Hiring someone for an open position is rarely straightforward — the hiring process contains several moving parts, as well as multiple potential obstacles and pitfalls, which means it can often take longer than you’d think to fill a vacant role.

In fact, it’s thought that the average hiring process can take up to 60 days — and when you consider that the most outstanding candidates tend to get snapped up in a fraction of that time, avoidable delays caused by inefficiencies and bottlenecks could be causing recruiters to lose out on top talent.

To streamline the initial candidate sourcing process, recruiters can turn to RemoteWork, a specialized job board that connects companies with remote talent, thereby expanding the pool of qualified candidates.

The recruitment landscape has seen seismic changes in recent years, with global health crises and shifting candidate expectations (which are somewhat linked) leading to a very different-looking labor market in 2023. It could be argued that this highlights a greater need for recruiters to embrace digital transformation.

By integrating digital technology into all areas of the recruiting process, recruiters can fundamentally change how they operate and deliver value. In essence, it’s about leveraging new technologies, techniques, and digital tools to streamline the hiring process and better meet the evolving needs of both businesses and candidates. 

One of the key aspects of digital transformation in recruitment is automation. Many mundane and repetitive tasks — screening resumes or scheduling interviews, for example — can be automated with the help of digital software. This not only helps to reduce time-to-hire but also ensures that recruiters can focus on more involved, strategic tasks.

Let’s explore the role of automation in recruitment in more detail by examining 6 hiring-related tasks that can be streamlined using this game-changing technology. 

1. Application and resume screening

Historically, one of the most labor-intensive tasks for recruiters was sifting through countless applications and resumes for each open position they’re hiring for.

This not only ate into their time and impacted their overall productivity, but also often resulted in human error and oversight — while it could also introduce unintentional biases. In this digital age, however, automated screening tools have dramatically disentangled this process.

These tools employ advanced algorithms to scan documents for specific keywords, experiences, qualifications, and skills that match the job’s criteria. They can then rank candidates based on their fit, ensuring the recruiter’s attention is directed to the most relevant and suitable applicants.

Additionally, these algorithms can be programmed to disregard common human biases — related to age, gender, or ethnicity, for example — leading to a more diverse shortlist.

2. Interview scheduling

The logistics of scheduling an interview traditionally involved tedious back-and-forth email or phone exchanges. Now, however, automation tools integrated with calendar software have completely streamlined this process, allowing an interviewer to share their availability in real-time so candidates can choose a time slot that suits them, eliminating the middleman and reducing the time spent finding a time when both interviewer and interviewee are available.

Furthermore, these tools can sync with multiple calendars, ensuring there’s no overlap or double-booking. They can also factor in time zones for remote interviews, offer rescheduling options, and send out automated reminders. In doing so, these tools not only enhance the efficiency of the hiring process but also improve the overall candidate experience, creating a more positive impression of the company.

3. Skill and aptitude testing

Any good recruiter knows that evaluating candidates isn’t simply about assessing their experience — it’s also about understanding their potential. Automated skill and aptitude tests are great for this because they can uncover abilities that might not be revealed on a resume or in an interview; for instance, by assessing a candidate’s problem-solving capabilities, reasoning abilities, or any other skills pertinent to the role. 

Talent assessment software such as TestGorilla includes a vast library of science-backed tests — from coding challenges to personality quizzes — which can be customized based on the specific role profile.

Once a candidate completes a test, these tools automatically score it and benchmark the results against other applicants, not only reducing manual grading errors but also accelerating the shortlisting process.

4. Recruiter-to-candidate communication

In a candidate-driven market, recruiters cannot afford to be lax with their communication — indeed, swift contact is no longer a luxury but an expectation. Automated tools such as AI chatbots — Crisp offers a code-free chatbot builder — are helping recruiters meet this demand by facilitating real-time interactions. Embedded on recruitment websites or integrated into messaging platforms, chatbots are equipped to answer a myriad of role-related questions.

Beyond FAQs, however, chatbots can update applicants about their application status, schedule follow-up interactions, and even collect feedback on the recruitment process.

This not only improves candidate engagement but also gathers valuable data to further refine the recruitment strategy. Equipped with machine learning capabilities, chatbots can also evolve over time, better understanding candidates’ needs and thus improving their responses.

5. Employee onboarding

Of course, the hiring process doesn’t stop at a job offer — effective onboarding is essential to ensuring a successful hire and a positive employer-employee relationship.

Automated onboarding platforms help ensure that this transition is smooth and comprehensive; from electronic document signing to personalized induction schedules, these platforms offer a one-stop-shop when it comes to onboarding requirements.

New hires can access resources, complete mandatory training modules, and connect with their teams, all within these platforms. What’s more, automated checklists ensure that HR teams don’t miss out on any important onboarding steps, while integrations with other HR tools seamlessly transition your new hire from a successful candidate to a full-fledged employee.

6. Recruitment analytics and reporting

In the age of ‘big data’, recruiters can no longer rely on intuition-based decision-making alone. Instead, leveraging recruitment analytics tools enables them to harness the power of data to provide actionable insights throughout the hiring and onboarding process. These platforms can track a myriad of metrics — from candidate conversion rate, to cost-per-hire, to the efficiency of different sourcing channels.

Bullhorn’s Canvas reporting tool, for instance, enables you to make data-driven decisions about your business based on powerful, real-time insights. For recruiters and hiring managers, this fully customizable tool can uncover talent gaps by assessing job performance against your projected job demand. You can schedule reports to run automatically, before exporting them and sharing them with relevant stakeholders.

Recruitment’s digital transformation, underpinned by automation, isn’t simply a trend but a paradigm shift. By merging human acumen with the efficiency-boosting capabilities of automated technology, recruiters are able to make more informed decisions, engage better with candidates, and ultimately find the perfect fit for every role. As we gaze into the future of hiring, it’s evident that those who adopt these innovations will lead the charge in attracting top talent.

HR Future Staff Writer