Automated reminders are proving one of the most powerful features of today’s advanced ATS platforms. Used to elicit faster internal and external response across many hiring process steps, from candidate assessments and interview feedback to job and offer approvals, recruiters are finding that the ability to set automated reminders for candidates, hiring managers and interviewers within their ATS workflows goes a long way in moving candidates through the pipeline quickly and converting them to hires. Many GR8 People customers that have tracked the results of their reminders are demonstrating the tremendous impact this automation has on shortening time to hire averages and, thereby, reducing the costs associated with both recruiting and with vacancies that remain open.
However, as is the case with most technologies, it’s not simply the automation itself that results in success. There are strategies that talent acquisition can use to ensure that automated reminders are as effective as possible in generating the desired recruiting outcomes.
• Apply consistent standards for turnaround times and expectations. Set and apply your standards for both the use of reminders and when they will be sent at a systemwide level. If you rely on an ad hoc approach, with some recruiters using them some of the time and at varying standards for turnaround times, you’ll experience inconsistencies in response and far less compliance overall.
• Clearly communicate your expectations well in advance of the required action. If hiring managers don’t know that your hiring process requires that they submit interview feedback within 48 hours of a completed interview, then the automated reminder to do so won’t be viewed as requiring urgency on their part. Once you’ve identified and committed to systemwide standards for response times, make sure those standards are communicated clearly to all involved from the outset of each search and well before the automated reminder is sent. Remember that while recruiters work within their organization’s enterprise recruiting software on a daily basis, this is rarely the case for hiring managers or interviewers, so remind them of the standards when a search is opened—you can include a link in your emails to online details that quickly and clearly communicate the process and associated standards.
• Make sure to track and measure the results of your automated reminders. Establish current benchmarks prior to the implementation of automated ATS reminders so that you’ll know how often delays are occurring in your hiring process, where they are occurring and the length of those delays. Track improvements in the process over time and correlate them specifically to the type of automated reminder and the amount of time shaved off the hiring process post-implementation. You’ll then be able to show the cumulative impact of hiring process automation in terms of reductions in average time to hire and the business value derived. You can also assess impacts by hiring function or geographic location in order to illustrate how your use of automation is supporting critical areas of need.
Keeping the momentum of a search going is paramount to securing top talent and converting quality candidates into hires. By fully leveraging automated ATS reminders throughout the hiring process, recruiters can increase search success while positively affecting the business’s bottom line—make sure you support your automation technology with the strategies that help talent acquisition realize the best possible results.