— November 14, 2017
Strategizing a hire or multiple hires is a balancing act. Making a hiring decision too fast can result in an ill-fit, but hiring too slow can mean the loss of high-caliber talent. SHRM reports the average time-to-fill a given position is around 42 days. Whether 42 days is right for your organization or not, what can’t be argued is a need for efficiency in recruiting. What’s done in the time leading up to a talent acquisition decision is pivotal for the entire organization.
With that in mind, a 2015 study found that recruiters are spending almost 2 hours each day on administrative tasks. The professionals who happen to be catalysts in the hiring process are devoting more than an entire day, each week on filing, emailing, scheduling, organizing, etc. Knowing this, it’s easy to understand why 42 days seems to be the average time to adeptly fill open roles.
However, no matter the size of your company or the numbers in your talent acquisition team, technology can reduce the burden and make it all a bit better. So, how does an end-to-end recruiting solution reduce administrative tasks?
1. Pre-Screening Capabilities Helps Identify Best Fits Faster Than Resume Browsing
End to end recruiting technologies with pre-screening options help with multiple facets of the hiring process. First and foremost, recruiters and hiring managers are guaranteed to only be working with applicants who can meet the minimum standards and qualifications of a candidate without having to glance at the resume beforehand. The hiring team sets expectations and creates a quick series of questions to ask prior to a candidate being able to apply for the position. Completing the questions is the first step of the application process which will allow the candidate to determine if they could be a potential fit.
Candidates can also benefit from pre-screening. By making sure that they are a fit for the opportunity, they can proceed with the application and be open to deeper engagement in the process. A 2016 survey found that 65% of candidates rarely or never receive communication from the organizations to which they applied. That means it takes too long to hear news or they never receive news at all. Recruiters who have screened to ensure they are open to the right talent pool can use their careers pages to place content intelligently and strategically tailor and target messages based on location, school, event registration status, etc
With a pre-screening process, the candidate will learn immediately if their skill sets are aligned to what the company is seeking, and before they spend hours plugging away at an application, resume and cover letter. If they don’t fit, the technology can invite them to submit their resume into a talent bank because they are not a match for the position they applied for. The candidate is not lost and the company can develop a healthy talent pipeline. This is a great stride toward building a seamless positive candidate experience. WCN’s Talent Acquisition Suite, for example, has a 97% candidate satisfaction rate which has been built through providing robust candidate relationships for our clients, regardless of the outcome of an application.
2. Automation and Bulk Management Radically Saves Time And Cuts Administration
Automation, as most know, takes repeated processes out of the hands of people and places them in capable technology. For instance, sending emails takes time, even if the contents are similar or completely the same. Using an end-to-end system means the tedious tasks mentioned at the top of this blog can be radically reduced. Instead of requiring the recruiter or hiring manager manually send each and every email, the solution can deliver these automatically with just the click of a button.
Thanks to bulk management and pre-loaded templates, this can be performed to large groups of applicants in one go, quickly implemented with just a few commands from an individual. Bulk management also allows the hiring team to mass send SMS, request further information, schedule interviews and generate/send offer letters. For high-volume recruiting, this has the potential to radically cut administrative burdens and be able to hire candidates faster. International retailer Marks & Spencer for example fully automates all hiring and can employ store assistants in just three days!
3. Recruiters Are Never Alone With Best-in-Class Service On Offer
True end-to-end recruiting solutions provide top customer service. When a company adopts the technology, they are not only receiving a tool, they’re joining a partnership and getting a resource for knowledge. WCN’s extensive range of products and solutions provide exceptional service to customers. This includes 24/7 access to client and candidate support teams. With no question left unanswered, you can be sure time isn’t lost internally, and candidates are never frustrated with online applications.
Additionally, end-to-end recruiting solutions prioritize being equipped to keep up with industry movements as it emerges. The talent acquisition industry is always morphing, so providers such as WCN work tirelessly to strategize new ideas, consider trends and focus on emerging best practices all for the sake of the creating best functionality and optimal user experience in line with new technology demands. Constant research and development means that support teams and dedicated account managers can interact with recruiters and be able to keep up with emerging best practices.
4. Predictive Intelligence Can Democratize Recruitment With Useful Foresight
No matter how experienced your hiring team might be, the risk of hiring an ill-fit candidate always looms. Talent acquisition simply has too many factors at work for guaranteed success. However, in addition to easing the administrative burden, recruiting solutions offer tools that help to minimize this risk using predictive intelligence. Using big data algorithms or guidance provided by the company’s hiring history, decision intelligence can scan a resume and supporting application documents and artificially identify within it the likelihood with which your company should consider the candidate for interview and potentially an eventual hire. Having this information to hand can give a good steer to a recruiter for who they should prioritize attention on and help to save time in the overall recruiting process.
These techniques allow you to democratize your hiring by applying foresight into your processes to help you make more informed decisions without discrimination and adapt the algorithms to correct for any issues if the results are not proving fruitful. The best part is that the predictive intelligence isn’t a spreadsheet of hard to discern numbers or details — the WCN system for example simply presents information in an at-a-glance dashboard, presented in percentages.
5. ROI Is Highly Measurable Thanks To Robust Analytics And Reporting
End-to-end recruiting tools don’t stop at just the tactical processes. They dive into the numbers, providing sophisticated analytics that inform data-rich reports that help recruiters to measure ROI much faster than manual methods would. With these reports, your recruiting team can develop even an even better approach to hiring, whether it be more specialized approaches to specific roles or choosing more lucrative career fairs.
Collating reports can be intensive if your team doesn’t have much experience in data. In fact, if the recruiting tool is too complicated, there’s a chance it will hurt your team more than it helps. This is why WCN includes a real-time reporting feature which is viewable using single-click dashboards, which are sophisticated but can be exported to be placed into reports or business cases and help to build on your planned campaigns and overall strategy.
Proving ROI, along with the other four benefits, are crucial to providing busy recruiters with the relief of time-consuming administrative burdens. Instead of those two hours a day devoted to admin, they can now afford more time to place focus on strategic recruitment development and better candidate experience.
End-to-end recruiting solutions alleviate administrative tasks and optimize hiring processes so that recruiters and hiring managers can play more strategic roles. More time is focused on understanding the intricate needs of a candidate and making quality connections are all things that lead to better placements and bottom lines.