
Screening Candidate Requirements
Technology has made it easier to apply for jobs worldwide, but this also results in more unqualified candidates applying for jobs. The increasing number of applications per job opening adds a lot of pressure on recruiters who have to screen through all those resumes. The challenge to find qualified candidates and the increase in the number of CVs per job opening are among the reasons the hiring process is now longer than before.Digital profiles and applications allow you to easily narrow the pool of potential candidates. No more sifting through hundreds of Resumes! With technology, you can easily filter through candidates by their different skill sets and strengths. If a job opening requires a specific set of skills that are vital to have in that role, you can filter applications by that skill and save time reviewing resumes that are unsuitable for those positions
Screening is already built in with Pathways because recruiters will already know the candidates that you’re going after and what candidates you want to see. It saves your recruiters even more time by allowing them to digitally sort through profiles and removing the need to manually enter data.
While customization limited in other ATS systems, Pathways can be customized by department heads and hiring managers. Offers lots of different evaluation tools that you don’t have to pay any extra and candidates automatically move from stage to stage once it's set up.
One thing that is usually consistent across all different hiring processes is the interview. Software now allows you to semi-automate the interviewing process with video interviews! Video interviewing is extremely popular for remote positions, but can also be successfully integrated into the initial stages of interviewing for a standard, office-based job.
The main benefits of video interviewing are:
Recordings save time
Flexibility to review the videos at any time and place
Helps the recruiter see the candidate’s behavior and body language
Furthermore, video interviews are extremely convenient for both the candidate and the interviewer as they are free for both, require no travel, and can be completed in a place, comfortable for both.
According to WePow, bias is offset through video interviews because
“Each applicant is given the same set of questions and has the opportunity to share their stories. You can say goodbye to the candidates that make it to the final round simply because one interviewer formed a personal bond with them that may not be relevant to the role”.
This has become the status quo in the recruiting process. Giving candidates the opportunity to network and get ahead through interactions is still a good thing. However, you may be missing out on some valuable talent if you only look to your personal connections.
Once you go through all the interviews and evaluations and make your decision on who to hire, the logistics of onboarding the candidate can become a hassle. Luckily this final stage is where automation can really help you save time!
Platforms like ProSky allow you to automatically send out offer letters and rejection notices when the final candidate is chosen. Your future employee can digitally sign contracts and upload personal documents needed for tax and payroll purposes. They make the transition from the hiring pathway straight to the new employee pathway where you can have them view a welcome video, walk them through how to set up their company email, begin training, etc. If candidates end up saying no and declining your offer, our system will also automatically ask why they declined. This is mandatory for them to fill in and allows recruiters and hiring managers will know the exact reason why the candidate didn’t take the job (i.e.- salary, location, etc.). The data will help you negotiate if you really want the candidate, or will allow you to improve your offer for the next candidate in line.
Although automating sounds like a great thing, it still requires oversight and structure. Hiring managers and recruiters should communicate with C-level executives and department heads directly when creating the hiring pipeline.
The funnels created should be based on department, company, and individual goals, not organization charts. When the funnel is set up, the entire process of screening, interviews, evaluations, and onboarding is able to be easily automated and results in a smoother hiring process
For more information on how ProSky can help your organization, contact one of our representatives for a demo of all the Pathway features