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  • Writer's pictureAmy Woolf

Keeping It Real

Recruiters who automate the hiring journey have a 64% higher fill rate and are 55% more likely to report revenue gains. This is all very good and well, but we are recruiters. We are people, dealing with people, right?

Automation is the future, so how do you strike the right balance between automation and personalisation?

Don't Let Paper Weigh You Down

Depending on the role screening prospective employees may not require a human connection, so you can automate much of this workflow with the latest technology. Different tools streamline various parts of the screening process, freeing up your time.

  • Background screening verifies education, previous employment, and other information on their CVs.

  • Credit checks.

  • Performance tests and talent assessments identify whether a candidate will be a good fit for your company.

And then there are diaries to match up. Platforms like Calendly and Google Scheduling schedule interviews with HR teams and hiring managers quickly and efficiently, which can improve the candidate’s experience. (This is human feedback, mind. Our candidates regularly tell us how much easier it is to use our Calendly link!)

Communicate, And Do It Well

Communication is key throughout interview processes and after. Research shows that 84% of applicants expect a personalised email response after applying for a role, while 36% want to receive updates during the hiring process.

Automation tools can generate email responses and updates for you. However, communicating with candidates directly is probably a better idea. Doing so allows prospective employees to ask questions about their applications and get to know your team on a deeper level. Don't dismiss the value of an old fashioned telephone call.

You Talking To me?

Sometimes, it might not be possible to send every candidate a hand-written email to thank them for their application, especially if hundreds have shown interest in a role.

That’s where AI-powered chatbots come in handy. These technologies simulate human conversation and generate personalised messages for candidates, saving your HR team time and resources. Most applicants won’t even know they received an AI-generated response.

While chatbots are useful at the start of the hiring process, we don't recommend relying on them at any other point in the process. Human connection, people. Human connection.

Keep Them Hanging On

Storytelling is one of the most effective ways to engage with candidates throughout the recruitment workflow. Creating a narrative about your company can help applicants learn about your values, goals, and culture. For example, you can add storytelling to job descriptions and illustrate why your company is such a great place to work.

AI tools automate storytelling by generating text for job descriptions, website pages, and welcome kits. However, writing your own text can add a personal touch to the recruitment process. The right content can get your message across to candidates and new hires and help them understand what your company stands for and believes in. For example, you can tell people about your commitment to sustainability or diversity, equity, and inclusion.

Transparency is just as important as storytelling. Be honest about a job role and all the responsibilities it entails, even if some tasks aren’t very exciting. Also, explain recruitment timelines and how long it might take for a candidate to reach different stages in your hiring process. This honesty will make applicants value your company more and help you humanise the hiring process.

Feedback, feedback, feedback

Creating feedback loops, which involves collecting and analysing information from potential employees, helps you understand the effectiveness of your hiring workflows and how they align with candidate expectations. That way, you can improve the experiences of job applicants in the future.

Automation tools will help here. Platforms like SurveyMonkey and Typeform let you gather responses from candidates, letting you assess different perceptions of your company. As always, don't forget to personalise surveys and other feedback methods by tailoring questions based on the job someone applied for and other factors.

By learning more about candidate experience, you can also contribute to continuous improvement in your company. Discovering what someone thinks about your recruitment process can help you improve it in the future.

Find Top Talent in Your Industry

Knowing whether to use automation or personalisation for different recruitment tasks can be tough for any TA team. However, striking the right balance can streamline operations, improve experiences, and strengthen relationships with candidates.

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