The Do’s and Don’ts of Recruitment Automation | The Acquirer

To Personalize or to Automate – Walking the Tightrope with the Candidate Experience

To Personalize or to Automate – Walking the Tightrope with the Candidate Experience

Balancing Recruitment Automation with a Human Touch

If you’re looking to add recruitment automation technology to your hiring strategy, you’re not alone. In fact, 62% of companies were interested in investing in AI-powered recruiting software in 2018 and of those, 86% planned to spend specifically on intelligent sourcing software.

AI recruitment tools can help you and your team save time by automating certain manual processes like reviewing resumes and screening and scheduling interviews with candidates.

But too much AI can hurt your chances of recruiting top-tier candidates.

After all, taking a new job is an extremely personal decision. Candidates need to make a meaningful connection with other members of your team before they sign on the dotted line.

AI shouldn’t replace every aspect of the candidate experience; personalization is key when it comes to winning over the best of the best.

Learn how to strike the right balance with your approach to recruitment automation.

Mixing Automation with Personalization

When interfacing with candidates and sourcing your next hire, there should always be a mix of automation and personalization. You might use AI to screen thousands of resumes to enable you to quickly identify and reach out to qualified candidates. However, if you’re interested in getting to know a candidate, sending them an automated message isn’t the right approach.

Use these tips to find the right balance between personalization and automation:

Personalize Automated Messages

According to a new study from ManpowerGroup Solutions, just over one-third of candidates say automated messages that are not personally targeted undermine an employer’s credibility.

However, sending out dozens or even hundreds of personalized messages may not be realistic for you and your team.

Instead of sending out cookie-cutter automated messages, personalize them by mentioning candidates by name, the position they applied for, and how they can get in touch with a real human being.

Increase Transparency

If you decide to use AI recruitment tools, don’t be afraid to be frank with candidates. AI is changing the recruitment industry for the better, so don’t be ashamed of using this technology. Just make sure you’re upfront with candidates about which tools and programs are automated and which are run by real human beings.

Using the phrase, “This is an automated message,” in your emails and messages adds transparency to the candidate experience.

If you use a chat bot to interface with candidates, let them know this is an automated tool, so they don’t think they’re chatting with a human being.

Giving Candidates More Options

Recruitment automation is a great way to simplify routine processes like gauging a candidate’s skill set and scheduling candidates for interviews. You can even have candidates upload videos about themselves to further narrow your search before interviewing candidates in person.

But not all candidates will feel comfortable using these tools.

Around 67% of female candidates globally are uncomfortable with video interview or providing a video introduction about their professional experience and careers. Yet, more than half of men are very comfortable with these technologies.

To improve the candidate experience, give your candidates an alternative option when it comes to using these technologies. Use a phrase like, “Not comfortable uploading a video? Click here to schedule a phone interview with one of our recruiters.”

If you use chat bots to help candidates through the application process, give them the option of speaking with a human being.

Let candidates know their chances of landing the job won’t be affected if they choose to opt out of using these technologies.

Automating too much of the candidate experience can alienate some applicants. Everyone wants to feel like a valued human being when they’re applying for a job, not just a cog in a machine. Add variety to the recruitment process and give your candidates a chance to opt out from using these technologies. Designate automated services to increase transparency and use a personal touch when sending messages.

If you still need help using recruitment automation, attend talent acquisition conferences to learn how to use these tools effectively.


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By |2019-06-20T21:06:26+00:00June 12th, 2019|

About the Author:

Byron Mignanelli

Experienced business leader with a proven track record of success as an entrepreneur, CEO and business unit leader. Demonstrated success at building highly effective sales and marketing teams that deliver above market returns.

10 years experience developing, launching and executing leading business management conferences. Directly involved with marketing strategy and execution for over 40 new executive-level industry events within multiple management functions and industry segments.

Deep market knowledge of management and industry trends, ability to synthesize large amounts of data, uncover new markets and produce measurable financial results.