The recruitment process can be resource-intensive for organisations. According to iCIMS, a software company, the time-consuming nature of recruitment processes makes it an expensive affair for the majority of contemporary organisations. Organisations are trying their best to reduce “the time to fill”. “The time to fill” is defined as the length of time taken between the approval of a job application and the employee’s acceptance of the job. Reducing the fill time is advantageous for the business and can be achieved with improved human resource practices.
The Society for Human Resource Management (SHRM) highlights the need for reducing the time taken in the recruitment process. The SHRM notes that the average time taken in the recruitment process is 41 days, which is a considerable amount of time that could be spent more effectively. Reducing the number of days taken in the recruitment process will improve resource usage.
Further, the recruitment manager has direct control over the majority of the overall time taken in the recruitment process. In this case, it is up to them to either opt for automated processes or choose the manual route in recruitment. In the case of automated recruitment processes, prospective employees are guided through the process with the help of specialised tools and systems. These tools and systems reduce and manage the maximum amount of time spent with each individual in the recruitment process. Alternatively, manual processes have been proven to be unsatisfactory for both managers and employees 63% of the time. Manual recruitment processes are often claimed to include bias from stakeholders and record higher resource usage. Taking individuals through the various stages of the manual recruitment process often results in unclear communication of expectations by both employers and employees. Exposing the recruitment process to the possibility of error drives the use of accurate systems and processes. Accuracy and efficiency are more attainable through the use of automated recruitment processes.
The choice to automate recruitment processes allows for more time to ensure that critical aspects of the recruitment process are double-checked. Automation also gives more room for recruitment personnel to attend to additional duties associated with the HR branch of the business.
Taking prospective employees through an automated recruitment processes eventually builds confidence in the employer in the process – with a standardised approach in giving all potential employees a fair chance. Developing efficiency and effectiveness at the recruitment stage motivates the new employees to perform at their best on the job. Moreover, recruitment managers are able to make effective use of their time in the course of business operations.
Sources: Ideal, 2019. Recruiting Metrics: A How-To Guide for Showing the Business Value of Your Recruiting. Retrieved from https://ideal.com/recruiting-metrics/ Tobenkin, D. 2019. HR Needs to Stay Ahead of Automation. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/spring2019/pages/hr-needs-to-stay-ahead-of-automation.aspx