Learn the nuances of recruitment automation and how your organization can leverage it better
Discover how recruitment automation increases cultural fit and candidate engagement
Recruitment automation can only be effective if driving appropriate candidate traffic…configured candidate sourcing by geographic market (intellectual capital)
Some jobs have a history of high turnover, poor interview attendance rates, and inadequate candidate traffic. Jobs go unfilled and employers end up hiring warm bodies, only fueling the high attrition problem. Since applicant pools are so limited, little candidate screening is done, and organizations fail to define adequate candidate expectations. This is not a new problem.
Firms need to configure candidate sourcing strategies by geographic market; need to know how to parcel candidates from the talent acquisition tools; and need to track source of candidate to determine sourcing stream effectiveness. Lastly, the employer needs to recognize why potential candidates are not applying or completing the application process for the open positions. Recruitment automation allows firms to eliminate human intervention up to the point of an interview with the hiring manager. This automated process is efficient and fast and it does a better job of screening candidates for fit as well as level set candidate expectations. As a result, hiring managers only interview candidates that are fit and are interested. Candidates are informed in real time about their chances of hire. Hear the case study of Aero Communications as they share their experience with recruitment automation roll out and implementation.
