How to Improve Recruiter Efficiency with Automation

jobvite.com2How to improve recruiter efficiency with automation

IntroductionToday’s recruiter is experiencing high levels of stress and pressure from a tougher than

ever candidate’s job market. They need to be adaptable to anticipate an economic

downturn as well as a surge to quickly pivot their recruiting strategy. Stress comes

not only during a time of business decline, but also in growth times. An increase in

hiring activity without an increase in recruiting resources can cause strain on

talent acquisition (TA) teams during times of growth.

With so many requisitions open and the pressure to fill as soon as possible, recruiters

are desperately looking for any way to save time and effort in their process. This is

where automation and artificial intelligence can help. We know there’s often hesitation

when automation and artificial intelligence (AI) are mentioned (no, the robots are not

coming to replace you). In reality, these tools will improve efficiency in sourcing,

nurturing, screening, hiring, and onboarding candidates. By leveraging automation

and AI, your recruiting team will be heroes to company leadership by enabling the

company to grow fast, without sacrificing quality.

In this guide, we’ll walk you through the common scenario of a lean recruiting team faced with

a hiring surge and how they used automation and AI to do more with less.

Your recruiting team will be heroes to company leadership

by enabling the company to grow fast, without

sacrificing quality.

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Meet MariaMaria is the head recruiter on a small talent acquisition (TA) team. Her manufacturing company

recently experienced a downturn and was forced to lay off almost a third of their staff. Today,

their company has recovered from the loss and is ready to hire and backfill the positions for

their quickly growing operations. Maria and her team now need to hire a variety of engineers,

production workers, and office staff as fast as possible. Each requisition requires a separate

set of skills, and some require special certifications to operate machinery. The team is

worried that they won’t be able to find qualified candidates in the short timeframe

they were given by their leadership.

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Ramp Up Hiring with Automation and AIMaria and her team have considered using automation to help their

recruiting efforts, but aren’t sure what’s available to them or how it

can help. They know that they do several daily tasks that feel tedious,

like manually searching for candidates, sorting through digital stacks

of resumes, and making calls and emails to set up screenings with

candidates – all for just one open role! Not to mention coordinating

schedules of hiring managers for interviews with candidates and hunting

them down for their feedback after a meeting. In a highly competitive

market, even 24 hours can make the difference between landing or

losing a top candidate. Maria knows there has to be a better way to get

these tasks done with their packed schedule and wants to see what

options there are in automation and AI software.

These tools are some of the best ways to increase efficiency within recruiting teams and make them hiring heroes.

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Zero-Click Intelligent SourcingZero-Click Intelligent Sourcing (ZCIS) is a new way to automatically

source and activate qualified candidates. By assisting recruiters in the

time-consuming process of sourcing, ZCIS improves recruiter efficiency

while reducing time-to-fill, a critical metric for organizations looking to

increase hiring at their organization.

Using AI-powered candidate matching, ZCIS automatically targets a list

of qualified candidates based on outlined requirements and information

from previous successful hires for similar positions. Personalized

communications are auto-generated to invite the prospect to apply.

This automatically drives qualified applicants into your ATS and your

hiring workflow.

Use Zero-Click Intelligent Sourcing to:

• Save critical job advertising budget dollars by automatically activating top candidates

• Meet organizational DE&I goals by ensuring your list of qualified prospects is inclusive of the defined target groups for a particular role

• Reduce time-to-fill

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Intelligent Candidate MatchingIntelligent candidate matching takes recruiter databases and uses AI to

search for candidates with the right skills, experiences, and certifications

to find a match. High application volumes for a role can hold up recruiters in

pre-screening candidates for deal-breakers like certifications or experience.

This tool can save Maria’s team hours of manual sorting and qualifying

candidates by automatically pulling resumes that meet the requirements and

ranking them by potential match. Intelligent matching also can cut down on

or eliminate the need for screening calls in some cases, saving Maria’s team

even more time.

