4 Ways in Which Automation Will Help Recruitment in 2022

The recruitment process involves various steps. Every company has a different recruitment workflow. But the essential four steps remain the same. These are:

  1. Job Awareness
  2. Screening
  3. Candidate Experience
  4. Onboarding

This article will analyse the benefits of automation in the recruitment process based on the four steps mentioned above.

Job Awareness

This step involves identifying the position open for fill-in, posting the job on the agency’s site and other job boards, automatic application form generation, integrating the application page into the candidate database and employer’s brand management. This can be easily done with the help of an Applicant Tracking System.

Today everyone uses social media to reach out to other people and consume and search for information.

Job Description Library reports that 85% of millennials use social media for their job search, out of which 40 million people search LinkedIn in particular for jobs each week.

This data is only going to increase in 2022, considering how online businesses are booming. Hence, recruiters need to reach out on these platforms for finding the best talent for their agency.

However, posting the advertisement individually on each platform is time-consuming and here comes the role of automation tools.

Using these tools recruiter have to write the job advert only once, and the same is translated and published on different platforms efficiently. This tool increases the advertisement’s reach, and more applications flood in on the recruiter’s desk. This process eventually reduces the time and cost per hire.


Just as the automation tools help in job awareness and thousands of applicants apply for the job, recruiters must go through each of them to find the potential candidate. Again, a time-consuming work!

But to relieve you of the stress, automated screening tools go through all the resumes and screen out the unqualified ones based on specific pre-defined keywords. This process is called resume parsing.

These AI tools are set to know what makes the applicant suitable for the job. Recruiters need to feed in the information they are looking for, like the experience, qualification, skillset etc.

For example, suppose the agency needs a data operator with at least two years of experience in Adobe Photoshop. In that case, the automated screening tool will skim the resume for the keywords like Adobe photoshop, data operator and two years experience.

The overall process needs less than half an hour to go through the bulk of resumes. Also, it generates a ranking list of the top 10 candidates who are suitable for the position. Advancements have now made it possible to arrange automated text-based and video interviews. In a text-based interview, every applicant receives a link to join the interview where AI puts up the relevant questions in chat format and later ranks the applicant based on their performance.

The added perk for using this tool is that it is less biased than humans, which means it doesn’t disregard the applicant based on their name, age, sex etc. In AI video interviews, AI tracks the applicant’s body language, facial expression etc. and gives a detailed analysis of the candidate.

Although one can’t wholly rely on automated screening tools for talent acquisition, it is excellent as a supporting tool. The final decision is still in the recruiter’s hands.

Candidate Management

Scheduling an interview is a hectic job. One needs to go through the recruiter, interviewer, and candidate calendar to choose the perfect time that works for everyone. If it is a panel interview, the situation becomes more complex.

It leads to many delays, making the candidate frustrated and giving the agency a poor impression.

According to data, it takes at least three weeks for the recruiter to choose a potential candidate and set a relationship between the candidate and the agency (manually). Still, it takes less than ten days for the applicant to drop out of the process. It is massive pressure on the recruiter, and the solution is automation.

Automated interview scheduling fixes up the interview quickly based on the candidate’s preferred time slot and updates the recruiter’s calendar.

The quick automated confirmation and follow-up communication ensure the development of the candidate’s relationship with the agency. Speeding up these steps retains the best candidate with minimal efforts put into such repetitive admin tasks.

Also Read: The Best Websites to Make Cartoon Avatars

Candidate Onboarding

Onboarding involves everything from background checks and references to onboarding questionnaires; there’s a lot to organise.

If not done correctly, there is a high chance for the candidate to leave the position. Hence, it leads to the waste of time and money initially put into sourcing the talent. Automating the data entered into the system database can save time.

Automating the communication with the new employees keeps them informed of the next steps. Automating the email with the relevant onboarding documentation like company detail, handbook etc., ensures nothing is missed on your part.

It gives the recruiter to focus on sourcing and nurturing relationships with the new candidates from the very first day. A friendly introductory email can put their minds at ease from their pressure while joining a new company. It is especially essential when the candidate is onboarded remotely.

Automating such tasks can ensure that new hires are well versed with their roles and work on time.

Managing the everyday task also becomes easy with automation, where the company can tick off the completed tasks and update new tasks every day.

Automation can significantly improve the modern recruitment process and make it viable for both the candidate and the recruiter. If you are still not taking advantage of automation for recruiting talent for your agency, you are missing out on a big shot.

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