Technological innovation is moving into the recruiting process to achieve greater efficiency and better hiring outcomes.  While human recruiters will remain a critical part of the hiring process, automation can streamline data analysis, speed routine tasks and improve hiring success rates.

Automating the employment screening process provides recruiters and companies with several advantages. It can reduce errors, eliminate repetitive steps, improve compliance, provide documentation and offer protection against several risk factors. Automation eliminates administrative headaches and can improve the quality and diversity of candidates who are hired.

Automation is being applied in several new ways to the recruitment and hiring process:[1]

  • Screening resumes manually is time-consuming and tedious. Nearly 88% of applicants for a posted job opening are not qualified, forcing a recruiter to spend approximately 23 hours screening resumes for a single position.[2] Artificial intelligence (AI) software can learn job requirements and how to identify qualified candidates based on past successful hiring experiences. By incorporating employee performance data into the analysis, the AI program can narrow the field further to pinpoint successful candidates for in-person meetings with the recruiter.
  • Chatbots are being used to interact with candidates to provide updates throughout the pre-qualification process. They can dispel the impersonal tone of an automated job application site and instead create a positive impression of the company by helping job seekers navigate the steps for application, qualification review and hiring.
  • Credit checks, criminal background checks, drug and health screenings, cognitive tests and other pre-employment screening processes can be managed effectively through workflow automation technology. Documentation such as required certifications or licenses can be scanned and downloaded into an integrated onboarding software system.
  • Digital recordings allow recruiters to review various aspects of interview sessions — including the candidate’s overall ease, word choices, speech patterns and facial expressions —to assess the candidate’s poise, presentation and knowledge.
  • Continuous screening of employees on an annual, semi-annual or random basis is becoming the norm in government and many highly regulated industries. This ongoing process aims to reduce the risk of insider security threats such as theft and embezzlement and to spot drug use. Recruiting software integrated with the company’s overall human resources system creates a comprehensive record of employee screening results for tracking and comparison over time.[3]

[1] “3 Ways Recruitment Automation Will Change Recruiting Forever,” by Ji-A Min, Talentculture blog, May 3, 2017. Available at: https://talentculture.com/3-ways-recruitment-automation-will-change-recruiting-forever/

[2] “3 Ways Recruitment Automation Will Change Recruiting Forever,” by Ji-A Min, Talentculture blog, May 3, 2017. Available at: https://talentculture.com/3-ways-recruitment-automation-will-change-recruiting-forever/

[3] “Know Before You Hire: 2017 Employment Screening Trends,” by Roy Maurer, Society for Human Resource Management, Jan. 25, 2017. Available at: https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/2017-employment-screening-trends.aspx

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