Recruitment today, even in its simplest way, is an extremely different process from what it was just a few years back. Technology is changing the way we interact with people all across our lives and hiring is definitely no exception. How does automated recruitment work?
Technology in recruitment has taken away the excitement of the process for recruiters and HR teams and made it quicker, faster & easier. The role of a recruiter has drastically transformed and it is important to understand this. As always, technology is a helper, not just in safeguarding speed, but also in reinventing human interference.
It is well known that technology has penetrated recruitment completely.
Talent acquisition has to be “SMART”. This refers to an end to end process.
S –Sourcing & Screening
M – Meetings & Interviews
A–Appointment letters & offer letters
R – Remuneration management
T – Tracking & onboarding
Sourcing & screening: Automation has created methods of planning and budgeting for a company’s recruitment plan. One can create flexible plans and make budgets for different positions to help control total recruitment cost. This ensures that you are in tune with a financial plan and are not running out of recruiting funds. It helps you focus and decide the type of talent to search at every level based on the budgets.
AI can do a total screening based on criteria, giving you shortlisted candidates within seconds. You can choose from the top 15 or 20 resumes for your search. This has made the entire sourcing and screening method faster, easier and more accurate.
Meetings & interviews: Automation can help schedule multiple interview rounds, share online feedback and even assessment decisions making for an efficient interviewing process.
The latest technology can also let you do multi-panel interviews on your PC or laptop, save them in your database so that they are available for future reference. Nowadays, bots can even help ask interview questions and provide assessments that can be objective with minimizing human biases.
Appointment letters: System-generated offer letters are now very common. Hence, you don’t need staff to make offer letters. Technology can customize and configure multiple offer letter formats based on your organization. This reduces time, confusion and makes a complex process extremely simple.
Remuneration management: This is another area in which automation has transformed into designing compensation. Software makes candidate compensation uncomplicated where it can be configured to your organization and its different structures. New age software lets you define pay structure with CTC & gross details based on your organizational specifications so that calculating costs and salaries are no longer difficult, and are error free.
Tracking & onboarding – Softwares now let you organize and keep a check on all the formalities that need to be completed before joining. You can verify and can get complete control on verification of all items that are on the Pre-Offer Checklist for your candidates. All certificates and other documents can be uploaded by a candidate online. This creates a paperless employee profile automatically. Intelligent processes create seamless operations. One can confirm the details of the selected candidates before they come onboard. This makes the onboarding not only easy but also nuisance-free.