Across all industries, automation usage is booming. The COVID-19 epidemic has accelerated the move to digital, which is changing key business operations through the growing use of automation and AI. With fewer individuals available for jobs and more open positions, the hiring environment is more competitive than ever. The emergence of recruitment automation has had a significant influence on the industry.
In order to find top talent as fast as possible, time-constrained recruiters and HR teams are turning to automation, which is expected to continue beyond 2022. Automation is the top trend influencing how hiring managers and talent professionals make decisions, according to a LinkedIn poll on talent trends.
Applicant tracking systems and recruitment CRMs are growing more and more popular because they enable recruiting teams to locate the best candidates much more quickly, fill positions more quickly, and enhance corporate brand perception. Recruiters are increasingly seeking methods to cut down on manual labor so they have more time for important activities like cultivating relationships.
Which hiring procedures are becoming automated?
The enormous amount of applicant data and administrative procedures that need to be handled by recruiters and hiring managers sometimes overwhelm them. Today, the phases of the hiring process that are no longer useful to perform manually can be replaced by digital tools, software, and automated technologies.
Automation is used to efficiently handle tasks including creating and keeping candidate files, contacting candidates, setting up interviews, creating and posting job advertisements, and assessing resumes.
Automation enables recruiters to collect applicant data, manage and expand talent pools, follow candidates, and assess the whole hiring procedure. The availability of data reporting and analytics tracking allows data-influenced decisions to be made more quickly and with higher hiring quality.
Automation benefits everyone, not just recruiters. Additionally, automation greatly shortens the recruiting process for candidates, which enhances their hiring experience.
In what ways will automation impact recruitment in 2023?
Automation use will only increase as a result of ongoing technological advancements and the recruiting industry’s growing understanding of its many advantages. In the recruiting industry, automation will have the following four significant effects by 2023:
Evaluation of Candidates
Particularly for highly skilled or senior-level roles, evaluating individuals only on the basis of their applications and resumes may not be adequate. Throughout the year, automated skill assessment systems will become more common, which will improve the evaluation procedure.
Using automated skill testing, recruiters may assess and comprehend potential candidates more thoroughly and witness the prospects’ talents in action. In contrast to merely reviewing a resume individually, it helps recruiters save time and money while also delivering more accurate and objective findings.
he best thing is that there is no manual labor for recruiters to do; instead, the evaluation tool automatically provides results, and you may design pre-made questionnaires in accordance with your needs.
Arranging interviews automatically
In 2023, recruiters will be searching for methods to increase efficiency due to an increase in job openings and a drop in talent pools, and automated interview scheduling will be a key concern. In order to allow applicants to arrange interviews at their desired time and promptly update the recruiter’s and candidate’s calendars,
recruiters can supply them with open time slots by automating the interview scheduling process. This means there won’t be any more time-wasting phone calls or emails back and forth attempting to find a time that works for everyone.
Additionally, recruiters may automate confirmations and follow-up messages to maintain constant contact with the prospect with the least amount of work, keeping both the candidate and recruiter satisfied. By automating these stages, recruiting may be completed more quickly while retaining top talent and producing employees of higher caliber.
To stay competitive, recruiters will increasingly turn to automated scheduling to eliminate administrative procedures that provide little value.
One of the most time-consuming jobs for any recruiter is finding and sourcing outstanding talent. It’s important to get this stage right since bad hiring costs time and money. The US Department of Labor estimates that the average cost of a bad hire is around 30% of the employee’s first-year wages.
Automated sourcing has already revolutionized the recruiting industry and is predicted to continue doing so in 2023. There are various ways to find candidates using automated sourcing technologies; they include social networking tools, applicant rediscovery software, sourcing chatbots, and even AI-powered candidate screenings.
Forbes estimates that finding applicants for a single post takes recruiters about a third of their workweek (or around 13 hours). Fortunately, automation offers effective solutions to update and expedite the recruiting process.
Elimination of unconscious bias
Regardless of industry, diversity and inclusion have continually been hot topics for recruiting companies in recent years. Unconscious prejudice can influence how we evaluate candidates and conduct interviews, regardless of their gender, age, race, religion, or sexual orientation. As a result, the workforce experiences a decline in innovation and originality.
Many companies have tried to develop a recruiting procedure that is impartial and fair, and they are realizing that automation may hold the key to facilitating an inclusive and impartial hiring procedure in 2023. 61% of talent acquisition professionals think recruitment automation may lessen unconscious bias, according to a recent HubSpot survey.
The hiring and staffing sector is always changing. In 2023, automation will continue to change the recruiting industry, and it will soon rule the administrative, time-consuming tasks that, when done manually, add little value to either the recruiter or the candidate.
It is obvious that adopting automation is essential for recruiters to stay relevant to the modern candidate. Having modern technology at a company is a key consideration when choosing a workplace. Automation must be given top priority by recruiters if they want to draw in the finest candidates in today’s market and shorten the hiring process, giving them more time to cultivate connections with candidates.
Pragna has been a very vocal advocate of utilizing AI for years now and helping its customers to engage and grow. In the latest newsletter read through the prediction for 2023 here.
Firms will anticipate that their employment and recruitment partners will follow suit as they continue to automate their processes to make them more efficient. Using candidate monitoring and CRM systems, recruiters may work as efficiently as possible for both themselves and their clients.