With more and more candidates looking to land their first job, next move, or even make a career shift, for recruiters it’s becoming increasingly difficult to whittle them down and find the needle in the haystack. But can automation be the answer?
In our recent whitepaper – Automation age: A look at the changing workplace – we take a deeper dive into how automation is changing the face of recruitment. In this article, we pull out some interesting takeaways – the full whitepaper is available for download here.
Automation has come a long way, and it certainly benefits the recruitment process – 75% of respondents felt it allowed them to complete routine tasks quickly; 68% say it freed up their time to do better work; and (50%) said it allowed better client and candidate service.
Layla Kidwai, Head of Talent at WorldRemit, said:
“In some cases, automation has helped us speed-up the recruiting process by up to 30% depending on the task – ranging from email templates and custom made benefit packages to reporting and tracking various moving parts. Overall, automation has been well received; over 65% of our users feel comfortable with the new processes in place.”
But it’s not all positive for recruiters looking to use automation to free up time, with candidates unsure about the benefits – nearly half (45%) fear that tools that automate CV screening will mean they will risk missing potential job opportunities; and a further 21% believe they might be put forward for inappropriate jobs.
Myles Allan, Principle Consultant, Avenue Recruitment, said:
“Automation certainly has its place in recruiting when there are hundreds, if not thousands of applicants. But for more niche roles, where candidates are few and far between, the traditional human approach works every time. For me, understanding each candidate fully means that I can match them with the right roles.”
The human touch
Automation is a powerful tool for any recruiter with its ability to tackle the back end, more menial tasks of the recruitment process. But, it lacks the ability to judge character, empathise and be creative. A computer may be able to find the right candidate on paper, but it could struggle to understand if they are a good cultural fit within the company – the glue that holds any organisation together.
Sinead Hasson, MD and Founder of recruitment firm Hasson Associates, said:
“The people who try to replace all of the functions of a human with technology to save money are going to fail sooner or later. Technology can replace parts of recruitment, but not all of it – in the same way it has replaced parts of manufacturing, but not all.”
Simone Devereux, Solo Search, said:
“Fundamentally, recruitment is a people business, and the personal approach can’t be replaced. While technology has come a long way, it still can’t replicate a simple conversation in the same way. The sorts of information that a recruitment specialist can glean from speaking with a candidate could be the difference between them landing an interview or not.”
The role of job boards
When considering how automation can streamline the recruitment process, it’s important to consider how job boards already aid recruitment. At Jobsite, a company’s vacancy post isn’t limited to just the website itself. It’s automatically posted to the Jobsite app, relevant aggregators like Indeed and Adzuna,and is emailed to appropriate candidates. In many ways Jobsite has automated audience building – maximising the visibility of your vacancy.
Much like automating background checks or scheduling an interview, the role of a job board is to free up the recruiter’s time to focus on what’s important -screening candidates to find the perfect hire.
For more insight into how automation is changing the recruitment and the wider workforce, download our whitepaper.