We are currently in the middle of a global crisis that has impacted every area of the workforce. Talent acquisition is no exception. Companies must adapt and change to meet the needs of their business and their employees. Talent acquisition and HR leaders must consider the realities of recruiting in this time of uncertainty and the impact these changes might have on their selection and offer processes.
According to research that we conducted last month, one of the top three challenges facing companies is adjusting to remote recruiting. Less than 50% of companies stated that they were prepared to support remote recruiting. Companies today need to support candidates, recruiting teams and hiring managers and meet different expectations. Technology plays a major role in how companies can meet these needs.
Our latest research report, in partnership with Oleeo, focuses on Recruiting Enablement technology and how automation and data can help companies stay efficient and improve quality. Many of the themes from the report are relevant for companies struggling with remote recruiting. The phrase was first conceived by Talent Attraction, Candidate Experience & Recruiter Enablement Leader Holland Dombeck McCue of Delta Airlines.
Here are some ways that automation can improve talent acquisition efforts in these uncertain times.
When recruiting remotely, automation can help companies engage with candidates through personalized messaging and content. It can also help to provide the right personalized communication and information to candidates to keep them informed about the employer. De-gendered job descriptions and debiased job descriptions can help to reduce bias in the process as well.
A remote world can leave many candidates feeling disconnected and uneasy. Recruitment automation ensures that the right candidates are moving along in the process of being dispositioned at the right stage. Candidates during this phase will receive consistent communication about their status and what they can expect moving forward especially when recruiters aren’t able to do this individually. Recruitment automation can help to automate pre-screening questions, provide interview self-scheduling, and realistic job previews through automated assessments. Provide the right workflows and ranking of candidates through AI-powered analysis.
During the final stage of the recruitment process, companies can use recruitment automation to continue communication with candidates. Companies can automate the offer letter management stage to make sure that companies are staying compliant and that this experience extends into the new hire experience. Recruitment automation can continue to provide the communication and the positive experience remotely with forms automation tasks automation and socialization into the company culture.
As companies build out strategies for remote recruiting, technology and enablement play critical roles in helping organizations move quickly and provide data to enable a better experience and better decisions.
About the author: For the past 12 years, Aptitude Research founder Madeline Laurano’s primary focus has been talent acquisition. Her work helps companies both validate and reevaluate their strategies and understand the role technology can play in driving business outcomes. Madeline has held research roles at Aberdeen, Bersin by Deloitte, ERE Media, and Brandon Hall Group. She is a frequent presenter at industry conferences.