Most managers never relish the prospect of recruiting. You may come across candidates who give you the runaround, who come up with creative excuses for cancelling interviews or ignore messages. We’ve all been there – it can be an unpleasant experience! The challenges of recruiting are plentiful, and this is why it can take so long to find the right person. A global survey undertaken by LinkedIn in 2017 revealed that in some instances, it is taking companies four months to make a hire.
At a time where talent acquisition teams are facing increased pressure to hire the best talent into the organisation and to also report on data based KPI’s, it is crucial that businesses to find solutions to reduce time to hire.
Recruiters have little time to:
• advertise on job boards
• wait for applications
• spend hours sifting through applications (many of which are unsuitable)
They need to be proactive, make quick hires, while also maintaining high-quality calibre of candidates. Think it sounds a bit like an impossible task? Thanks to pipeline automation, this is becoming increasingly conceivable.
What is pipeline automation?
Talent acquisition has experienced many changes over the years, from job boards to social media and recruiting automation. The other methods still exist, but recruiting automation is an important development in the recruitment industry, taking the mundane tasks from recruiters and allowing them to get on with more fulfilling tasks. We are talking here about artificial intelligence (but not in a job stealing way!) enhancing the way recruiters work. Artificial intelligence is a scary term for many workers, who are worried about how it will impact on their job. However, in the case of in-house recruiting, artificial intelligence has the capability to completely transform the way recruiters work. It will make recruiters more effective by enabling them to hire faster with better quality. AI could become the recruiter’s best friend instead than their worst enemy.
Recruiting automation can take all the jobs recruiters hate off their hands, such as sifting through and screening piles of CVs. It can do this by searching for specific keywords and quickly highlighting suitable candidates and rejecting unsuitable applicants. It can monitor the candidate’s journey which helps you to understand what makes them tick and it can also be used for other tasks, such as scheduling interviews. Recruiting automation can improve your competitive advantage by freeing up the recruiter’s time to chat to candidates, rather than dealing so much with the admin side of the process.
One step further
With pipeline automation, you can go a few steps further than recruitment automation. It has the capability to follow the candidate’s journey, so recruiters know the best time to step into the process and start engaging with candidates. Let’s not forget that the recruitment process is all about people, so it’s a lot more complex than many people think. Recruiters can easily spend hours of their day just sourcing candidates, only to be given the run around. These are quite simply, wasted hours and this is something pipeline automation can completely negate.
Pipeline automation software can be used to analyse the candidate’s level of interest and the key moment to contact them. Candidates change their mind quickly, so it’s important to know when their interest is at its peak.
The pipeline automation software can also be used to analyse behaviour. You might want to find out if the candidate is active and review their overall engagement with your company (reading blogs, opening emails, reading employee testimonials). If the candidate goes as far as browsing your career page, you know you’re onto a winner and this is the key moment the recruiter can step in and start engaging with the candidate.
Pipeline automation will be the best investment you’ve ever made, and here are some reasons why:
The majority of any recruiter’s day is taken up with posting vacancies, sourcing candidates and screening CVs. There is little engagement with candidates until the candidate reaches interview stage and this is primarily down to a lack of available time. It’s no wonder that candidates often feel like just a number! With pipeline automation nurturing the candidate’s journey, it instantly becomes more personable. Recruiters have time to speak to candidates and ‘sell’ the opportunity to them. Recruitment becomes more efficient as the role of the recruiter shifts from admin to relationship building.
Driving costs down
Driving costs down is essential for any successful business and using recruitment agencies is not the ideal way to do this, yet many companies are still doing it. There are more than 35,000 recruitment agencies in the UK and agency fees can cost companies up to 30% of the annual salary. This means that businesses could be spending a staggering £15,000 on a £50,000 salary hire – with no guarantee that they will be a good fit for the company.
Pipeline automation is here to fuel your profits by allowing you to use your in-house recruitment team more efficiently and cut out the costs of recruitment agencies.
Improve candidate journey
Candidates have the upper hand these days. They are no longer actively looking on job boards, they are waiting for you to contact them. Accessing the passive market is hard, but this is exactly what pipeline automation can help you to do. It can be used by businesses to follow the candidate on their journey, find out more about what they like, update them regularly and finally, contact them when they are interested and ready to find out more about the opportunities. Pipeline automation will improve the candidate journey and help companies to build a better relationship with candidates. A survey by Reed highlighted the importance of keeping in touch with candidates. As many as 4 out of 5 candidates believe that a negative experience during the hiring process can leave them with a poor impression of the company. When you have a negative reputation, it is very difficult to turn it around unless you completely rebrand.
A bad candidate journey will significantly affect both the volume and the quality of your hires and make recruitment even more frustrating.