Between the Great Resignation and Great Realization, employee turnover is at a peak, with many more open positions than candidates to fill them—and this differential is making human resources (HR) and recruitment teams’ work even more challenging. In addition, the average HR manager reports spending 14 hours per week on tasks that could be automated, such as managing job posts, resume searches, and proactive candidate engagement.
Given these hurdles, many organizations are adopting HR automation, looking to bridge resource gaps through increased efficiency in performing repetitive—yet critical—tasks, while reducing cost and time to hire. Let’s explore how HR automation can help recruitment teams reduce manual time on hiring to build better candidate experiences and achieve more positive hiring outcomes.
Creating a better recruiter experience with automation
In the mid-2000s, marketing automation technology—digital platforms and software tools that help businesses improve marketing activities, evaluate results, and become more efficient—became popular. Now, tailored ads and campaigns appear across every channel, leveraging artificial intelligence (AI) to curate content that aligns with our unique behaviours, histories, and goals. According to a 2020 Salesforce survey, 84% of marketers worldwide are already using AI—a staggering 186% increase, up from 29% in 2018.
When AI is combined with automation, businesses reap benefits from machine learning heightened by efficiency, speed, and an ability to scale. Automation saves time on repetitive marketing tasks, like scheduling messages or common responses, but HR teams are sometimes hesitant to adopt. To a profession that emphasizes the power and importance of quality human interactions, automation can seem in direct opposition to that personalized touch. Adding targeting to automation technology, however, is helping create more personalized consumer experiences. Strategically matching those automated marketing tasks, like ad placements, to the most relevant audience and location puts the right material in front of the right people—and talent management, recruitment, and other key HR functions are starting to realize its potential. Recent research shows that, while 24% of companies surveyed are currently using automated recruitment, 56% say they’re planning to adopt it in the coming year.
For many organizations that would like to utilize AI in hiring, automating job postings is a good first (or next) step. Eliminating time-consuming tasks—manually posting jobs and managing multiple listings across numerous sites and platforms, for instance—helps drive more efficient, cost-effective campaigns; similarly, automating placement and optimization of ads can have an immediate bottom-line impact by determining the most effective channels while expediting candidate engagement and hiring.
Getting specific—and streamlined—with Indeed’s automated recruitment solutions
From day one, integrating ad automation can streamline important processes and help recruitment teams focus strategically. Using automated tools, such as Indeed’s intelligent advertising solutions, employers can prioritize specific hiring objectives, selecting relevant, objective-based campaign goals at launch—for example, maximizing the number of applications or minimizing the cost per application.
Once in place, Indeed’s optimization technology begins promoting jobs to the right job seekers on both Indeed and Glassdoor. In addition, posts can be targeted toward job seekers across Indeed's Trusted Media Network, a vetted network of more than 100 specialized job sites and media publishers. Together, these platforms reach more than 80% of US online job seekers.¹ What’s more, since job posts on Indeed are optimized based on candidate behaviour and Indeed profile information, people are more likely to see and engage with your campaigns—and more likely to apply.
To further attract and engage talent, employers with an existing applicant tracking system (ATS) can integrate Indeed’s advertising solutions. Once connected, Indeed’s advertising technology helps recruiters post and track campaigns and reach Indeed and Glassdoor’s large talent pool, all without leaving their ATS.
Another way to streamline hiring is through Indeed Hiring Platform, which can also be integrated with Indeed advertising. Users with an Indeed Hiring Platform subscription can provide a seamless hiring experience, from the second a job seeker encounters your ad to the moment an eligible applicant directly schedules an interview with your team. Getting quality candidates to the interview stage quickly involves a combination of the right audience with the best job descriptions. Scott Bonneau, VP of Global Talent Attraction, HR Analytics and HR Technology at Indeed, recommends skipping “lazy” quantifiable qualifications, like years of experience or four-year college degrees, to focus on quality—“Identify the specific skills, qualities, and accomplishments you want candidates to have, and list these as your requirements," he advises.
Not only do more qualitative criteria provide much-needed transparency in the application process, but virtual interviewing accelerates the entire hiring process. With Indeed Hiring Platform, hiring teams can increase their productivity by eliminating 70% of recruitment steps and boost scheduled interviews by more than 300%.² And those interviews are time well spent; the average employer on Indeed Hiring Platform has 15 candidates show up ready to interview.³ Candidates who interview virtually appreciate scheduling flexibility and the ability to showcase their skills—over 1.9 million job seekers have completed employer screener questions and scheduled interviews on Indeed Hiring Platform, and 90% of those who completed a post-interview survey rated the experience favourably.⁴
Using these automated solutions, your teams can reduce by up to 90% the time spent on manual recruiting tasks,⁵ such as resume searches, pre-interview screenings and assessments, and interview scheduling and follow-ups. This frees up time for your HR and recruitment professionals to strategically build in more human touches, such as nurturing prospect relationships, raising awareness about company culture, and improving the candidate experience—and that extra bandwidth begins with automating job posts.
¹ Comscore, Unique Visitors, May 2021. Job seeker cross-visit rate set at 3X non-job seeker rate
² Indeed data (US)
³ Indeed data (worldwide)
⁴ Indeed data (worldwide)
⁵ Indeed data, average time savings (US)