We all know how time-consuming reading CVs can be, which is why automation technology is rising as a tool in talent acquisition. Recruitment automation can enable you to lift your efficiency and productivity, but it also comes with risks.
Sally McKibbin, Career Coach at Indeed, spoke to Recruitment Marketing Magazine about the rewards and risks of using automation in recruitment, how your talent pool may be limited, and how you can overcome these limitations. Read her insights below.
What do automation systems achieve in recruitment?
Automation systems give recruiters time back to focus on the meaningful parts of the recruitment process. These systems offload a great deal of resource-intensive and mundane tasks throughout the recruitment process and almost every stage of the hiring process can benefit from automation.
Why are recruitment professionals turning to automation? What are the benefits?
There are many reasons why recruitment professionals and organisations are turning to automation. Automation in recruitment can be really beneficial as it often speeds up the process of matching the right skills to the right job and can broaden the reach of talent by disregarding their location. It can also reduce the time spent on tasks such as CV viewing and reference checking, which increases productivity for recruiters, and results in a faster hire time for recruiter’s clients.
Importantly, recruitment automation systems can also help to mitigate unconscious bias in the hiring process, which is crucial for diversity and inclusion in the workforce, and enhances candidate experience, by automating fast and personalised responses and always ensuring that tasks are not forgotten.
What are the risks of using automation of recruitment?
The main risk of using automation in recruitment is taking human interaction out of the process. It’s important to find the right balance so candidates don’t feel like they are speaking to a machine throughout their job hunt. There’s also the risk of technology issues – for example, algorithms not working as they should, which can lead to unsuitable matches or end up actually limiting your talent pool.
In what ways can automation limit your talent pool?
Designed to recognise patterns and words, automation scans a CV for key words, such as experience or education that is useful for the role. With CV screening technology, there’s a risk that recruiters are missing out on great candidates who don’t meet the ‘on paper’ requirements of a particular role.
CV automation won’t pick up a great writer or communicator, a candidate with innovation or creativity, or a hard worker. Although a CV itself at times may not show these characteristics, recruiters will likely be able to gauge these qualities during face-to-face interviews – far more than any automation could.
What things should recruitment professionals take into consideration with their automation system to overcome limitations?
When using automation systems in recruitment, recruiters must understand the risks and limitations and carefully consider how and when they choose to use automation.
Many jobs have hundreds of applicants, so CV automation may be a valuable way to save recruiters time and resources. In our current job market, we’re seeing far fewer job seekers apply for roles, and talent is harder than ever to find. With this in mind, it may be a great time for recruiters to consider reviewing CVs the old-fashioned way to broaden their pool of great talent and consider candidates who don’t necessarily meet the exact requirements of the role but may be hugely beneficial to the client’s team.
Sally McKibbin is Indeed’s Career Coach and Diversity, Inclusion & Belonging expert. Sally has over a decade’s experience in recruitment and HR. Sally’s passion lies in helping people find jobs they love.