The onslaught of the COVID-19 pandemic was like an earthquake in 2020 talent acquisition, with shockwaves rippling across hiring processes nationwide. Hiring freezes. Layoffs. Surges in demand with hiring volumes and urgency like never before. A near-immediate change from too few candidates to too many to effectively screen and interview. As hiring teams get their footing back on firm ground, they’re looking for strategies to protect their hiring process from future shocks. There is a way to pivot with fluctuations in candidate volume and talent pool qualifications while maintaining a consistent, personal hiring experience. The answer is automation.
Three must-have hiring automation technologies
In the last year, hiring teams have seen changes in both who is applying and how many. While it’s tempting to staff up in response, the future is uncertain. You don’t want to let team members go if candidate volume or hiring requirements change. Here are three hiring automation technologies that can easily and effectively help you scale. You’ll not only look like you’re always on top of it – you will be.
- Auto-scoring of candidate responses. Perhaps you have pre-employment assessments that already do this for defined-answer questions, but does your hiring platform also auto-score open-ended assessment and interview questions? Advances in AI make it possible to automate and scale the delivery of insights from unstructured and structured data-gathering tools.
- On-demand text screening. This tool checks candidate responses against basic job requirements and auto-advances qualified applicants, expediting the initial steps in the hiring process for all. On-demand text screening helps move hiring along for candidates you could hire and lets those you couldn’t politely (and immediately) know they should continue their search.
- Candidate self-scheduling tools. Advanced tools sync with hiring teams’ calendars and offer candidates their choice of interview times in personalized interactions. Sounds simple, and the experience for candidates and hiring teams is, yet this is a crucial technology for gaining hours back into your day.
Hiring automation pros and cons
Using automation in your hiring process is mostly sunshine and roses. Automation can reduce or eliminate vast amounts of administrative work. It ensures every candidate has the same, consistent experience and creates more opportunities to weave your employer brand into candidate interactions. Automation shortens the process, helping you meet candidates’ expectations and scoop qualified talent off the market faster. It also helps make your hiring process immune to shocks.
Another benefit of automation is the ability to respond quickly to changes in job requirements or the addition of new jobs. You can make the appropriate adjustment to your on-demand text screens and your auto-scoring of candidate responses, and that adjustment is automatically in effect for every candidate who goes through your hiring process moving forward.
There are also a few potential downsides to automation which you can avoid. The first is making sure your automation doesn’t have unintended consequences. Automated tools that are not scientifically developed and validated can run the risk of propagating bias. Avoid this problem by working with a technology partner who is highly transparent about how their platform collects and uses data. Another consequence could be a less-than-stellar experience for candidates. Give the tool a test-drive from the candidate’s perspective and explore how much of the automated experience can reflect your organization’s look, vernacular, and feel. Prioritize automation that supports a seamless candidate experience. Finally, concentrate on identifying automation tools that are right for your hiring process, which will help you continuously improve your hiring outcomes.
If you’re on the lookout for other ways to be proactive with your hiring team’s management of change, be sure to read the Modern Hire 2021 Hiring Trends Report. Our analysis integrates Modern Hire research, learnings from our diverse clients, and industry data to identify the most influential hiring trends this year. Our goal is to help you get ahead of the biggest hiring challenges in 2021.
