7 Ways To Use Recruiting Automation In Your Hiring Process

recruiting-automation

Technology has changed the way we do most things, including hiring workers. Recruiting agencies are also benefitting from new technologies. One of these technologies is recruiting automation software. The idea behind this software is that it does the busy work for your team, reduces human error, and helps you focus on the more important tasks that the software cannot do.

75% of recruiters are saying that technology will be playing a much larger role in future years to come. Not only that, but many recruiters are relying on smart technology to help streamline their productivity in the workplace.

So, what are the benefits for using recruitment automation?

Why Use Recruiting Automation Software?

There are a few main reasons why recruitment teams should be using this kind of software. Here are some of the most important reasons to incorporate this technology into your hiring practices.

  • Better Productivity– The whole idea behind this software is to help your team work more efficiently and make better decisions at a quicker pace. Automating manual resume screening and interview scheduling allows employees to focus on more meaningful work.
  • Enhanced quality of hire- Automation improves the quality of a company’s hiring efforts. It allows recruiters to employ people based on characteristics that were predicted for job success. Not only that, it can lead to better and more stable hiring decisions over time.
  • Improved candidate experience-Job candidates also benefit from automation software. Potential employees don’t have to wait as long for responses, don’t have to wait as long for a hiring decision, and experience a more efficient overall process.
  • Bias-less hiring- When you use recruitment automation software for assessing and ranking candidates, you remove any common hiring biases and make a completely objective hiring process. This in turn leads to increased diversity in the workplace.
  • Decreased time to hire- Every day a job role goes unfilled in a company is a day where the company faces lost profitability and productivity. Automating certain aspects of hiring, like candidate pre-screening and assessments, greatly reduces the overall time to hire.

These are some of the best reasons to use recruitment automation software in your hiring process. So, now that we understand the why recruitment teams should take advantage of this technology, we need to investigate how we can implement this software in the hiring process.

What Are Some Ways Recruiting Automation Software Can Be Used During The Hiring Process?

How does automation software help recruitment teams? Here are 7 ways in which this technology is used in the hiring process.

  1. Job advertising

recruiting-automation

Traditionally, when a position opens up within a company, that job would be advertised in the local newspaper and listed on job boards. Then came listing it on the internet. With recruitment automation software, you can use programmatic job advertising instead, which is the purchasing of digital advertisements using software.

Using automation software allows you to place your job advertisement all over the internet. These ads usually have low or no return on investment costs, which saves your company money, by making use of automated advertising budget management. “This automation can help recruiters reduce cost-per-applicant by over 30%” explains Troy Ryan, a project manager at Elite assignment help and State of writing.

Recruiting automation also improves your employer brand messaging, focusing on employee experiences, giving a favorable light to company culture, and pushing out branded content that is more appealing than the average job posting.

  1. Background screening

Automated systems are great at weeding out the wrong job candidate for your company. With recruitment automation software, you can carry out background checks by running any contact information through the system for verification of their identity and confirm employment eligibility.

  1. Applicant tracking

This is the most common automation software that recruiters use. Applicant Tracking Systems are used to collect and track the recruitment process in a database, from when a job candidate first applies for the position, to when a final decision to hire or not is made. It is a great organizational tool.

  1. Recruiting via social media

Nowadays, jobs are advertised via social media. In fact, 98% of recruiters use Linkedin to post jobs and source candidates, as well as other sites like Instagram and Twitter. It’s super easy and efficient to use automation software to manage your social media recruiting, such as automating when you make a social media post and launching recruitment campaigns.

  1. Pre-employment assessments

There are pre-hiring platforms dedicated to pre-hiring assessments. These platforms are invaluable for assessing relevant skills, characteristics, and automatically ranking of candidates based on their assessment scores. This mitigates any hiring biases that might skew candidate selection, making the hiring process more objective.

Most of these skill assessment platforms also integrate easily with your company’s ATS, keeping your company’s information on potential candidates as up-to-date as possible.

  1. Interview scheduling with recruiting automation 

Scheduling interviews also is a huge time sink and requires impeccable organizational skills. It’s considered to be the most tedious task out of the hiring process.

Automation software helps by saving time and streamlining the process, creating a smoother and better experience for recruiters and potential new hires alike.

  1. Candidate rediscovery and ranking

recruiting-automation

Most of the time, you will have multiple candidates for one position, and will only hire one of those candidates. However, the job market is very competitive, and it really benefits you to keep track of talent even if they were previously turned down. Candidate rediscovery and ranking technology can help here, as it helps companies identify past candidates who might be a good fit for the current role, as well as their candidate scoring and ranking to help speed up the hiring process overall.

Recruitment automation software is a massive help for recruitment teams. These are 7 of the most common ways in which recruiter implement automated technologies within their companies. It can be used in a variety of ways and offers many distinct team advantages.

Christina Lee is a social media strategist at Student writing services.

