Recruitment automation is one of the driving forces bringing success to technical recruiters. Just how essential is it though? Should all technical hiring teams be looking at recruitment process automation? Here we discuss the arguments for and against automation.
What is recruitment automation?
Recruitment automation is the process of designating certain elements of the recruiting process to be carried out by machines to save on manual labor.
“93% of organizations and workers face barriers to accessing the digital skills they need to remain competitive.“
2021 AWS Global digital skills study,
This increases the pressure on tech recruiters to deliver the right hires—at a quicker pace than ever. Adding more strain to an already difficult job.
Automation is an attempt to alleviate some of that strain of recruitment without reducing the quality of candidates. The goal is to increase the standard of candidates in the pipeline. While simultaneously increasing the rate at which new candidates are hired.
An alternative to automating this process is to use staff augmentation companies. This is where, for your hiring needs, you collaborate with a company that already has a large talent pool and effectively “rent” its experts. However, many still prefer the traditional approach of actually hiring tech experts who work for your company full-time.
Examples of recruitment automation
Some examples of recruitment process automation are:
- Pre-employment assessments
- Applicant tracking systems (ATS)
- Automated Resume screening
- Automated interview scheduling
- Candidate Sourcing