Searching among hundreds of applications, giving reactive feedback to all candidates, contacting the preselected candidates to inform them about the progress of the application, meeting the selected ones to get to know them in face-to-face interviews by managing to schedule all participants in... but, what if you could automate all these low value-added tasks? The digitalisation of recruitment processes is HR’s new best friend because, thanks to this , recruiters have more time for other tasks in which they can truly show their most important and exclusive asset: their human value.
According to the last LinkedIn study on the biggest recruitment trends for 2019, the new priorities in HR will be diversity within teams and optimising recruitment processes through the implementation of new interviewing and data management tools. Many companies are already surfing this wave of innovation and others are considering betting on these solutions throughout 2019. We aren’t forgetting about artificial intelligence, as it’s developing at lightning speed, yet its efficiency and relevance still generate some doubts. We know that compromising on any of these solutions takes time; time that HR staff don’t always have.
1. The diversification of HR tasks
We only need to open an HR agenda to understand how diverse the tasks they juggle are. Amongst the variety of functions they carry out, we’re going to concentrate on the ones that are most time-consuming: publishing vacancies on job sites, sorting CVs, managing applications on the ATS, planning interviews, sending contracts, etc. These are simple but tiresome tasks, in which a distraction, a slow reaction or simply the greater speed other companies’ processes can make us lose a candidate. And if that happens, who would be to blame? Surely not the candidate.
We know that, in the current market, waiting patiently for candidates to fall from the sky is not enough anymore. Our habits have evolved towards inbound recruiting, which are selection processes that rely on catching the attention of candidates through publications and useful services, whilst highlighting the corporate image. Treating candidates as clients that you take care of from the moment they visit your company’s jobsite to the recruitment process, the interviews and until the stage of integration are the ones who will truly become the ambassadors of your company. This new presence on the internet as well as internal and external corporate branding add up to the already busy working day of HR staff.
2. Towards the automation of low value-added tasks
The automation of low value-added tasks has become an essential solution to speeding-up recruitment processes and boosting what is really important: the recruiter’s human value. Task automation guarantees the quality in the processing and analysis of the information that will help us in making decisions and in avoiding human errors, like forgetting a meeting or not giving an answer to a candidate. According to a study by Bodet Software, 59 % of companies affirm that the main reasons for digitalising the recruitment processes is to automate both the filtering of applications and the monitoring of candidates’ responses.
The digitalisation boom in recruitment processes and task automation started off with the ATS and multi-posting programmes that allowed HR staff to save time on posting vacancies on job sites. From then on, other very useful tools have entered the market to ease and optimise HR tasks, such as pre-recorded video interviews and chatbots.
3. New solutions to automate tasks. Save time!
Is there a solution to saving time on CV sorting and collection? There is indeed. More and more companies have adopted a chatbot to assist the client when shopping, so why not do the same with candidates? It’s sometimes a hassle for them to find the right job offer within the ocean of ads on the internet, so any assistance is always welcome. A chatbot integrated on your company website’s recruitment portal can help the candidates find the job offers most suitable for them. On top of helping applicants, this tool facilitates an initial filtering process, because it only hands out application forms to those who answer the Chatbot’s questions correctly. And the advantages? Well, two in three candidates are satisfied with interacting with a chatbot and appreciate the help; and the recruiter only receives the relevant applications. The Bot is used to filter spontaneous applications that normally stay in limbo as a result of not being linked to any offer in particular.
Is there a solution to saving time in candidate selection after CV sorting? If there’s a stage that feels never-ending for HR staff, it’s pre-screening, as it’s still conducted by phone in most cases. However, thanks to video technology it’s now possible to invite the candidates to do a pre-recorded video interview from a device of their choosing - tablet or smartphone - and whenever suits them best. Video playback allows HR staff to save time, as well as to assess the aptitudes of candidates objectively and with less cognitive biases. Pre-recorded video interviewing has been designed as a structured tool in its layout and content. It also relies on artificial intelligence technology for video analysis, which will allow you to favour diversity in your teams by studying verbal and non-verbal content.
Is there a solution to saving time on interview planning? Video interviewing has allowed you to pre-screen a group of candidates and, now it’s time for face-to-face interviews! To this end, we have to carry out yet another of the most arduous HR tasks: synchronising the agendas. That is, finding a time that works for all the attendants of the interview: managers, HR staff and candidates. But imagine if there were a tool that did that for you; a platform that allowed you to set your weekly time-slots available for interviews and send them to the candidates, so they could choose the most convenient time for them. Well, stop dreaming about it because that solution is already in the market. It’s called ‘Doctolib’ and its ‘Planner’ feature (available since 2019) allows you to synchronise the agendas so that planning meetings and interviews is easier and quicker.
4. Dedicate your freed-up time to the essential
Some tasks cannot be automated. In the recruiting world, only a human being can assess the candidates’ compatibility with the company’s ethos , assess their compatibility with the team and the manager, understand what the candidates’ expectations are on the company and the job or negotiate the contract conditions (salary, working hours, bonuses...). All these tasks of understanding, empathising and persuading will, at last, gain in value: HR staff will be able to dedicate more time for content (offers, website’s recruitment site, social networks...); time to personally interview more preselected candidates; more time to prepare well-structured and non-rushed interviews; and obviously more time to analyse your recruitment KPI!