How to Foster High Performance by Creating the Right Workplace Culture

workplace-culture

As a company executive, you’ve probably wondered about the things you can do to boost the productivity and performance of your organization, which includes the state of your workplace culture. While nothing can change how your employees feel about their duties and responsibilities or who they work for, organizational culture can boost engagement levels and improve the day-to-day experience of your employees.

Workplace culture is defined as the collective mind and heart of an organization. There are a lot of things that affect the attitudes of your employees about their duties and responsibilities and who they work for. When most managers conduct culture assessments, they find that most mechanisms, activities, and processes connected to the experience of employees affect their attitude toward their work and organization. The biggest influence on the experience of an employee is their managers. Let’s discuss how managers can create the right workplace culture to foster high performance.

How to Create a High-Performing Workplace Culture

 

1. Create meaningful values and communicate them

Organizational values are not philosophical principles. Values help in guiding employees on how they should interact with customers, the community, and with each other. Your organization should have no more than five values to make it easier for employees to understand and remember what’s important to the organization.

Leaders should communicate the values and the expected behavior linked to each value. This will help employees to know what’s expected of them thus reducing uncertainty and ensuring that everyone’s behavior is aligned with the values of the organization. The best way for managers to communicate values to their employees is by setting a good example. Values do not just apply to frontline staff but the entire organization including senior management. For organizational values to have meaning, leaders should adhere to them every day.

2. Proper selection is key for improved workplace culture

workplace-culture

Most of the time, managers rush to fill a vacant position in the organization without asking the right questions. And this leads to poor hiring decisions. Most managers look at the experience of a candidate to determine their employability. On the other hand, successful leaders look at how well the individual will work with others. It’s important to ensure that the candidate fits with the values and culture of the organization.

Human resource managers should consider using questions that have been tailored around the core values of the organization to know their candidates and make the right hiring decision. Another great way to conduct proper selection is by using a behavioral-interview approach. This method ensures that candidates engage in an activity during the interview process. This activity will help in pushing candidates out of their comfort zone and provide an opportunity to assess behaviors instead of asking a lot of questions.

3. Enhance the onboarding and orientation process

Research studies have shown that close to thirty percent of new hires quit within the first three months of working. To prevent this from happening to you, you should ensure that new hires receive an engaging and effective orientation during the first few days on the job together with an excellent onboarding process. It is important to set up success for new hires during this period to ensure that they feel connected to their team, job, and organization.

You can do this by establishing the right priorities from the first day. Ensure that all employees are happy and feel welcomed from the first day. By creating an organized training program and testing the comprehension of new hires, you will reduce turnover and boost the productivity and performance of your organization.

4. Communicate with all employees

The one thing that leads to poor engagement levels, low productivity, and an increased turnover rate in most organizations is poor communication. Most managers are usually surprised when employees or teams report that there is ineffective communication because they think they communicate with their employees regularly. The key issue is not the quantity but the quality of communication transmitted within an organization.

Business leaders can improve communication in the organization by keeping their words short and simple, using their tone and body language effectively, and communicating in a timely fashion. Using the right channels to communicate and reinforce a message is also important. Keep in mind that communication is a two-way process. Checking on your employees regularly to ensure that they understood your message is important.

5. Recognize your employees for better workplace culture

Recognition is a great way to reinforce good habits, make employees feel appreciated, boost engagement and retain the best talent. However, most employees don’t feel appreciated in the workplace. A research study found that 63 percent of employees don’t feel like they get praised enough in the workplace. Every employee learns and processes information differently. Therefore, managers should ensure that they recognize their employees effectively.

Managers should use different methods to recognize their employees. And they should be based around writing, saying, or doing something. The best ways to recognize your employees include writing thank you cards or emails, mentioning their achievements in meetings, or coming up with a fun recognition program. Employees are different. Therefore, recognition should be tailored to meet the needs of every person.

6. Coach your employees

workplace-culture

Informal feedback is one of the best ways to help your employees understand how their behaviors measure up to your expectations. Research studies have shown that 32 percent of employees wait for at least three months to get feedback from their managers. This makes it harder for employees to measure their performance and link it to the expected results. Informal feedback can be effective by ensuring that it is timely, fair, and balanced. You should explain why specific behaviors are important and include a gesture of appreciation.

7. Show employees that you care about the organization’s culture

Showing your employees that you care about them individually and you’ll do whatever it takes to improve the culture of your organization. You can do this by listening to their needs and supporting them as much as you can. As you listen, make sure that you listen attentively and try to understand the perspective of your employees.

Conclusion on the importance of workplace culture

Successful leaders are always on the lookout for areas that need adjustments or improvements. While organizational culture is complex, the tips that we’ve shared here will help you foster high performance in the organization.

Author Bio:

Leon Collier is a blogger and academic writer from the UK who works with professional writing services and BrillAssignment. He likes trying new subjects and is always focused on proving his worth as a writer in new and challenging writing areas. His hobbies are reading books and playing tabletop games with his friends. You can reach him via Twitter @LeonCollier12.