AUTOMATION:
Are you wondering why searching for a new job feels so unfriendly? You may think it’s you and that your dream job is out of your reach. Don’t despair - what may be hampering your success may be the technology many companies use to facilitate their screening process. Most utilize some form of automation to accelerate their initial candidate screening as well as promote their company culture with a virtual introduction and close-up look to help determine fit. Surely, this initial stage sounds proactive for both the applicant and the organization. But what happens from there?
The practical application of automation has landed solidly into the entire candidate relationship starting with the Applicant Tracking System (ATS). Every company has one along with digital interviewing platforms creating a Human Resource Management System (HRMS) practically altering the role of recruiters since many former manual programs are now automated. These systems can improve the employee experience - and help with resume management, scheduling interviews and tracking the candidate process. Clearly, the incentive for companies to invest in HRMS is to save time at the beginning of the process yearning to ease a pain point causing the most friction in the candidate experience - the length of the recruiting process.
This year, automation will absorb more traditional recruiter functions including in-person (or phone) contact like candidate screens and initial interviews New to the process is asynchronous video technology - software that allows candidates to film themselves providing answers to a variety of questions. While video technology has been a great asset in speeding up the hiring process - often on a massive scale for companies like Walmart’s Project 24 ( a goal to get from a job opening to a job acceptance in 24 hours) it also may negatively impact candidates who aren’t comfortable presenting digitally. However, on the plus side, it has accelerated the process of screening, setting up in-person interviews, messages between the company and the candidate because a pre-employment assessment and phone interview replaced that process. All of these advances have driven down the time to identify a ”hire” to making an “offer” from 14.5 days to 3.5 days. A bonus reward for candidate anxiety.
With all this said, companies recognize the growing importance of getting in front of the right candidate. Currently, recruiters have target persona profiles for the most successful candidates identfying a variety of the most crucial roles. These personas assign characteristics, biographies to generalize a candidate based on likes, dislikes, interests and more thereby tailoring the recruitment automation tool to those individuals who ensure the highest rate of success - in other words have more of these specific characteristics. Additionally, more and more organizations have implemented a multi-channel approach and supplement their activity with phone calls, texts and emails. Many proactive recruiters initiate a call to a desirable candidate, leave a voicemail and then send a personal text message. In a multi-channel process, the recruiter will always meet the candidate either on LinkedIn, their mobile number or their personal email.
Most important to YOU, the candidate, did you have a quality experience? Believe it or not, companies are concerned about this as well and want to make your experience feel as personal as possible. This objective may run counter to all this automation but, companies that value their culture will always go the extra mile to know the candidate from beginning to end.
ARTIFICIAL INTELLIGENCE:
AI has landed and is running rampant in all parts of our lives including how it is changing hiring. As mentioned, candidates want to have a personal positive experience that will fuel the original interest an applicant had while reading the job posting. This element is not lost on smart companies who understandably want to speed the process to hire while also coming across as human and warmly engaging. And, let’s not forget the importance of the Human Resource professional who has the expertise and experience to convey and reinforce the culture of the company.
AI has already proven to be beneficial in short-staffed HR departments as it streamlines administrative overload. In addition, it assists in finding higher quality candidates, and reduces the overall time to hire. For the candidate, it is much easier to find a job opening allowing the individual to apply within minutes - a far cry from responding to a newspaper ad.
Today, HR reps can sort through resumes quickly, identify the right candidates without foisting opinion on the candidates’ gender, race or age mitigating some human bias. Here the onus is on the candidate to effectively use certain keywords and phrases that present them as a better match and more attractive for the job. What is becoming increasingly obvious is the resume has become a transportation device to reach the AI-oriented scanner. Resumes while still important have become a smaller part of the hiring data puzzle making it all the more important to craft a resume that will resonate to a machine the key elements within the job. This requires a well-trained pro! Call me I am here to help.
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