Kinds of Recruiting Automation Software
The following are the various types of recruiting automation software that might be available. Some might provide additional AI-based technologies that can engage candidates via chatbots, while others offer strong AI sourcing technologies that integrate with ATS and CRM solutions for a holistic approach. Recruiting automation software streamlines and simplifies the recruiting process. There are a variety of methods to help HR personnel and recruiters improve the hiring process.
Candidate sourcing — Sourcing technologies can help recruiters automate the process of identifying and engaging with passive candidates. Recruiting automation software sources and analyzes candidates’ skills and experiences to determine if they are a good fit for the company, team, or open position. These recruiting solutions also often automate outreach and follow-up to increase candidate relationship management and engagement.
Candidate screening — Recruiting automation software might include candidate screening tools to automate candidate screening, applicant status updates, and more. This helps to provide a positive candidate experience for all candidates.
Interview scheduling — Recruiting automation software that provides automated interview scheduling solutions can help streamline the interview scheduling process and reduce recruiters and hiring managers workload.
Candidate rediscovery and ranking — This recruiting automation technology uses AI and machine learning to rank candidates that were previously considered for a position and are listed in the ATS or CRM. This technology helps recruiters and HR personnel identify and rank qualified candidates for new positions.
Recruiting Automation Software Features
Recruiting automation technologies may include a combination of the following features to help HR personnel and recruiters automate the recruiting process.
AI sourcing — AI recruiting technologies source candidates from a wide variety of platforms throughout the internet by employing boolean and keyword searches.
Passive talent sourcing — Recruiting automation software can discover, source, and engage with qualified passive talent. This might include identifying candidates that will be more receptive to changing jobs within a specified time period. Or perhaps, AI-based tools can email potential candidates and survey them, for example, to determine if they are a good fit for the open position. If the candidate and the position are a match, candidates can then be directed to the application page. If not, the candidates can be surveyed regarding their interests, experience, and skills to be added to the talent pipeline for future opportunities.
Email finder — Once candidates are identified, having the correct contact information for every candidate is essential to establish a point of contact and initiate a positive candidate experience.
Candidate database — All passive candidate sourcing can be maintained in a comprehensive and up-to-date database for current and future open positions.
Candidate ranking — Intelligent screening software pulls information regarding candidates’ experience, skills, and additional qualifications to screen and rank new candidates.
Diversity — Recruiting automation technology can help companies improve their diversity initiatives by improving hiring practices at the source. These features can source candidates from underrepresented groups to get them in the candidate funnel. A variety of job boards software focus on diverse candidates including those who identify as over a specific age, LGBTQ+, having a disability, veterans, women, African American, Hispanic, recently incarcerated, and more.
Integrations — Recruiting automation solutions integrate with applicant tracking systems (ATS) and candidate relationship management (CRM) software to transfer all candidate information from one database to the next for improved applicant tracking and candidate engagement processes.
Prequalification — This feature can enhance the candidate experience. It might be in the form of AI chatbots and can provide updates in real time by asking prequalifying questions related to job application requirements.
Employee data analytics — Deep learning mechanisms can collect and analyze company data on employees’ skills, experience, and qualifications as they relate to hiring, promoting, and firing decisions. Recruiting automation software uses this data to screen, rank, and identify qualified candidates by comparing candidate data to that of the company’s most successful employees.
Chatbots — AI-driven chatbots can automate candidate sourcing, screening, and scheduling. Once a candidate’s resume is reviewed by an ATS, the chatbot reaches out to follow up with a candidate regarding their qualifications. Chatbots can ask questions and understand answers, so they essentially have a conversation with the candidate. If the chatbot deems that the candidate meets the basic qualifications, they can schedule interviews and notify the recruiter or hiring manager.
Resume screening — AI tools automate the resume screening process by integrating with ATS software to learn the job requirements and assessing each candidates’ portfolio based on previous hiring decisions.
Analytics — Essentially, automated recruiting technology makes data-driven decisions. These systems employ predictive algorithms and a wide range of analytics backed by detailed reporting to support return on investment (ROI).
Other Features of Recruiting Automation Software: Interview Scheduling, Job Posting
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