Use intelligent candidate matching to:

• Pre-qualify candidates for specific job requirements like certifications

• Find resumes that stand out based on experience or skills

• Easily source candidates for niche roles like engineers

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Intelligent MessagingIntelligent messaging and texting allow recruiting teams to screen,

nurture, schedule interviews, and pre-onboard candidates through a

single platform. No need to use a personal phone to contact applicants

Use intelligent messaging to:

• Text applicants about job opportunities they may be interested in

• Send information like company benefits right to a candidate’s phone

• Keep conversation history in a candidate’s profile for easy reference

anymore. Directly through your

desktop ATS, you can reach

candidates where they are. Even

if they’re on the go, they can

answer questions and apply

directly through text. Small

recruiting teams like Maria’s can

easily manage conversations with

multiple candidates at once and

even get a better response rate

through automated texting.

jobvite.comHow to improve recruiter efficiency with automation

Automated Interview Self-SchedulingAutomated interview self-scheduling allows candidates to easily schedule interviews on their own time. We’ve all experienced the soul-crushing experience of trying to manually schedule a meeting with multiple people through email. For Maria and her team, it can take days or even weeks to line up schedules between hiring managers and potential employees to meet for an interview, wasting precious time where a candidate could be lost to a competitor. Automatic scheduling offers applicants pre-determined times for interviews that they can schedule in a few clicks on their phones, and when a time is selected it’s blocked out in the calendars of interviewers! No more double-booking for hiring managers and anxiety for candidates.

Use automated interview self-scheduling to:

• Allow candidates to pick a preferred and backup time for interviews

• Send only hiring manager/interviewer approved time slots to choose from

• Send calendar invites for scheduled meetings to all attendees

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Asynchronous VideoUse asynchronous video to:

• Automate the screening process for a high volume of applications

• Allow a candidate to complete a screening interview on their own time

• Create custom questions based on requisition

Asynchronous video interviewing is becoming a popular tool for reaching

candidates where they are as well as saving teams time in the screening

stage of recruiting. This tool allows recruiters like Maria to set up a template

of question prompts for different open requisitions and invites applicants to

record and submit a video of their responses. Candidates can record their

answers on their own time and submit when they’re ready without requiring

a live meeting with a hiring manager or recruiter. Asynchronous video is ideal

for screening candidates for roles that get

a lot of applications, like the production

roles that Maria’s team is hiring.

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Automated Internal CommunicationAutomated internal communication

provides teams with a smarter way to

share information during the recruiting

process. Maria’s team can automatically

request feedback from a hiring manager

on a candidate after an interview and keep

track of responses in individual profiles.

This cuts down on the lengthy process

of tracking down hiring managers for

feedback and approval on a candidate

as well as organizing information on

candidates in separate profiles.

Use automated internal communication to:

• Share candidate profiles where hiring managers can submit feedback

• Shorten the feedback loop after candidate interviews

• Keep silver medalist candidate history for future job opportunities

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Advanced AnalyticsAdvanced analytics software helps team’s like Maria’s learn about

the efficiency of their hiring process and improve the overall candidate

experience. Key metrics such as applicant conversion rate and average

time-to-fill are automatically flagged if they begin to falter, allowing Maria’s

team to address bottlenecks before they become major problems.

Use advanced analytics to:

• Measure data against key recruiting metrics like application conversion rate

• Spot trends and bottlenecks in the recruiting process to improve

• See where you are losing candidates throughout the candidate journey

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Jobvite Streamlines the Work for RecruitersBy incorporating Automation and AI into their recruiting process, TA leaders like Maria can improve

the candidate experience, save time on manual tasks, and fill open roles with the right talent quickly.

Automation and AI turn tedious daily tasks into manageable workloads that can be scaled as hiring

efforts ramp up. No matter the team size, TA teams can learn about their recruiting

processes through automation and quickly pivot to fix roadblocks.

Learn more about how Jobvite is helping TA teams become hiring heroes through

automation and AI. Jobvite’s complete end-to-end talent acquisition suite

will help your organization hire more efficiently and find the right talent fast.

For more on finding the right automation and AI tools – request a live demo today!

REQUEST LIVE DEMO

About Jobvite

Recruit with Purpose. Hire with Confidence.

Jobvite is leading the next wave of talent acquisition innovation with a candidate-centric end-to-

end talent acquisition suite that helps companies engage candidates with meaningful experiences

at the right time, in the right way, from first look to first day and beyond. Jobvite’s marketing-first

Talent Acquisition Suite weaves together AI and automation to increase recruiting speed, improve

the quality of hire, and reduce costs. Jobvite is proud to serve thousands of customers across a wide

range of industries including Ingram Micro, Schneider Electric, Premise Health, and Zappos.com.

To learn more, visit www.jobvite.com or follow the company on social media @Jobvite.