Candidates: Are you interviewing and need support?
When recruiters are empowered with technology and process, they are free to pursue higher impact, more strategic activities. That said, while automation and AI free up a large amount of time, those systems still need management.
Automated screening and sourcing technologies need recruiters to run them and review their recommendations. They’re also a rich source of data that provides insight into a recruiting department’s effectiveness.
When recruiters are empowered with technology and process, they have time to use these systems to:
AI-driven recruiting software has the ability to recommend great candidates to recruiting teams. Recruiters, then, have the opportunity to fast-track candidates with the highest likelihood of success.
Rather than putting candidates through a series of time-consuming screening steps, one single screening step can give recruiters all the information they need to forward candidates to hiring managers.
Depending on the type of role, this also offers an opportunity for recruiters to provide candidates with a higher touch experience. Providing quick recommendations to hiring managers shortens the feedback loop and greatly expedites the hiring process.
Recruitment marketing is a great opportunity for most recruiting teams. Unfortunately, tasks like screening and manually moving candidates through workflows prevent teams from giving recruitment marketing the attention it deserves.
Empowered recruiting teams can manage and operate critical recruitment marketing initiatives like:
Metrics reporting is a significant blind spot for many TA teams. While nearly every organization tracks time to fill, this is where the similarities end.
Building out a robust metrics dashboard is crucial to data-driven recruiting. Without robust metrics, new initiatives are a shot in the dark. Empowered recruiters can dig deep into recruiting metrics and demonstrate the value talent acquisition teams add to the business.
Empowered recruiters do more than uncover and standardize new metrics. They look into the implications of each metric to reveal quantifiable cost savings and ROI.
For example, reducing time to fill also has implications on time savings for hiring managers (which can be converted into cost savings in dollars), time savings for recruiting teams (also convertible to quantifiable cost savings), and cost of vacancy (eg, the time a sales role stays vacant directly impacts the organization’s ability to generate revenue).
Learn more about how to “translate” metrics into hard cost savings and revenue.
Closely related to demonstrating value is researching new technologies. Once you understand the ROI of different components of your tech stack, you gain insight into other opportunities for technology. Empowered recruiters can:
Empowered TA teams can even use the data from their HR technology stack to predict turnover and pro-actively source for roles that don’t yet need filling. Rather than fill roles reactively - and lose months of productivity 1 - they secure top talent for their organization exactly when they need it.
“Talent benches” are pools of engaged candidates that can be fast-tracked through the hiring process on an as-needed basis.
You can cultivate talent benches through a number of channels, including:
For example, if you are hiring for a high volume, high turnover role, you likely have the data to view and predict turnover month-over-month. Rather than waiting for employees to turnover before opening a requisition, you can proactively attract and screen candidates. Time to fill for these roles can be under 24 hours.
This concludes our five blog series on The Empowered Recruiter: how recruiting teams can be empowered and augmented through process and technology. If you’d like to read the other blogs in the series, check them out below:
Or download the full Empowered Recruiter eBook to learn how empowered recruiting teams ditch tactical, repetitive tasks for high-impact strategic activities.