How to Utilize Automation to Better Your Hiring Process

The implementation of automation helps streamline your hiring process. The benefits include:

  • Time savings: You can automate tasks such as sharing job postings, sourcing candidates, scheduling interviews, and generating job offer letters. These actions free up time to build candidate relationships, conduct interviews, and fulfill other core activities.
  • Reduced biases: Automation in your screening process focuses on a candidate’s credentials rather than ethnicity, gender, age, and other personal identifiers. This process helps reduce unconscious biases that can influence hiring decisions.
  • Shorter time to hire: Automation of repetitive tasks helps speed up your hiring process. Filling jobs with the right candidates in less time helps save time and money.
  • Better candidate experience: Maintaining communication throughout your hiring process encourages candidate engagement. This process increases the odds of hiring the best candidates and receiving positive employer reviews.

As a result, you should start implementing automation in your hiring process today.

Discover how to utilize automation to better your hiring process.

Share Job Postings

You can use automation to share job postings with both the public and your employees. Letting your employees know which openings you are hiring for encourages them to provide referrals.

Employee referrals typically fit the job requirements and blend with your culture. As a result, you can fast-track referrals through your hiring process.

The sooner you begin onboarding and training employee referrals, the quicker they can begin producing. Even better, referrals are likely to remain long-term because they already know employees within your organization.

Streamline Your Resume Screening Process

A chatbot can evaluate resumes based on the criteria you set. Then, the bot can post on your chat platform the resumes of qualified candidates and mark them in your applicant tracking system (ATS) the rejected resumes. This process significantly reduces the time needed to screen resumes.

Schedule Interviews

Automation of the interview scheduling process lets qualified candidates decide when to meet for job interviews. The interviews get scheduled both in your ATS and on your scheduling platform.

The chatbot sends the interviewers and candidates reminders of the dates and times of the interviews. The bot also sends interviewers a link to each candidate’s profile in your ATS to prepare for the interview.

Sharing the interviewers’ availability lets candidates schedule or reschedule the times that work best for everyone. This process simplifies the ability to coordinate interviewer and candidate schedules.

Support Candidate Evaluations

Evaluating candidates soon after interviews helps provide performance feedback:

  • When a candidate moves to the interview stage in your ATS, a channel on your communication platform is created for the interviewers.
  • After the discussion, the interviewers receive a scorecard to fill out.
  • The responses populate the candidate’s ATS profile.
  • An HR chatbot schedules an interviewer videoconference to share thoughts on the candidate and determine the next step.

Deliver Job Offer Letters

Sending job offer letters soon after making hiring decisions increases the odds of candidate acceptance. Then, you can add the best candidates to your team.

The following process can create a job offer letter:

  • When a candidate in your ATS moves to the offer stage, a chatbot shares the offer details with the appropriate stakeholders through your communication platform.
  • The stakeholders approve or reject the candidate.
  • Approved job offer details are included in a letter created on your electronic signature platform.
  • A chatbot shares the job offer letter with the stakeholders to review and approve or reject it.
  • An approved letter is sent to the candidate through your electronic signature platform.
  • The signed letter is uploaded to your ATS.
  • The candidate’s status changes to hired.

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Is Your Hiring Process Too Long? Six Strategies to Speed it Up.

Is your hiring process getting in the way of hiring the best candidates? Sometimes, we get into a hiring rut, and those bad habits may be preventing you from making a great hire.

How can you shorten your hiring process? “One of the first lessons I learned as a young recruiter was, ‘Time kills all deals,’” according to Mary Newgard, a senior search consultant. “Rarely do candidates or hiring managers mean to slow down the process, but it happens.”

Newgard offers these six ways to “push the pace in the hiring process.”

