October 22, 2019
October 24, 2019
Human resources veterans are no strangers to technology. Nearly all (98%) of Fortune 500 companies use an applicant tracking system (ATS) to assist with human resources and hiring processes. Increasingly, the candidate experience is a digital one. Job seekers apply to opportunities online, communicate with recruiters through digital channels and even perform many onboarding tasks from an app or web portal. As more HR processes become digitized, does it get more difficult for recruiters to identify the human qualities that make a great candidate? It depends on the technology you use. A bland system that scans resumes for keywords and makes selections automatically probably won’t improve the overall quality of your hires. However, technology that gives recruiters more time and resources to connect with candidate’s can create a more warm and welcoming environment.
In recent years, a strong national economy and low unemployment rate have put recruiters in a difficult situation. In such a tight labor market, organizations must compete for top talent with ferocity, especially for positions with dwindling talent pools. Technology, medicine, industry, and finance are all examples of verticals that experts expect will experience a talent shortage by 2030. Recruiters are already feeling the heat. About 62% of hiring stakeholders say their job is more difficult today than it was last year. Surveyed recruiters said that the increased demand for top performers has placed them under tremendous pressure. A thoughtfully designed ATS reduces this burden in four ways:
Essentially, automated recruiting, when designed with human benefits in mind, eases the process of attracting, converting and retaining top talent.
Many of the tasks that take up a recruiter’s day add little value to their organization. Nevertheless, responsibilities, like sending emails and collecting feedback from the hiring team, are essential to their roles. When stakeholders use technology to automate routine tasks, they open the door to a more human-centric hiring process. Considering the average office worker spends more than 2.5 hours per day reading and replying to emails, it’s safe to assume recruiters are even more likely to be tethered to their inboxes. An ATS can reduce this time commitment through automated recruiting processes like:
Culture is one of the most important assets a company possesses, and it can’t be crafted by an algorithm. In fact, 88% of employees feel that distinct workplace culture is essential to business success. A culture that supports employee performance and growth will have a positive impact on employee engagement and retention rates. Hiring managers will have more time to improve their organization’s culture when routine tasks are automated.
Implemented poorly, automated technology can obscure the “human” in human resources. Thoughtful investments in technology, however, can greatly enhance the candidate experience. An effective ATS should:
Sign up for a free demo of JazzHR to learn more about how to enhance your hiring process with automated technology.