Automation in recruitment: a new frontier

Abstract

The case is about the urge for improving the processes and utilizing technologies available in market for Human Resource Management Services especially in recruitment. The dilemma in the case is whether the company should opt for automation or not. And if the company is adopting automation to support workforce planning and recruitment functions, is the company ready for the same. The HR industry at large is aware of the challenges faced by the recruitment teams in terms of the various hiring functions involving sales engine, sourcing, interviewing, providing offers, post offer follow-ups and finally joining and induction. To address this challenge, the case touches on instituting a culture change by embracing technology into divisions which are not yet open to adopting innovative methods. The company is looking at incorporating Artificial Intelligence in its various processes. It is also looking at Robot Process Automation to perform standard HR functions in the recruitment process. The company must decide whether to implement automation and if it does, how it should be executed. The case also debates on whether technology would increase the effectiveness of talent acquisition function and bring a change in the administrative HR image or would this automation-led hiring take away the control from the company human resources?

Appendix: Data analysis and survey results

The main survey was collected from a group of 52 recruiters.

Requirements planning responses summary

Eighty five percentage of recruiters would like to interview with hiring manager for better understanding of the Job description and gauge the hiring manager’s interest. 62% of recruiters feel use of video conferencing is better means for interviewing Hiring manager and it will help them in efficient requirement planning. Again, 59% of recruiters feel a defined template will bring added advantage and contribute in sourcing. This will also improve the efficiency of sourcing candidate resumes and enhance service. 49% of recruiter concur that automated process will enable better requirement gathering.

Sourcing responses summary

Though 25% of recruiters believe that Social media is good place for sourcing resumes. However, 50% of recruiters neither agree nor disagree. 48% of recruiters agree that other Social media like Facebook, Twitter, Glassdoor, WhatsApp etc. provide additional details of candidates. These media are facilitating in sourcing decisions. 94% of recruiters agree that additional information of candidates, collected from Social Media, helps in tracking the candidates post offer. Though there are passive candidates who may not be on Social Media, 27% of recruiters feel the possibilities of losing the talented candidates. 71% of recruiters agree on technology enablement like optimized web-based search engine will improve the quality of sourcing.

Interviewing responses summary

Seventy five percentage of recruiters agree that Qualitative questionnaires will yield better result in interviewing process. 81% recruiters subscribe the thought of ATS (Application Tracking System) with qualitative feedback will improve and enable Hiring/Sourcing process for them. 63% of recruiters also agree that IVR calls to candidate and hiring manager helps in curtailing No Show. 58% of recruiters agree and subscribe to the automated online interview assessment will increase the efficiency of decision making for the hiring managers. 89% of recruiters agree on video conference-based interviewing will save time, effort cost, and travel.

Offer letter responses summary

Fifty percentage of recruiters agree that online data collection is the solution for offer and background verification. 83% of recruiters concur with the idea of Digital offer letter will provide a time savings for candidate as well as recruiter, such as travel and convenience. 2% disagree with digitization. 50% of recruiters agree that Offer letter walk through over phone or video will be effective mechanism. However, 19% of recruiters disagree with the thought of Offer letter walk through over phone or video will be effective mechanism. 65% of recruiters agree with Offer formalities using online medium or phone calls are more effective methods experienced by Candidates. Though, 11% of recruiters disagree with this concept, 81% of recruiters agree with end-to-end customized candidate email templates and automated candidate tracking/engagement workflows will benefit hiring process.

Post offer follow-up (POFU) responses summary

Fifty percentage of recruiters agree with candidate engagement through mobile platform will creates interest for the candidate to join the organization without referring to other opportunities. 31% of recruiters have mixed feeling on this thought. 42% of recruiters agree on Hiring manager dashboard that accurately predicts the intent of the candidate to join the organization through virtual mobile platforms. However, 44% of recruiters have mixed response on Hiring manager dashboard that accurately predicts the intent of the candidate to join the organization through virtual mobile platforms. 48% of recruiters understand that the candidate drop ratio for the offer or not joining the company he/she is offered on the date of joining. 85% of recruiters agree that the candidate feels more engaged if the company offers insights in there EVP’s, career path, Engagements, Work ethics, and other insiders through mobile or web-based platform. 4% of recruiters disagree that the candidate feels more engaged if the company offers insights in there EVP’s, career path, Engagements, Work ethics, and other insiders through mobile or web-based platform. 48% of recruiters agree that Online or Instructor led training (ILT)-based induction formalities are very effective. However, 27% of recruiters neither agree nor disagree that Online or Instructor led training (ILT)--based induction formalities are very effective. Interestingly, 25% of recruiters disagree that Online or Instructor led training (ILT)-based induction formalities are very effective.

Technology responses summary

Ninety six percentage of recruiters agree that with Technology, recruiting is potentially Better, Faster, and Cheaper. 50% of recruiters agree that Technology enables the understanding on the longevity of the employees. 39% of recruiters have mixed feeling about Technology enables the understanding on the longevity of the employees. 77% of recruiters agree that Technology usage in hiring improves “Hiring cost.” 79% of recruiters agree that Technology usage in hiring improves “Quality of hire” metrics. 75% of recruiters agree that Technology usage in hiring improves “Competency/skills gap analysis” metrics. 73% of recruiters agree that Technology usage in hiring improves “Professional development” metrics. 35% of recruiters agree that Technology usages in hiring will miss significant candidates. However, 44% of recruiters neither agree nor disagree that Technology usages in hiring lose out on significant candidates. 65% of recruiters agree that Technology usage in hiring improves the transparency to all stakeholders.