Organizations are in the midst of a digital transformation, one that accelerated considerably because of the events of 2020. Most workers view the changes as both permanent and likely to benefit their organizations, as evidenced by a Boston Consulting Group survey revealing that 87% of managers and 81% of employees “believe that a digital transformation will help companies relaunch activities more easily once the COVID-19 crisis is over.”
The talent acquisition function is benefitting from this acceleration, too, as extraordinary advances in recruiting technology—especially those related to automation—continue to propel the industry’s practices forward. And yet, most teams remain overwhelmed by the choices, unsure of how best to begin using automation to improve the hiring process. It’s a topic we covered frequently on the GR8 People blog with a focus on specific recommendations and concrete examples that recruiters can adopt so that technology takes over their most time-consuming tasks, allowing them to concentrate on candidate relationships and strategic talent initiatives.
Here, we rounded up the best of the best with excerpts from our three most-popular recruiting automation articles of 2020:
**• How TA Leaders Are Using Automation to Overcome Their Biggest 2020 Recruiting Process Challenges
• 3 Must-have Recruiting Software Automations for Better Candidate Communications
• Q&A With Recruiting Automation Trailblazers: How to Improve the Hiring Process While Ensuring Exceptional Candidate Experiences**
How TA Leaders Are Using Automation to Overcome Their Biggest 2020 Recruiting Process Challenges
Chief Strategy Officer Jack Coapman examined five of the biggest challenges talent acquisition teams face as they work to improve hiring process efficiency and effectiveness. While all benefit tremendously from automation, two of these scenarios present the opportunity for quick adjustments that deliver lasting impact (and with impressive cumulative results!): self-scheduling functionality and feedback reminders.
The implementation of self-scheduling technology for phone screens and interviews completely eliminates the friction created by the tedious back-and-forth that typically happens when trying to confirm schedules via phone or email. The screener’s availability is automatically updated as candidates select their preferred time slots—no human intervention necessary.
In terms of gathering essential feedback from hiring managers and other interviewers, many enterprise recruiting teams are taking advantage of every opportunity within their applicant tracking system (ATS) to apply automated reminders at either the workflow or system level. Many GR8 People customers that have tracked the effectiveness of their reminders are quantifying the tremendous impact this automation has on bringing efficiency to the hiring process. Informatica, for example, has used automated reminders to shave up to 2.5 days off of time to slate alone.
3 Must-have Recruiting Software Automations for Better Candidate Communications
“The higher open and faster response rates associated with text make it an ideal communications channel for any team that wants to streamline its recruiting process and reduce time to hire averages.” So notes Vice President of Product Chris Cella in his view on why automation is critical to better candidate communications.
And, when text messaging is managed directly from an organization’s recruiting software platform, additional time savings can be realized well beyond addressing the administrative needs associated with texting candidates (such as setting up permissions for the hiring team to access the functionality and making sure only candidates who have opted in receive texts). Recruiters can take advantage of pre-defined text recruiting templates to facilitate messaging consistency while making it easy to insert commonly used links to jobs, talent communities and virtual events. Plus, substitution functionality means recruiters can leverage their templates for quick reuse of common interactions while still delivering the more personalized messages that gets immediate response.
Q&A With Recruiting Automation Trailblazers: How To Improve The Hiring Process While Ensuring Exceptional Candidate Experiences
Last summer, GR8 People hosted a webinar with talent acquisition leaders from Pivot Physical Therapy, Teradata and Talbots to share their insights regarding practical applications and tips for how to get started with recruiting automation—and why it all comes back to candidate experience in the end.
With so many GR8 ideas exchanged during the conversation, we summarized how each organization used automation to overcome their hiring challenges as part of our customer stories blog series, including:
• Lisa Hyder of Pivot Physical Therapy — Like many employers, we had to delay start dates for our spring PT hires due to COVID-19. Recognizing the need to keep these new hires engaged, we launched an automated nurture campaign that highlighted why they chose Pivot in the first place while reminding them that Pivot was thinking of them and excited for when they would be fully onboarded. We saw incredibly high engagement, and the experience was extremely positive. No new hire was “lost in space,” and we personalized all communications as much as possible. We always want every touchpoint with candidates to reflect what it’s like to work for Pivot.
• Sara West of Teradata — Our challenge was that our average time to fill was too long. We do a lot of tech hiring, so it’s essential that we keep candidates moving through the hiring funnel as quickly as we can. In order to streamline the hiring process, we turned to automated notifications and reminders for both hiring managers and candidates. We also offer automated self-scheduling to candidates, which has eliminated unnecessary delays due to the back-and-forth nature of traditional interview coordination. The combined result is that we’ve reduced average time to fill from 60 days to 45 days or less—a 25% reduction, which is significant from a process perspective.
• Laura Velasquez of Talbots — After several months of limited hiring activity, our talent acquisition team was asked to lead a major customer service center staffing initiative and to secure candidates for interviews ASAP. Due to COVID-19, an onsite hiring event—which is how we typically fill these roles—just wasn’t possible. So, the team responded by recommending a virtual hiring event, complete with dedicated interview slots and pre-screening functionality. With our traditional open houses, we begin promoting them two weeks out and hope that 15 people will show up. With the virtual event, we started advertising on a Friday and by Monday morning we had 48 out of 50 event interview slots filled (after the July 4th weekend, no less!).
Many thanks to all our GR8 team members and innovative customers who have shared their expertise and insights throughout 2020. We’re excited for another year of #GR8Thinking!
Set your talent acquisition team up for recruiting automation success by focusing on small steps that will help you realize big gains. Download Recruiting Automation Basics: How to Build a Strong Foundation for 2021 today.