Automation is changing every aspect of our society, from how we do our jobs, how brands interact with us, and how we organize our lives. Industries across the board are adopting automation to save time and boost the efficiency of their staff. The recruitment sector is notoriously admin-heavy, making it a prime beneficiary of the automation boom. Automation has the power to eliminate the low-value tasks that so often shroud a recruiter’s day. With the hiring landscape being as ferociously competitive as it is, particularly following the pandemic, it’s vital that recruiters and hiring managers find ways to stand out and impress top talent – automation holds the key to hiring success for 2022.
Automation can improve many parts of the recruitment process – I’ve pinpointed the three areas I believe are most prominent for 2022.
1. Automated Interview Scheduling
Manual interview scheduling is one of the top time-wasters on a recruiter’s to-do list. The process often consists of a back-and-forth exchange between recruiter, interviewer, and candidate, all trying to decide on a date and time that works for everyone. Organizing an interview with multiple stakeholders, such as a panel interview, makes the situation even more complex. Manual scheduling doesn’t benefit anyone involved and can often leave the candidate frustrated, with a poor impression of the hiring business. 62% of respondents for our candidate expectations report said they had dropped out of a hiring process due to delays, particularly with interview scheduling, in the past. It’s astounding how many recruiters still schedule in this way despite the obvious drawbacks; according to a recent poll by Yello, 41% of recruiters still schedule interviews over the phone. 2022 will be the year to change this stat.
Automated interview scheduling enables recruiters to provide candidates with available time slots, putting the power in their hands to schedule interviews for their preferred time while instantly updating everyone’s calendars. Recruiters can also automate confirmations and follow-up communication to ensure consistent communication with the candidate using minimal effort. Automating these steps helps speed up the hiring process, retaining top talent and resulting in higher quality hires. We’ll be seeing more recruiters and HR teams looking to automated scheduling to reduce admin tasks that provide little value so they can boost their efficiency and stay competitive.
2. Automated Onboarding
Onboarding can often be a laborious process. With a growing list of requirements for your new hires, from background checks and references to onboarding questionnaires, there’s a lot to organize. It’s all too common for those working in recruitment and TA to deprioritize onboarding, assuming they’ve finished their job once a candidate accepts a role. This approach increases the chance of the new hire deciding not to join the company after all, sending the TA team or recruiter back to the drawing board. Considering the average recruiter spends nearly a third of their workweek sourcing candidates for a single role, it’s a lot of time and hard work potentially wasted if a proper onboarding process isn’t in place.
Automating employee data entry so it instantly updates in your HR platform, accounting system, and payroll software, saves hours of time in your week. To an extent, communication with new employees can also be automated, so they feel welcomed and better informed as they get up to speed in their new role. Automated emails with key onboarding documentation such as company details, employee handbook, questionnaires and more are extremely helpful to the new hire and ensures nothing is missed. This automation gives the recruiter more time to focus on sourcing and building relationships with candidates without sacrificing the nurturing of new hires.
3. Automated Job Advertising
The exponential rise of social media has had a huge impact on the way people consume and search for information. This change has bled into how the modern job seeker conducts their search; a recent report from Job Description Library found that 85% of millenials use social media for their job search, and 40 million people search LinkedIn in particular for jobs each week. This trend only looks set to continue growing in 2022, so hiring businesses must utilize social media to reach as many relevant candidates as possible. However, it can be time-consuming to post individually across each platform and build it into your busy day. Add to this the ever-growing number of job boards to post across, and it soon becomes impossible to maintain consistent advertising.
Automation tools like Broadbean for job boards and Buffer or Hubspot for social media allow one message to be translated across all platforms efficiently and quickly. The recruiter only has to write one job advert, and the automation will take care of distribution across all platforms. Your ad subsequently reaches a wider audience and speeds up time-to-hire, which in turn reduces the cost-per-hire.
HR and recruitment are constantly evolving. Automation will continue to transform the recruitment field in 2022 and will soon dominate the time-consuming administrative processes that provide little value to both the recruiter and the candidate to be done manually. Recruiters need to prioritize automation to attract the best talent in today’s world and speed up time-to-hire, leaving them with more time to build and nurture candidate relationships. It’s time to tackle the increasingly competitive hiring landscape armed with automation as your weapon.
Are you ready to automate the recruitment processes that are costing time and talent? Automating your manual interview scheduling process could save you 284 hours per year – take a look at the Cronofy Scheduler to see how it can boost the efficiency of your recruitment team and help you win the war for talent. You can even integrate the power of Cronofy interview scheduling into your existing recruitment tools such as Greenhouse for seamless adoption of automated scheduling.