In part 3 of the blog series on Intelligent Recruitment Automation we dive deeper in the possible use cases and available tools in the market.
There are plenty of use cases for Intelligent Recruitment Automation.
But the domain is still relatively new and the clearly successful use cases are rare.
We distinguish five steps of the talent acquisition cycle to explain the relevant use cases of Intelligent Recruitment Automation: Sourcing, Screening, Outreach, Interviewing and Relationship Management.
Sourcing is the number one use case of Intelligent Recruitment Automation since it’s the most data rich part of the recruitment cycle.
With the current day widespread digital presence and remote working possibilities people all over the world can be a candidate so there are potentially millions of candidates to choose from.
Within sourcing there are basically two approaches to Intelligent Recruitment Automation: smart talent searching and programmatic job advertisements.
Smart talent searching solutions help recruiters find talent using intelligent systems and platforms.
Most recruiters still rely on LinkedIn and use limited search filters for their search.
Smart talent searching solutions search across different social media platforms like LinkedIn, GitHub, Stack Overflow, Dribble, Facebook and other platforms.
They usually search based on an intelligent system, using at least a smart rules based mechanism or, if more sophisticated, machine learning algorithms.
These algorithms find keywords or patterns in candidate profiles.
These kind of sourcing solutions are best used for finding hard to find candidates like engineers and are usually a good solution to tap into passive talent.
Programmatic job advertising automates the process of creating, sharing, and analysing recruitment ads. Companies usually use third party tools or services to do this.
When they have selected a tool, they specify the demographics and other criteria of the personas they want to reach (age, experience level, skills, etc.).
They determine the budget, kick-off the job ad campaigns using the tool and when the ads are running they further optimize the campaigns so they get the best results.
Intelligent Recruitment Automation in the screening process is used to qualify and select best matched candidates for a job in an existing set of recruitment leads.
The screening process follows the sourcing process and obviously the smarter you find the right people in the first place, the less time on screening you have to spend.
Companies usually adopt intelligent automated screening by defining their requirements on a company (culture) level and a job level, then selecting the right tools if they don’t have them yet (this can be an Application Tracking System or a tool that integrates with the ATS) and finally making partly automated screening an integrated part of the process.
When you have found and screened the potential candidates for your company and job, it’s important to actually reach them.
Here recruitment marketing automation and more specifically messaging automation comes in. With messaging automation you can reach people on different platforms like social media, email and phone.
An important thing to consider is what kind of messages you want to automate. If you use automation in the initial outreach of candidates, your risk depersonalizing your communication which can result in less replies and a disappointing candidate experience.
Interviewing follows the successful outreach to candidates.
When candidates are interested you have to invite them to a conversation, schedule the meeting and have the tools to have a facilitated conversation.
The tools that companies use in their interviewing process are usually focussed on improving efficiency.
Manual tasks like arranging a date with the candidate and creating a calendar invite can be easily automated and the conversation itself can be facilitated by technology like a video tool and automated note taking.
Candidate Relationship Management is the process of keeping track of (potential) candidates and nurturing them.
For the right decision making and a good candidate experience it is essential to manage the information collected in the process and to be able to inform candidates at the right time with the right message about progress and decisions.
Companies usually use a tool, most commonly referred to as an Application Tracking System (ATS). In this tool all the candidate profiles, their touchpoints and decisions are stored and processed.
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