We know that high-volume recruitment is a time-consuming job. There’s a large amount of applicants you need to attract for you to weed through, just to produce one exemplary hire has resulted in inefficiencies across the board.
In the end, recruiters can go through a thousand resumes for one part-time job posting, only to repeat that process immediately for the next hire.
Frankly, we’re all tired of it.
Follow the three steps below and achieve recruitment efficiency.
1. Source Faster with More Job Portals for Recruitment Efficiency
It’s a no-brainer: when you need to find a large number of ready job seekers, you go to large job sites or job portals, and post your job ads everywhere in the hope of getting enough initial applicants for that role.
However, that time required to copy and paste, not just the job description, but the brand information and contact details, on each free job site? It’s time you could spend doing something else. After all, your posting on JobsDB, Indeed and Jooble will be almost identical, so why waste time doing it manually?
Just like how Instagram has been programmed to post to Facebook with one click, recruiters can use a system that helps automate these job postings across many different job sites. Multichannel job posting is now possible with new state-of-the-art software, eliminating the need to hire expensive agencies to do the work for you. You just post your job ad on one job site, and it’ll duplicate the ad across other relevant job portals. Imagine the time you’ve just saved!
2. Screen Applicants Automatically Using Chatbots
You shouldn’t read a thousand resumes and yet end up without the crucial information you need to fill the role. Many job applicants spam the same resume for different jobs, ignoring important factors such as location, remuneration, and more.
To avoid the manual labor of slowly screening unqualified applicants on the Applicant Tracking System (ATS), recruiters should be embracing pre-screening procedures that can narrow down the total number of qualified applicants. We can hence use our time and effort more effectively.
Instead of hiring someone to do the work, though, recruiters can use new technologies such as interview chatbot, which can automatically ask a predetermined set of questions directly to the applicant. If your chatbot is linked to a recruitment software (or part of one), you can then use that data and information to score and rank the applicants from ‘most-promising’ to ‘least-likely’.
3. Use Interview Schedulers
Of course, scoring the applicants doesn’t mean that we can skip over the actual interview process. Proper interviews, whether by phone or face-to-face, are always the important last step. That can’t be replaced by software.
However, when it comes to the scheduling of the interviews, we should, and can automate that. Nobody wants to call a hundred applicants to try to schedule interviews, and we can personally attest to the power of… interview schedulers. Many recruitment solutions use interview schedulers, counting it as a crucial part of the new ‘transactional recruitment’ method. Interview schedulers allow recruiters to designate blocks of time for each interview and have potential hires choose the time that’s best for them and you.
In the end, it all comes down to this: Do you want to hire faster, but not lose the quantity and quality of applicants? If the answer is yes, stop trying to find a needle in a haystack, and start using technology to identify the most promising candidate, immediately.
Automate your job posting, update your screening processes to include chatbot pre-screening, and utilize that under-estimated tool, the interview scheduler. These three steps will help to free up your precious time to focus on more important tasks, such as hiring even more people!
See it for yourself with this case study about how Uniqlo automated their recruitment process with GrabJobs and managed to save up to 12h a week and $40,000 a year on their recruitment process.