Recruiting is hard. Even the most competent HR professionals struggle to find and keep great hires. While there are many reasons why hiring is challenging, it’s never been more difficult to find good people. The accelerating pace of change means that we must be smarter, faster, and more strategic with our efforts if we want to succeed in a competitive talent marketplace. Recruitment should be a company’s core competency. If you’re not recruiting the right candidates for your open roles or aren’t managing time effectively so that you have the resources you need to meet your hiring goals, then you’re probably falling behind the rest of your industry. Recruiting can also be an expensive waste of time and resources if it isn’t managed effectively. In this blog post, we will explore how some companies have automated their recruiting processes to free up time and money while enhancing employee engagement, reducing turnover rates, and improving applicant quality and outcomes as well as reducing cost per hire.

What Is Recruiting Automation?

Automation is the act of using a machine to perform an operation that a person can do manually. For example, a machine will produce a certain quantity of an item without interference from an operator. In the context of hiring, automation means using technology to streamline a process. For example, many companies now use recruiting automation tool to manage their hiring process. This saves time, decreases friction, and helps keep track of where everyone is in the process. Instead of managing each hiring decision by hand, organizations have software that makes it easier to keep track of everyone’s progress and confirm the status of each applicant. There are three types of recruiting automation:

– Candidate management – Automating the process of sourcing and sourcing for candidates.

– Workflow management – Providing a visual way to manage the flow of applications, interviews, and hiring decisions.

– Decision management – Automating the decision-making process.

What’s The Benefit Of Recruiting Automation?

The main benefit of recruiting automation is saving time. In today’s highly competitive talent marketplace, every second counts. If an organization is spending more than an hour sourcing and sourcing for candidates per hire, that’s an hour that could be spent finding other talented people and building products/services. Another benefit of Recruiterflow is that hiring managers are freed up to spend more time with their existing team and less time recruiting by freeing up their time to focus on their core responsibilities.

How Does Recruiting Automation Work?

The basic idea behind any automated solution is that a software is installed on your company’s computers and accessed by a recruiter or hiring manager. The software uses data collected from the computer to predict which candidates would be a good fit for your open roles (e.g. which candidates would be strong fits for the job requirements, have the right skill set, etc.) As candidates are predicted to be strong fits for various roles, the software creates a custom hiring funnel that includes an application form (e.g. which collects the candidate’s resume and work experience), a set of automated questions (e.g. questions that analyze the candidate’s skills on a specific software), a series of follow-up questions (e.g. questions to confirm the candidate’s skills and experience), and a hiring decision (e.g. a form to accept or reject the candidate’s application).

Why You Should Be Concerned About COH

As a hiring manager, you want to ensure that employees in your company are happy and engaged in their work. Excessively long hiring processes can make employees feel frustrated, demotivated, and burned out. While it is certainly not feasible to eliminate all friction in the hiring process, automation can reduce some of the friction associated with hiring and increase employee engagement. Because the software provides a visual way for hiring managers to track the status of applications, hiring managers can confirm that the candidate is a strong fit for the role and remove any ambiguity that may exist in their review process.

Should You Be Looking for a COH Solution for Your Company?

If you’re a hiring manager in a company that uses a software solution to manage its hiring process, then yes. Automating your recruiting process will help you stay focused on creating great company culture and developing your team’s skills while freeing up your time to spend more time with your existing team and less time recruiting. If your organization has a team of recruiters who spend their time sourcing and sourcing for candidates, then it would also be beneficial to assign one or two members of your team to manage the software. Keeping your team’s hiring process under control by using a hiring funnel software can help you be more strategic about how you spend your time and focus your recruiting efforts on hiring for open roles that need to be filled.

Conclusion

Recruiting is hard. As the pace of change and need for talent continues to accelerate, it’s imperative that organizations are prepared to find and hire great people. There are many challenges that companies face when recruiting and the fastest growing is the difficulty of finding good talent. Automating your recruiting process will allow you to free up your time to spend more time with your existing team and less time recruiting, increasing engagement and satisfaction among employees. If your company uses a software solution to manage its hiring process, then you should be looking for a COH solution.