Recruitment automation means different things to different people. Many articles throughout the internet would have you believe that the entire recruitment process should be automated and candidates wouldn’t have to speak to anyone until the final stages. Whilst many others believe that automation shouldn’t touch the recruitment industry in ANY way.
On a sliding scale I like to think I sit somewhere in the middle, whilst it is possible to completely automate the recruitment process, I don’t believe that we should. That being said, automation in the right places could really help both candidates and recruitment businesses alike.
One of the main areas that I would like to focus on is candidate management, as I genuinely believe that for many recruiters this is often overlooked. A quick search for ‘I hate recruitment agencies’ or something similar will give you a wealth of information on how candidates perceive recruiters. Rightly or wrongly, there is no getting away from the perception and instant barriers between candidate and recruiter are already in place. There are many issues constantly raised, and a big one surrounds candidate feedback.
From the recruiters perspective, the constant pressure to keep a pipeline built to meet sales targets keeps every recruiter moving forward, with only the brief glimpse backwards.
This constant moving forward means unfortunately for some candidates they receive little or no candidate feedback, quite rightly leaving a sour taste. Is the recruiter deliberately withholding information or is the candidate a victim of circumstance?
We can never be 100% certain about why a candidate didn’t receive feedback, but it does raise the question regarding whether automation could be used to help fix the candidate feedback loop.
Many candidates, just want to receive the feedback, good or bad, so they are fully aware of what is happening.
Automating this process means every candidate gets at least some information on where they stand in the process. Granted, the initial information may come from a ‘robot’ but is it really any different to the mass rejection emails sent by big corporate companies?
When the real issue lies with the limited amount of feedback being received by candidates, would a robot be the recruiters evil sidekick or would it be the robot that endeavours to keep you updated on where you stand in the recruitment process?