Recruitment Tech: 3 Key Areas Pipeline Automation Enhances

By Adam Gordon – digitalhrtech.com

Recruiting automation technology brings a lot of opportunities to talent acquisition managers, who could improve recruiter efficiency, cut costs and gain first access to the best talent by deploying pipeline automation.

According to Entelo’s 2019 Recruiting Automation Trends Report, 75% of recruiters say technology will play a larger role in their companies’ hiring process in the next few years. These companies will gain a competitive advantage in the fierce war for talent, while their peers are left behind.

Let’s take a look at three of the key areas that talent pipeline automation enhances.

1. Candidate Engagement

Engaging and attracting talent is getting harder and more expensive. The candidate journey is changing as people are becoming more self-educated, and all the information about an organization is out there for us to find. Knowing which candidate to call first based on their engagement is a major advantage. 

Candidates don’t have time to waste with employers who take too long to hire or who don’t communicate. Even if you’re going to reject a candidate, you need to do it in the right way.

According to The 2019 Talent Acquisition Landscape eBook companies who are still manually composing each message to candidates are wasting unnecessary time. Automating communications triggered by specific candidate behaviors helps companies maintain relationships with candidates on an ongoing basis (vs. simply when applicants are in an active interview process).

2. Employer Brand

The last ten years have seen a steep rise in the demand for great talent and competition is getting fiercer every day. Prospective candidates, whilst more visible online, are becoming less inclined to act. The most sought-after talent is actively taking steps to decrease their visibility, or their digital footprint, online.

Business leaders across every industry recognize that finding, attracting and engaging the right people with the right skills is critical to compete in today’s fast-changing business world, but it’s taking longer and getting ever more expensive to hire. 

With recruitment automation, you can receive instant feedback on your employer branding initiatives based on what interests candidates most, and what generates less interest, and can therefore constantly improve performance. 

These days, good candidates know what they can get. They are not willing to undervalue themselves as they know there are plenty of opportunities out there. They are no longer chasing the money, they want to work in a role with a company they like, a company that will help them progress their career and who have a positive culture.

The job of the recruiter is not just about selling the job to the candidates anymore – it’s about promoting the brand. A strong brand can be an advantage in recruiting quality candidates, so make sure your company’s website, social profiles, and company culture speak not only to potential clients but also to potential candidates. Your employer branding efforts are hugely important in grabbing the attention of top talent and making them want to apply. In turn, a strong brand will help you to not only hire talented people into your organization but to retain them, which ultimately makes life a lot easier for any business leaders.

3. Diversity

Diversity is a big subject right now in the recruitment and HR industry. Diversity and inclusion are continuing to evolve and this isn’t going to go away. 

How often have you visited the leadership team pages on company websites to find them dominated by white males? It’s impossible to encourage diversity and inclusion at the employee level if the entire leadership team lacks diversity. Companies need to aim to hire a diverse set of professionals to represent all of their business functions. If a company wants to improve the number of underrepresented minorities they hire, each level in the company must have a passion for the execution of diversity and inclusion. 

There are many different methods you can use to recruit, including job boards, headhunting, and recruitment agencies. It is a good idea to mix these up, so you are engaging a wide range of people from all different backgrounds. Using pipeline automation technology ensures all best-fit candidates are identified and engaged which results in better quality hires and a higher-performing organization. Most medium and large employers have diversity & inclusion objectives whether that relates to gender, race or other diverse segments. 

Before you go 

People have been talking about recruitment automation for years, so it is definitely not a new subject. The recent development in new technology, including advancements in AI and machine learning, has accelerated innovation to enable a more efficient and productive recruiting team.

With a great deal of time and effort spent in the hiring process, recruiters cannot afford to miss out on the perfect candidate or make a bad hire. Pipeline automation helps recruiters to avoid this problem. A more efficient recruitment process combined with the confidence of unbiased decisions is definitely a win-win for recruiters.

FAQ

How can automation boost candidate engagement? 

Automating communications triggered by specific candidate behaviors helps companies maintain relationships with candidates on an ongoing basis (vs. simply when applicants are in an active interview process).

How can automation benefit your employer brand? 

With recruitment automation, you can receive instant feedback on your employer branding initiatives based on what interests candidates most, and what generates less interest, and can therefore constantly improve performance. 

How can using pipeline automation technology help you attain your Diversity & Inclusion targets?

There are many different methods you can use to recruit, including job boards, headhunting, and recruitment agencies. It is a good idea to mix these up, so you are engaging a wide range of people from all different backgrounds. Using pipeline automation technology ensures all best-fit candidates are identified and engaged which results in better quality hires and a higher-performing organization.