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Recruiting is a people profession. Most recruiters have fantastic interpersonal skills, excel at building relationships and communicate with ease. Yet a majority spend a large chunk of their time bogged down by tedious administrative tasks. (Starting to sound familiar…?)

Recruiters lose 14 hours per weeknearly two full business days—manually completing tasks. That’s the irony of modern recruiting: The volume of data (and candidates) recruiters now have at their fingertips has them spending more time sorting through spreadsheets and screening resumes than connecting with candidates.

And the time-sucking administrivia isn’t just detrimental to recruiters’ efficiency and sanity—it’s detrimental to the business … and even candidates. One survey revealed that 41 percent of HR managers believe not fully automating manual processes has led to lower productivity, 35 percent say it has led to higher costs and 17 percent say it has led to a poor candidate experience.


How Technology Can Improve Recruitment Efficiency

When recruiters automate the manual, time-consuming parts of their day, it frees them up to focus their time and resources on what they’re good at, plus learn new skills to attract and nurture high-quality talent. And that’s where true competitive advantage lies: when you can let technology take over processes that humans no longer improve.

A candidate relationship management (CRM) system with seamless automation, artificial intelligence (AI) and advanced analytics is key to driving recruiting efficiency.

Here are five ways you can leverage this technology to boost your productivity:


1. Candidate lead prioritization

On average, talent acquisition professionals spend nearly one-third of their work week sourcing candidates for a single role. And approximately 1 in 4 recruiters spend half the work week (20 hours or more) sourcing for just one role. Yes…one role.

As CRMs become populated with more candidates, manually sorting through all the leads in your pipelines only becomes more time consuming. An AI-powered Smart CRM automatically identifies candidates that would be a good match for a specific job. By considering behavioral data like which career site pages a person visited, historical data like how someone with a similar background fared in the interview process and feedback from recruiters, a Smart CRM automatically matches the right people to your open jobs. As time goes on, the CRM’s algorithm learns from the people you hired, getting smarter and more accurate every time you have a new job to fill.

Once you have a list of interested, qualified and engaged candidates from your Smart CRM, recruiters can focus their time on personalized outreach to right-fit talent. This ability to intelligently segment audiences and automate search helps you find and prioritize the right people faster, so you can improve time-to-hire, cost-per hire, and quality-of-hire.


2. Candidate screening

Most roles have a set of basic requirements a candidate must meet to even be considered for an interview. For example, candidates applying for trucking positions must have a commercial driver’s license. It’s non-negotiable. Interviewing candidates who don’t have this license would be a waste of a recruiter’s time.

If you recruit for a company that hires for high-volume roles or for the same role consistently over time, you know the pain of repeatedly confirming that candidates meet your baseline requirements for hire. An AI recruiting assistant can easily automate this, asking candidates up front through chat if they have a commercial driver’s license, or a bachelor’s degree or whatever other qualification has been determined as necessary for the role. The assistant can then route all candidates who meet these basic requirements into a pipeline of prescreened candidates that are qualified and ready for a first interview, speeding up time to fill and cutting an entire step out of recruiters’ vetting process.


3. Automating interview scheduling

Coordinating candidate and recruiter schedules is not easy (or quick). In fact, more than half (56%) of recruiters say they spend more than a full working day scheduling candidate interviews. Like candidate screening, interview scheduling can be completely handed off to an AI recruiting assistant.

With the hassle of scheduling and re-scheduling interviews off a recruiter’s plate, they can focus on preparing focused, meaningful questions to ask talent. More time to put into interview preparation means recruiters will get to know talent on a deeper, more personal level. By truly being able to focus on building relationships with talent, recruiters can make more informed hiring decisions, leading to lower turnover.


4. Nurturing candidates

Nurturing your talent pool is a vital—yet time-consuming—process. So leveraging technology to nurture and engage candidates until they’re ready to apply offers substantial opportunity for efficiency gains.

You can’t have one on one conversations with everyone in your CRM—but as an organization, it’s crucial to deliver a memorable candidate experience for all talent. By setting up intelligent automation rules and workflows in your CRM, you can automatically segment leads and deploy targeted drip marketing campaigns—as well as follow up with candidates who drop off during your application process.

The CRM takes care of all this outreach until it makes sense for a human to step in. For example, say you have a pipeline of engineers you’ve talked to but are all employed. It’s probably not the best use of a recruiter’s time to regularly reach out to them individually about new job openings. Instead, let automation take the lead in sending monthly updates with employee stories, company news and exciting projects. Once someone responds, that’s when a recruiter can reach out and start building a personal relationship.

The secret is spending time and energy where you can convert—let technology do the work until you get there.


5. Making smarter decisions for better results

One of the biggest benefits of using a CRM with advanced analytics is that it enables data-driven decision-making, so you never have to guess which of your tactics are performing the best.

Using technology to track and measure candidate journeys across every recruiting channel, you can see in real time how your recruitment marketing strategy generates leads, applicants and hires. No matter where you market your brand and jobs or source a candidate from, you can easily determine the sources and strategies that provide the best ROI so you can allocate your time appropriately. It’s all about working smarter, not harder.

Recruiting is a contact sport—it requires a great deal of one-on-one contact to develop and maintain the relationships that are going to convert candidates to hires. And while this will always ring true, recruiters must find ways to scale and work more efficiently to meet the ever-increasing hiring demands of the business. A modern CRM, when used well, enables recruiters to finally spend their time actually talking to the right candidates instead of trying to find them—isn’t that why they got into recruiting in the first place?

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