Technology can make hiring faster and more efficient.
Computerized algorithms and processes work very quickly. They also tend to be less biased than humans
. Even compared to expert hiring decisions, they can increase decision accuracy
by more than 50%.
But do we really want to let machines make such important decisions about people?
Not exactly. The goal is to empower recruiters and hiring managers. Let them focus more time and energy on doing what they do best.
1. Automated screening saves everyone time
Recruiters and hiring managers can spend a lot of their time on the early stages, sifting through piles of applications and résumés or talking with applicants.
Much of this process is simply confirming the most basic information.
Did the applicant actually read and understand the job description?
Are they actually interested in the job?
Are they qualified for the job?
Are they willing and able to perform essential job functions?
Collecting this information with a computerized survey can save everyone time.
2. Faster notifications and feedback improves outcomes
Recruiters and hiring managers are busy people, and they can’t actually read every application immediately as it comes in. The applicant just has to wait.
But when the initial screening is automated, they can receive instant notification when a qualified candidate has applied. This allows them to act faster.
Acting faster is incredibly important.
The best candidates won’t accept a job offer if you wait too long. The sooner you can make an offer, the more likely they are to accept. The average rejected job offer is made about one week too late
Applicants get faster acknowledgement and feedback about their status, too.
Recruiters and hiring managers often don’t have time to send a thoughtful note to each applicant, thanking them for applying and informing them of their status.
The best candidates don’t want to be kept waiting.
Rejected candidates want to know their status just as badly.
Far too many employers just ignore rejected candidates, keeping them waiting indefinitely without any response.
If an applicant feels that they were treated poorly, they are likely to share their negative experience. This can damage the employer’s brand and reputation, and cost them future business or interest from other job applicants.
3. More time for qualified candidates, more quality hires
When you have more time for qualified candidates, you can focus on the things that really matter.
Less overload on interviewers, less pressure to rush through job interviews, resulting in more accurate interview decisions
More time to show off your employer brand
More time to convince the best candidates that they want to work for you
Hiring faster and more efficiently is a winning strategy.
Technology makes it possible, but the real value comes from empowering recruiters and hiring managers. When they can focus more time and energy on doing what they do best, everything gets better.