Recruiters are facing major challenges in the current labor market: a shortage of suitable candidates, high workload, structural lack of time and too little overview of the recruitment processes. Automating work ensures that recruiters work more effectively and efficiently. In this article, we discuss the most time-consuming recruitment processes and the benefits of automation.
The most time-consuming recruitment processes:
Phase 1: Reaching out to candidates
This phase is all about increasing brand awareness and making open positions visible. You want to reach your desired candidate. The most labor-intensive processes here are setting up effective marketing campaigns, using platforms such as LinkedIn, collaborating with educational institutions and participating in career events.
Phase 2: Making contact with candidates
After attracting a potential candidate, it is important to build a good relationship. A time-consuming task! Because you build a good relationship by responding promptly to applications and maintaining active contact with your network. With the help of advanced recruitment software, you maintain an overview, so you stay in touch faster and better.
Phase 3: (Re)activation of previous candidates.
Staying "top-of-mind" with candidates requires continuous visibility. So that when they want to make a transition, they think of you as a potential future employer. This can be done, for example, by sending newsletters, providing updates about your company or inviting them to an event.
Automating processes means saving time!
Besides saving time, automation also offers more efficiency in your daily work. This leaves you as a recruiter with more time to spend on strategic matters. And you can, for example, improve the candidate experience, focus more on data-driven decision-making and increase the quality of your hires!
How to automate your recruitment processes:
- Automate candidate search: Use advanced targeting to promote job openings on social media and other digital channels, automatically reaching the most relevant candidates based on their online behavior and preferences.
- Automated engagement: Using AI and Machine Learning, you create personalized journeys for candidates. This is essential because by nurturing candidates, you build a relationship that guides them through the hiring process and increases their engagement.
- Data analytics and insights: Use a platform that provides in-depth analytics and reporting on the effectiveness of various recruitment channels and campaigns so you can make data-driven decisions.
- Candidate management: Use a platform that helps organize and prioritize candidates efficiently. For example, a platform that manages candidate data, including tracking their progress through the hiring process. That way, you know exactly when to take action so you maintain active engagement with your candidates.
- Integration with existing systems: Choose seamless integration with your ATS and HR systems to create a workflow that reduces manual input and increases efficiency.
Practical examples of recruitment automation
Royal HaskoningDHV had a clear wish: "I wanted a tool that would relieve me, but where I would be 'in control'. That's what I found in MrWork!"
For many candidates applying directly is a step too far, as Royal HaskoningDHV found out. They saw a need from the candidate to first make contact in an accessible way. A webinar is a good solution for this. And apparently very effective. They organized a substantive webinar and advertised through MrWork Jobs: "I was positively surprised by the results. 80 participants signed up for the webinar and we even hired someone from this. Truly a great result and a clear signal that we need to keep it low key to connect with candidates more often."
Automation offers a helping hand for the challenges recruiters face. In addition to saving time, it offers other benefits. For example, recruitment processes improve, hires are of better quality and there is more room for strategic thinking. Automation therefore offers more room for building and maintaining valuable relationships with candidates.
