Recruitment is a vital part of the inner workings of a company, regardless of what that company specializes in. For many companies it’s a very complicated process that often requires a lot of effort, continuously exerted. This can even be the case when a company is receiving plenty of applicants, so important is the job. It doesn’t take much to work out that the recruitment process can be a time suck on your company and can unbalance your whole workflow. In the modern age, convenient solutions to cumbersome problems are the most exciting things about contemporary industry. So let’s look at the automation solutions available to you to solve your clunky recruitment process.
1. Invest in Candidate Relationship Management (CRM) or an Applicant Tracking System (ATS)
There are so many small tasks that need to be dealt with throughout the recruitment process. Each of these individual jobs seems insignificant and doesn’t require expertise to handle but, add them together and you find a very different story. “A CRM system is a program that helps you offset the weight of all of those tedious tasks involved in the recruitment process. As a software it’s normally very flexible, so it can handle things from setting interview dates to collecting data on graduating classes from certain colleges”, explains Tod Starr, HR blogger at Academized and Australian Help.
2. Automatic Evaluation System
The evaluation system, particularly when you are relying on your individual interviewers to leave their remarks, can be something which can drag you down. Tracking down interviewers and constantly requesting evaluations is a hassle that you don’t want to have to get involved with. Automate the evaluation system so that people can input themselves and reminders for evaluations can be automatically distributed to interviewers for timely comment submission.
3. Build A Community
There aren’t many things more effective than creating a pool of candidates to draw from, for speeding your recruitment process up. “You won’t always have positions open, but that shouldn’t mean that talent that you can’t use right now should be discarded by your company. Keep accruing those contacts for when the time comes when you can use it”, advises Lulu Lin, recruiter at Paper Fellows and State Of Writing. Having that pool always available means you’re not blindly casting your net, you’re already close to the sort of employee that will make your company a success. This time saving step is actually probably the easiest on the list and simply involves having a way to collect candidate data when you do open your doors for employment.
4. Interview Scheduling Software
The interview process can be a really annoying step in your journey to securing a new employee. Ironically, it’s probably also the most important step, by quite some margin. The interview will be the real test of whether what a candidate brings on paper will carry across in real life. Messing up scheduling because of how naturally cumbersome a process is can be really damaging and can make your recruitment prospects that much less optimized.
5. Automated Pre-Screening
In an attempt to limit the volume of unnecessary and ill-fitting applicants, it is possible for you to have some of the narrowing down work completed for you, automatically. This is a really effective course of action and isn’t overly complex. To pre-screen applicants most effectively, you can have a requirement system which automatically asks them to submit certain elements. There’s no limit to what you can ask for, it’s entirely up to you. The more you ask for, the more accurately you can decide your shortlist to invite for further interviewing. One clever step is to ask them to answer certain questions in a video that they film themselves, not unlike how actors are sometimes required to submit self-tapes when they audition for roles. Combine this with the pool of applicants and you will be shaving serious time off your recruitment process.
Overall, automating your recruitment process will streamline the whole thing so effectively that you will wonder how you were able to do it before you made the change. It doesn’t take much effort and the reward is immense for the overall productivity of your company and for the quality of your employees.