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The Game-changer Part 2: Recruitment Process Automation

| Malik Aibache
Artificial Intelligence, Future of Work
The Game-changer Part 2: Recruitment Process Automation

In the second of a three-part series, Recruitment Game Changer looks at some of the ways that technology can make the recruitment process more streamlined and less stressful for recruiters and candidates alike. If you haven’t yet, read part one here.

What does it take to be ready to recruit at a moment’s notice?

Having to fill a vacancy on short notice is a common challenge for internal recruiters and recruitment consultancies alike. Faced with replacing the person who’s suddenly quit a key role or filling an urgent skills gap can, in the worst cases, lead to poor hiring decisions.

We all know it’s better not to hire at all than to bring in the wrong person, but that can be a hard message for business functions to absorb. The pressure is on HR and recruiters to act now and act fast!

What typically happens in these situations is that recruiters will trawl through their records, scanning hundreds of profiles and CVs to identify shining stars, and then contact them to see if there’s a spark of interest and to check their availability. Bear in mind that these records quickly date and they may be stored in systems with poor search facilities.

Assuming that the identified potential candidates even bother to respond, the recruiter then has to follow up in more detail – only to find that prospective candidates drop out when they understand fully what the job entails. As the pool of talent dwindles, those who remain will need to undergo a thorough qualification process.

And so many days, even weeks, go by. The hiring manager is chomping at the bit and the recruiter experiences rising levels of frustration.

Automated recruitment outreach

There is a more efficient way to recruit at speed. Recruitment process automation through the strategic use of AI technology can help recruiters create and curate a bank of suitably qualified applicants.

AI recruiting assistants can actively engage with both passive and active candidates from internal and external sources before a specific hiring need arises. Through a natural ‘conversation’, these assistants can keep profiles up to date and even match them with job openings.

Recruitment chatbots can keep passive candidates ‘warm’ through continued follow-up. Quietly working away in the background, your AI recruiter helps to maintain the relationship with the candidate effortlessly and unobtrusively.

So when a vacancy suddenly opens up, you can quickly identify those candidates ready for a change who will best match the requirements of the role.

For a final look at how sourcing automation accelerates and enhances the recruitment process, read our 3rd article.

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