Between the Great Resignation and Great Realisation, employee turnover is at a peak, with many more open positions than candidates to fill them – and this differential is making human resources (HR) and recruitment teams’ work even more challenging. In addition, the average HR manager reports spending 14 hours per week on tasks that could be automated, such as managing job posts, CV searches and proactive candidate engagement.

Given these hurdles, many organisations are adopting HR automation, looking to bridge resource gaps through increased efficiency in performing repetitive – yet critical – tasks, while reducing cost and time to hire. Let’s explore how HR automation can help recruitment teams reduce manual time on hiring to build better candidate experiences and achieve more positive hiring outcomes. 

Creating a better recruiter experience with automation

In the mid-2000s, marketing automation technology – digital platforms and software tools that help businesses improve marketing activities, evaluate results and become more efficient – became popular. Now, tailored ads and campaigns appear across every channel, leveraging artificial intelligence (AI) to curate content that aligns with our unique behaviours, histories and goals. According to a 2020 Salesforce survey, 84% of marketers worldwide are already using AI – a staggering 186% increase, up from 29% in 2018. 

When AI is combined with automation, businesses reap benefits from machine learning heightened by efficiency, speed and an ability to scale. Automation saves time on repetitive marketing tasks, like scheduling messages or common responses, but HR teams are sometimes hesitant to adopt. To a profession that emphasises the power and importance of quality human interactions, automation can seem in direct opposition to that personalised touch. Adding targeting to automation technology, however, is helping create more personalised consumer experiences. Strategically matching those automated marketing tasks, like ad placements, to the most relevant audience and location puts the right material in front of the right people – and talent management, recruitment and other key HR functions are starting to realise its potential. Recent research shows that, while 24% of companies surveyed are currently using automated recruitment, 56% say they’re planning to adopt it in the coming year.

For many organisations that would like to utilise AI in hiring, automating job postings is a good first (or next) step. Eliminating time-consuming tasks – manually posting jobs and managing multiple listings across numerous sites and platforms, for instance – helps drive more efficient, cost-effective campaigns; similarly, automating placement and optimisation of ads can have an immediate bottom-line impact by determining the most effective channels while expediting candidate engagement and hiring

 Getting specific – and streamlined – with Indeed’s automated recruitment solutions

From day one, integrating ad automation can streamline important processes and help recruitment teams focus strategically. Using automated tools, such as Indeed’s intelligent advertising solutions, employers can prioritise specific hiring objectives, selecting relevant, objective-based campaign goals at launch – for example, maximising the number of applications or minimising the cost per application. 

Once in place, Indeed’s optimisation technology begins promoting jobs to the right jobseekers on both Indeed and Glassdoor. In addition, posts can be targeted toward jobseekers across Indeed's Trusted Media Network, a vetted network of more than 100 specialised job sites and media publishers. Together, these platforms reach more than 80% of US online jobseekers.¹ What’s more, since job posts on Indeed are optimised based on candidate behaviour and Indeed profile information, people are more likely to see and engage with your campaigns – and more likely to apply. 

To further attract and engage talent, employers with an existing applicant tracking system (ATS) can integrate Indeed’s advertising solutions. Once connected, Indeed’s advertising technology helps recruiters post and track campaigns and reach Indeed and Glassdoor’s large talent pool, all without leaving their ATS. 

Another way to streamline hiring is through Indeed Hiring Events, which can also be integrated with Indeed advertising. Users with an Indeed Hiring Events subscription can provide a seamless hiring experience, from the second a jobseeker encounters your ad to the moment an eligible applicant directly schedules an interview with your team. Getting quality candidates quickly to the interview involves a combination of the right audience with the best job descriptions. Scott Bonneau, VP of Global Talent Attraction, HR Analytics and HR Technology at Indeed, recommends skipping 'lazy' quantifiable qualifications, like years of experience or four-year college degrees, to focus on quality – 'Identify the specific skills, qualities and accomplishments you want candidates to have, and list these as your requirements,' he advises. 

Not only do more qualitative criteria provide much-needed transparency in the application process, but virtual interviewing accelerates the entire hiring process. With Indeed Hiring Events, hiring teams can increase their productivity by eliminating 70% of recruitment steps and boost scheduled interviews by more than 300%.² And those interviews are time well spent; the average employer on Indeed Hiring Events has 15 candidates showing up ready to be interviewed.³ Candidates who interview virtually appreciate scheduling flexibility and the ability to showcase their skills – over 1.9 million jobseekers have completed employer screener questions and scheduled interviews on Indeed Hiring Events, and 90% of those who completed a post-interview survey rated the experience favourably.⁴

Using these automated solutions, your teams can reduce by up to 90% of the time spent on manual recruitment tasks,⁵ such as CV searches, pre-interview screenings and assessments, and interview scheduling and follow-ups. This frees up time for your HR and recruitment professionals to strategically build in more human touches, such as nurturing prospect relationships, raising awareness about company culture and improving the candidate experience – and that extra bandwidth begins with automating job posts. 

Article Sources

¹ Comscore, Unique Visitors, May 2021. Jobseeker cross-visit rate set at 3X non-jobseeker rate

² Indeed data (US)

³ Indeed data (worldwide)

⁴ Indeed data (worldwide)

⁵ Indeed data, average time savings (US)