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How Much of Your Recruitment Process Should Be Automated?

You’ve probably heard about the increasing popularity of computer automation for automated tasks. There are all kinds of articles that ask a basic question, “Will the computers take my job?” For hiring teams, there is a fine line between the human touch required during the hiring process and automating basic tasks to streamline productivity. This article will explore that line to determine the best use of automation in recruiting.

Why Automate

There are a plethora of tasks that come with recruiting and hiring functions. Here are just a few:

  • Writing job descriptions
  • Posting job ads
  • Screening resumes
  • Emailing or calling applicants
  • Searching for passive job candidates that haven’t applied
  • Coordinating interviews
  • Offers
  • Orientation

Each of these steps needs to be documented to ensure fairness and compliance with state and federal regulations. But what if many of these steps could be automated so hiring teams could focus on finding more qualified candidates?

Best Use of Recruiting Automation

Automation can do more than eliminate the busywork found in the documentation process. It can also ensure consistency in today’s hiring processes so that every candidate is treated equally and fairly. Automation can also help with orientation and training, again, to create consistency in hiring across the organization.

The days of posting a job ad on the careers page of your website and then waiting for candidates to arrive are over. Now, hiring teams can extend their reach by taking job ads and placing them on a variety of free and paid job boards. However, this is a laborious and complex process, because every job board has different rules for what and how you post ads. However, today’s modern applicant tracking systems (ATS) automate this process. The result is that after you create the ad, you just click a button and the jobs will go out there for public consumption. It’s in this way that a task that could take hours instead just takes a few minutes. That’s a great use of the automation function for recruiting professionals.

Computer automation can also help you source and build a pipeline of qualified candidates. As new candidates are added into the pipeline, you can use automation to create a database of qualified candidates that you can stay connected with – even if they don’t fit the current job opening. As these candidates apply, an automated email can go out that thanks them and informs them of the next step in the process. Down the road, as new positions arise, you can also automate an alert that tells them a new role has opened and invite them to get in touch.

You can even automate your initial screening questions to ensure you’re speaking with only the most qualified candidates. Basic questions such as are they authorized to work in the U.S. or whether they have specific job-related credentials can all be automated. Automating these basic upfront questions can be a huge time saver for hiring managers and recruiters.

Gecko Hospitality is an industry leader in the practices that help you work smarter. We were recently named to Forbes 2019 list of America’s Best Recruiting Firms. Contact us to find out why.


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