When should you use automation in recruitment?

Automation technology has been stealthily making its way into the recruitment process over the past couple of years, and we at Socium welcome it!

And before you say it – yes, we understand that not every part of the candidate journey can be automated, and no, we’re not scared that it will make our jobs obsolete.

Automation is handy for those repetitive and menial tasks. It frees up time in our diaries – time that would be much better spent having meaningful conversations with our clients and candidates.

So, which tasks should you delegate to your recruitment virtual assistant? Read on to find out.

Basic information gathering

Having a chatbot on your website will help gather necessary information from candidates, leaving you time to have a more in-depth rapport. They can also improve the candidate experience by answering FAQs, allowing you to get back to candidates with more complex questions.

Interview scheduling

Email exchanges to schedule interviews or calls are a daily occurrence for recruiters. Even if you send across several timing options in your first email that still requires time to collate, these options may no longer be available once the candidate returns to you.

Using an appointment scheduler like Calendly or Acuity cuts down the time spent on those needless email exchanges – making the whole process a lot easier on both sides!

Introducing yourself

This may be a contentious point, but we believe there are times when it’s useful to use automation to introduce yourself. Please hear us out!

When you’re doing a deep dive on LinkedIn for a live job, do you craft every message you send to let relevant potential candidates know? We’re going to hazard a guess that some tailoring occurs (their name is added, maybe a nod to their experience), but the message stays the same for the most part.

If that is the case, then we’d suggest using a messaging automation tool. The biggest reason for this is to avoid (human) error. When you’re firing messages over LinkedIn, it is too easy to get names mixed up.

Standardized emails

Offer letters, interview confirmations, onboarding emails – any communications which follow a set template should be automated.

Most ATS’s enable you to create templates with merge fields, similar to email marketing, to personalise the emails. Even if your ATS isn’t this sophisticated use, Zapier or IFTTT will remind you when these tasks need doing.

Using social media

In recent years social media has become a great way to connect with candidates and clients. However, like most things in life, social media is neither all good nor all bad. It has its uses, but it can also be time-consuming, as every network is built to entice you to fall down a never-ending rabbit hole.

A way to benefit from social media, without continually resisting the temptation to scroll, is by using a social media scheduler. Many tools are free or low cost, which can help you spread the word about your jobs or share useful resources at a time to suit you. Block out a couple of hours per week to queue up all your posts for that week, and then let the algorithm work out when’s best to post to your networks.

These are just a handful of ways you can use automation technology to make the recruitment process more efficient for everyone involved. These tactics will help you to free up time to do things that make the most impact – such as having meaningful conversations with clients or consulting with candidates to ensure they’re all set to smash that interview.

Are you curious to know more about automation in recruitment? Take a look at our blog on what shouldn’t be automated in the recruitment process.

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