Your recruiting team is one of your organization's most valuable assets, but far too often recruitment is treated as an afterthought. If you find you’re running through recruiters one after another and that your hiring managers feel overworked and underappreciated, it’s time to shift to an automated recruitment process.

Does this mean you won't need recruiters and hiring managers anymore? Not at all. What it does mean is that your recruiting team will be able to do the same work faster, with more attention to detail, and using tools that improve outcomes.

Here are 6 ways an automated recruitment process can lighten a hiring team’s workload.

1. A streamlined application process

Candidates faced with a lengthy application process will give up even before they start, or quit partway through the application process. One study showed that 60% of people who start an application fail to finish it. 

Use an automated recruitment process such as an app for faster applications, a chatbot to answer simple questions and provide guidance throughout the application process, and tools that remind you or your recruiter to reach out and nurture high-value candidates stuck in the recruiting pipeline.

The more you can rely on a finely-tuned automated recruitment process, the more your hiring team will be freed up to work on personal relationship-building with candidates. TalentWall™ by Crosschq helps you get better insight into your candidate pipeline, and highlights where processes can be automated for faster, more efficient use of everyone’s time.

2. Faster, more effective candidate screening

A significant majority (60%) of recruiters say candidate screening is the most time-consuming task in hiring. Most companies now use an applicant tracking system with filters engaged to help manage the overflow of applications, but these filters can actually reinforce unconscious bias and discard high-quality candidates if not properly managed.

Instead of casting a wide net and hauling in only the fish that don’t escape through the mesh, try paying closer attention to your candidate sourcing process and embracing the benefits of automation in talent acquisition. 

Automating screening as much as possible and doing it in a responsible way gives your recruiters and hiring managers valuable time back and data-driven hiring decisions can be made.

3. Better, more useful reference checking

Traditional reference checking is both time-consuming and often yields little value since recruiters and hiring managers often wait until the very end of the recruitment process as a “check-the-box” formality. This can lead to bigger issues, however, if the main candidate doesn’t have good references leading the recruiting team to scramble to find a replacement candidate. 

[White Paper: 5 W’s of Reference Checks & Industry Best Practices]

Crosschq 360 has turned reference checking upside down and shaken it to create a digital candidate checking process that delivers real data insights into each candidate and ensures you have a way to compare candidates on an even footing. Since the automated reference checks can be completed in 90% less time than it takes for a traditional reference check, the process can be moved higher up the recruiting funnel and applied to more candidates than just the one you plan on extending the offer to. The result is more informed, data-driven hiring decisions. 

4. Smoother, more impactful onboarding

Onboarding isn’t a cursory affair that starts on a new hire’s first day and ends three days or three weeks or even three months later. Instead, onboarding should be a high-impact part of the recruitment process, starting as soon as a candidate is identified as worthy of an offer, and lasting at a minimum through the first six months of their employment—12 months is better. 

[Related Article: New Hire Onboarding Checklist]

Automating aspects of onboarding to streamline both the new hire’s first days as well as their manager or peer assigned to guide them keeps everyone from feeling overwhelmed and burned out before they really get started.

5. High-value, ongoing L&D

Learning and development programs can be core to employee retention. In fact, 93% of employees say they are more likely to stay at a job that offers such opportunities. Allowing employees to learn at work using automated, e-learning systems should be a natural extension of the recruitment process; easy, intuitive, and respectful of their time. 

If you show candidates that these values are at the core of your company culture at the hiring stage, they will be more likely to proceed through the recruiting funnel, learning to trust that their time isn’t being wasted and that you truly want them to succeed.

Automated recruitment leads to automated onboarding, which leads to automated L&D. You can leverage this automation to build a stronger, more loyal, and effective workforce while making everyone’s job easier.

6. Easy, more informative new-hire surveys

Continual communication with each new hire is key, and frequent, simple surveys using Crosschq Analytics can help you track employee satisfaction, performance, and churn risk. Comparing candidate responses can help you identify patterns across hiring cohorts, and inform future recruitment strategies without putting extra work on recruiters.  

Ready to try out an automated recruitment process? We have an entire suite of tools and technologies devoted to streamlining your talent intelligence pipeline. Contact us for a free demo and find out what Crosschq can do for you.