The Automation Question: Incorporating Automation into Recruiting Processes

Automation can be a bit of a controversial topic in the Recruiting and Talent Acquisition space. The proponents say that it optimizes the hiring process and allows recruiting teams to produce more than their size would otherwise allow. The detractors say that it is in-personal, and creates a sterile candidate experience that maximizes for numbers over humans.

When executed correctly, the question isn’t whether to incorporate automation, but where in the hiring and recruiting process to do so. Let's explore some data-driven strategies that recruiting teams can adopt and some pitfalls to avoid.

1. Time-Saving through Automation: According to a 2020 study by the Society for Human Resource Management (SHRM), recruiters spend about 60% of their time on administrative tasks like updating ATS systems or data entry. Given the added complexities of vetting candidates with security clearances, this percentage can be even higher in government contracting. Automation tools can help in reducing this administrative burden by completing tasks such as advancing candidates through hiring stages, or using talk to text tools to convert screening calls into notes entered in the ATS.

2. Follow-up Outreach: A study by the Harvard Business Review highlighted that timely follow-ups can enhance candidate experience and increase the likelihood of securing a top candidate. However, remembering to send out these follow-ups can be tedious. Second and third emails are often the most powerful and receive the highest response rate when conducting email outreach. Automating follow-ups based on replies/opens ensures that these high impact emails get sent every time.

 3. Simplified Scheduling: Coordinating schedules for interviews or assessments is often a game of back-and-forth emails. Tools like Calendly or Calendar.com, integrated into the recruiting process, can automate scheduling. Candidates can choose a slot that works best for them, eliminating manual coordination. For candidates with security clearances who may have restrictive schedules, this flexibility can be especially beneficial. It is best to send out links to these scheduling tools after a back and forth communication has been established, and not on initial outreach.

4. Seamless Application Integration: Most recruiters juggle multiple applications throughout their workflow, from job portals to background check platforms. Automation can be a game changer in integrating these platforms for a seamless experience. Zapier, for instance, can connect disparate applications, allowing for automated data transfer and reducing chances of oversight or errors.

The Don’ts of Automation: While automation offers myriad benefits, it’s not a one-size-fits-all solution.

• Mass Candidate Outreach: Given the sensitivity and specificity of roles requiring clearances, generic outreach can do more harm than good. Every candidate interaction should feel individualized and relevant.

• Reviewing Applications: Automation can help filter candidates based on certain criteria, but human judgement is irreplaceable when gauging the nuances of a candidate’s suitability for a role. Machines can't perceive cultural fit or soft skills in the way a seasoned recruiter can.

Automation is revolutionizing recruiting in government contracting, it's imperative to strike a balance. By combining the efficiency of technology with human judgment and connection, companies can optimize their recruitment process, securing top-tier talent with the necessary security clearances.

If you want to discuss how to incorporate automation tools to optimize your recruiting process, or any other recruitment challenges you are facing, send us an email or set up a call.

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