  1. Give Permission to Abandon Your Process. If you find a great candidate and the hiring manager believes the candidate is a great fit, go ahead and make an offer. Don’t lose good people because they haven’t gone through two or three rounds of interviews.
  2. Write Simple, Easy to Update Job Ads. You want your job ads to deliver qualified candidates. Keep the ads short. Make sure to add specific job qualifications and then post it. This more condensed version of the job ad can be quickly updated or refined during the search or for the next similar position.
  3. Deputize One Person to Screen Resumes. Having one person screen resumes provides consistency in selecting candidates for interviews.
  4. Automate Information Gathering. Consider what processes in the hiring process can be automated – correspondence emails, critical screening information, and some interview questions. Don’t let more than 24 hours pass between communications with ideal candidates.
  5. Scripting Interviews. Your hiring managers aren’t HR generalists, too. They may not know all the interview rules. Providing a script or list of Do’s and Don’ts prepares hiring managers, keeps interviews on track, and avoids EEO issues.
  6. Combine Hiring Teams for Similar Positions. For similar job openings, combine job ads and interview activity as much as possible.

Be prepared to move quickly with hiring decisions by having salary ranges, optional benefits, and other negotiating points at the ready. This will prevent more time wasted.

If you don’t want the hiring process to linger on and on, review your hiring processes and see where you can abbreviate steps. In this era of “instant gratification,” job seekers crave constant communication and a quicker process. Look for opportunities that will improve your hiring process.

We Can Help With Your Open Positions

Slowing down the hiring process costs time and money, and you might lose out on top talent.

If you want better results, talk with a Casey Accounting & Finance Resources team member today.

When’s the Last Time You Reviewed Your Candidate Experience?

Your candidate experience is a vital piece of your recruitment process. It’s how applicants view your brand during the hiring process. From your job description to a final offer, the candidate’s entire experience affects how potential employees feel about you as an employer they want to work for. This influences whether a candidate accepts or declines your job offer and how they convey your brand to other professionals. Since the candidate experience heavily impacts the level of talent you hire, you need it to be as positive as possible.

Consider these areas when reviewing your candidate experience.

Company Reputation

How does your company’s reputation compare to competitors’ and other company’s reputations? Candidates often take to social media to discuss their interview experiences. Many share how a negative interview experience led them to change their mind about an organization or position they liked. These candidates may recommend not working for a business they had a bad experience with. Conversely, a positive interview experience can encourage candidates to work for a company they may not have been interested in.

Job Descriptions

How accurately do your job descriptions represent the role and key details? Since your job descriptions are what encourage candidates to apply with your company, they need to be as straightforward and easy to read as possible. Include a clear explanation of the position, responsibilities, salary, benefits, perks, and company culture. Use bullet points, lists, and bold formatting to draw attention to the most important information.

Interview Process

Is your interview process as short and engaging as possible while providing the information needed to make a hiring decision? When calling candidates to set up interviews, let them know what to expect from the process. This includes whom they will speak with and how long it will take. During the interview, provide a full introduction to the company and culture. If you’re able to meet in person, give a tour of the office. Introduce each candidate to potential teammates. Leave time to answer questions. Maintain communication throughout the entire interview process, so candidates know where they’re at and what the next steps are. Keep in mind that candidates are evaluating you and the organization as much as you are evaluating them.

In this time of coronavirus and with many working remotely, consider creating a virtual tour video of the office space or photos that demonstrate the company environment and culture.

Job Offers

How well do you personalize each job offer? Rather than using email, deliver the news over the phone. This helps immerse the candidate in company culture. For candidates who aren’t extended a job offer, send a personalized email encouraging them to apply for roles in the future. They’ll be more inclined to share a positive impression of your organization and encourage others to work there.

Enhance Your Candidate Experience

Your candidate experience impacts the employees who want to work for you. Providing a positive experience filled with communication, clarity, and efficiency increases your odds of securing the level of talent needed to move your company forward.

When the time comes to find accounting and finance professionals, look no further than Casey Accounting & Finance Resources. We focus on understanding your business and goals, then match you with candidates to help achieve them. Learn more today.