The talent acquisition sector has dramatically changed over the last few years, and recruiters need to keep up with these changes. There are now social recruiting, robust job boards, employer branding, as well as recruitment marketing. Talent acquisition professionals have had to keep up with the changing headhunting technology so that they can remain competitive in the field. The new recruiting technologies which are powered by machine learning and artificial intelligence demands that head hunters take time to learn all they can, and that is where head hunter automation comes in. Head hunter automation help in simplifying the previously tedious aspects of the recruiting process.
The main driver of head hunter automation is the change from inbound to outbound strategies as far as talent acquisition is concerned. The days of posting vacancies in job boards and waiting for qualified candidates to apply are increasingly becoming rare. The candidates’ information has become increasingly readily available, and job seekers today spend a fraction of the time applying as opposed to waiting for jobs to be brought to them. The market is becoming largely candidate-driven, and head hunters find themselves struggling to win passive candidates.
The increasing need for more outbound head hunting puts pressure on recruiters to work faster and more effectively to win the best talent in the industry. The biggest challenge that most recruiters face is the lack of time to handle large scale outbound recruiting. Some recruiters are reportedly spending about 13 hours filling a single vacancy, and that is why head hunter automation is the way to go. Machine learning, artificial intelligence as well as predictive analytics, which are helpful in marketing and targeting new leads, can now be applied to headhunting.
The automation of headhunting tools can dramatically improve the productivity of recruiting teams. The use of recruiter automation tools helps significantly in reducing the hiring time to about 10 percent, which can save the company a lot in the long run besides boosting the head hunter’s efficiency. Head hunter automation does not mean that recruiter’s jobs will become obsolete, but it means they will be more effective. They will save more time handling face-to-face aspects of recruiting. Some of the recruiting aspects that need automation include the following.
Employers can automate their sourcing processes by using the tools to identify passive candidates with desirable skills and background. Automating the sourcing of candidates reduces the time that recruiters spend filling vacancies, and this increases their productivity. Companies can also automate their outreach strategies and follow-ups. The head hunter automation tools can significantly increase their candidate engagement and sell the preferred candidate on the job after being identified and hooked.
The head hunter automation tools also help in exploring the role of incentives in employee performance management. Companies get to have rewards, incentives and recognition programs tailored and adapted to their business needs. Head hunter automation also helps in interview scheduling which is usually quite tedious without the tools and this further saves time.