Automation, machine learning and the future of recruitment
Being the Harry Potter Department
When the business needs new hires, the hiring manager “asks for 100 people and 100 turn up on Monday”. If only it were that easy!
This was an insight from Bill Boorman on how recruitment is sometimes perceived by the business - and how it can feel to be part of an in-house recruitment team. The “Harry Potter Department” is tasked with magically conjuring up what the business needs, just in time.
Last week, LaunchPad’s CEO Will Hamilton was joined by Bill Boorman, founder of #tru conferences, to discuss how automation can improve the recruitment process. The discussion was based on our researchwhich showed that recruiters want to make better use of automation to improve the candidate journey.
Here are three key concepts to take away from our webinar discussion:
1. Mind the Gap
We see huge gaps between pre-apply and post-apply candidate experience. Pre-apply candidates are treated to a brilliant recruitment marketing strategy, fully branded content, a real insight into what it’s like to work for your company, so they’re able to start building an emotional connection with the business. But, usually thanks to legacy technology, as soon as they apply they step off a communications cliff.
Having invested in getting to know someone, we treat them like a stranger again, perhaps directing them to an arduous application form. We need to be careful not to allow the ATS to drive the CRM here. Where we do have a gap, we can use automation to close it and create a seamless candidate journey from that first engagement onwards. For example, chatbots that guide candidates from researching roles to pressing apply. Or, ensuring the careers web pages have a smooth link through to an initial assessment stage.
Automation is an opportunity to make things better, faster and standardised for all. Hence, we need to be wary of automating the status quo. If your current hiring process isn’t working well, then automating it might not fix the problem. For example, taking a PDF application form and recreating it online isn’t necessarily going to improve the recruitment process. Think about where it can make the journey better for your candidates and your team.
There are usually 57 steps that need to happen in the recruitment process (sending out assessments, asking for feedback, booking meeting rooms). Only one of these has to fail and the process can fall down. With automation, once one task is completed the next one is triggered.
3. Work outside the funnel
For recruiters to deliver more value to the business they need to be freed up to work right at the very bottom of the funnel (with candidates who are already identified as right-fit) and outside it. If automation means that 80% of recruiter time is freed up, rather than thinking that you don’t need as much recruitment resource, think how you can better use 80% of recruiters’ time.
Bill’s view is that recruiters will become project managers, that they will be in a position to influence the business once they’re freed up to “work beyond the today”. Automating elements of the recruitment process will enable in-house teams to become less reactive and more strategic; imagine what you could do if 80% of your time was freed up!
Our research shows that:
Automation is one area where recruiters can take steps to create a personalised and engaging experience for candidates, both before, and after they apply. If recruiters want to work beyond the today and add more strategic value to the business (as we know they want to), then automation could be the magic ingredient you need.
You can listen to our webinar with Bill Boorman HERE.