Using Intelligent Automation for Candidate Engagement and Selection

Intelligent automation has the ability to transform how your business recruits

Intelligent automation has the capability to transform how you can recruit. Once you’ve mastered the first step, attraction, you can begin to engage these candidates. You need to continue to use the old tactics that are proven to work when engaging your candidates, but intelligent automation can improve your processes even further.

A recent study found 69% of executives believe diversity/inclusion is an important issue, up from 59% in 2014. The impact of this technology can boost diversity hiring metrics and help create a more inclusive workforce. The content shown to different candidates plays a large part in doing so by showing diverse role models. This lets individuals know that there is, indeed, a place for them at that company, helping to engage with the job ad and get closer to applying.
 

Engagement does not only include the actual content of the job descriptions, though. It also encompasses the application process the candidate endures. Did you know 60% of job seekers have quit an application in the middle due to its length or complexity? Have you or anyone else on your talent acquisition team audited the application process at your company? If the answer is no, it’s about time to take a look at it. This could be what stands in the way of sourcing and hiring the best and brightest, most diverse talent.

Using intelligent automation throughout the engagement stage, whether it be in your CRM or through interview management, allows for further savings on advertising. Teams could potentially double diversity, as well as boost candidate satisfaction.

In a recent survey, 52% of talent acquisition leaders say the hardest part of recruitment is screening candidates from a large applicant pool. Did you know, on average, each corporate job opening receives about 250 CVs/resumes ? If your recruitment team has about 9 openings, that’s 2,250 CVs or resumes to sort through. While some of these are likely filtered out through an ATS, recruiters still have a hefty number of remaining CVs/resumes.

The time it takes to complete this resume shuffle plus the day/hours/minutes needed to respond to each applicant is monumental. Especially considering communication is important to candidates and in turn the candidate experience. Candidates rated “Timely Follow Up on Application Status” as more important than a “Well-Designed Career Site” or a “Mobile-Supported Online Experience.” CV or resume review time also ultimately impacts time to hire which was recently recorded at about 42 days. In 42 days, the potential loss of amazing hires is exponential.

It’s time to let the analytics do the talking. Using intelligent automation for the selection process allows recruiters to receive prescriptive recommendations based on predictive scoring. While a prediction is nice, prescription is even better. Simply predicting if someone will be a good fit is not enough. Recruiters also need to know who is most likely to accept an offer and stay with the team long enough to make a real impact. Intelligent selection has the ability to measure skills, cultural fit, offer acceptance probability and probable retention.

While helping recruiters see farther into the future, intelligent selection also boosts candidate engagement and time to hire. This ability includes automated interview scheduling of the most qualified candidates. What kind of time would recruiters have if they no longer had to sort through resumes and schedule interviews? The kind of time that will help reshape your talent acquisition process and allow you to bring in the best, most diverse talent out there. Meanwhile, the business cuts time to hire down to as little as three days.

The bottom line? Intelligent selection has the ability to reduce screening costs and time to hire as well as improve candidate satisfaction and overall quality of hire. It also allows for a more robust talent management strategy, giving recruiters a glimpse into retention of a particular candidate. This positively impacts the firm’s program management and career opportunities offered to employees.

It’s this understanding that has ultimately fueled each innovative offering created. It’s time to shake up the way recruiting and hiring is being done. Not only does today’s talent demand a change, but employers will also benefit too.

Charles Hipps is CEO and Founder of Oleeo. He has worked with many large- and small-sized organizations across a wide variety of industry sectors on e-Recruitment. Connect Charles Hipps   Visit www.oleeo.com