
When it comes to recruitment teams, time is your biggest asset. Instead of spending it unwisely on monotonous tasks or continuous back-and-forth, making use of automations is the way to regain lost time. Say goodbye to hours eaten up during the working day, and say hello to your highly efficient new processes.
We’ve outlined five automations that highly effective recruitment teams make use of to elevate their business. Bullhorn Automation is the catalyst for growth that you’ve always wanted. And the best bit? You don’t have to do this alone!
Active vs Inactive Candidates
The Problem
The biggest issue with recruitment databases is that they’re static and rarely get updated once candidates are added. The only time this changes is through manual input from recruiters or once a placement gets made. However, with a static database comes the issue of always using old data and out of date data.
The Solution
You can get around this by creating automations. By having accurate candidate statuses, you can identify top active clients for new roles quicker than your competitors! This enables you to have better data that you can make more informed decisions from and forge better candidate relationships through.
The Automation
Automation can update the status field of candidates either based on recruiter activity or a candidate’s activity. For example, if a candidate applies for a job, has a specific note type or has a CV sent, you could update their status to actively looking. Bonus tip: You could create another automation to check in with candidates regularly to see if they are still on the market.
Pre-screening & Automated Ranking
The Problem
There’s always a long criteria list for candidates that helps you rank them in order of suitability for each role. Additionally, when these have been filled in, you have to find who came out on top by sifting through the data.
The Solution
Create an automation that automatically asks candidates to complete the desired information you need, which will quickly give you a list of top talent that you can filter through as needed. You can accelerate time to hire and make for a better experience for recruiters.
The Automation
You’ll need to create custom questions that align with your needs first. Ask candidates to confirm their job title, skills, categories and desired salary. You may have different requirements based on your marketing and business, so dedicate time with your recruitment consultants to understand exactly what candidate data they need when searching and what data needs improving.
Shortlisting & Rejecting
The Problem
The majority of candidates will not hear back from job applications, which makes for a terrible candidate experience. With job ads sometimes staying open for months, it’s not practical to get back to everyone to say whether they’re been successful or not. On the flip side, if you’re pre-screening candidates, you need to sift through that data to find the best talent.
The Solution
By setting up a pre-screening questionnaire and having candidates automatically ranked, you can root out any unskilled or unqualified talent immediately. This will allow you to shortlist or reject candidates based on their answers. Similarly, it could be useful to send a rejection after a certain period of time. This will allow recruiters to spend their time having positive and proactive conversations.
The Automation
Once your pre-screening questionnaire is in place, you need to rank candidates based on their scores. Anything below a certain threshold should be immediately rejected. Any candidates that score highly (not average) should be highlighted to chase as soon as possible to avoid losing them to a competitor.
Location, Location, Location
The Problem
When searching for candidates, one of the biggest challenges is knowing the most effective way to locate them. Should you search using Boolean logic, radius, city, or state? Each method has its strengths and limitations, making it difficult to identify the most efficient approach for a given situation.
The Solution
To address this challenge, implementing a streamlined search method based on existing data can simplify the process. By leveraging automation to input predefined location data, such as state, city, or postcode, recruiters can quickly narrow down their search to the most relevant candidates. This approach saves time and ensures accuracy when performing location-based searches.
The Automation
By automating the population of fields like state, city, and postcode based on existing candidate data, the process becomes more efficient. For example, if a candidate’s city is identified as Chicago, the automation can automatically fill in Illinois as the corresponding state, reducing manual entry and enhancing the precision of searches. Alternatively, if you need candidates in very specific locations, you could use their nearest city to auto populate a postcode of the city centre to ensure they then appear in a radius search.
Closing Old Jobs
The Problem
When managing open job listings, one common challenge is keeping track of which roles have been filled and which still need attention. It can be time-consuming and confusing to manually close out old or filled positions, especially when there are multiple job listings to manage across various platforms. Without proper tracking, valuable time is spent reviewing roles that no longer require action.
The Solution
Automating the process of closing old or filled jobs can streamline this task and reduce the risk of errors. By creating an automated system that flags and closes roles once they are filled or no longer relevant, recruiters and hiring managers can focus on active roles and candidates. This ensures that outdated job listings are removed from search results and notifications, keeping the hiring process organised and up-to-date.
The Automation
By integrating automation to close old jobs based on predefined criteria (such as a status update or a set amount of inactivity), the system can automatically mark roles as "closed" when they are filled or expired. For example, once a candidate accepts an offer, the job can be automatically closed, ensuring that it no longer appears in the job portal or search filters. This eliminates manual work, prevents confusion, and ensures the job market is kept up-to-date with only open and active positions.
Conclusion
Making sure your recruiters can rely on your data is incredibly important for success. Not only this, but there are ways to make your data work for your teams instead of against them. Recruiters should be spending the majority of their time focusing on the human element of recruitment: making connections, building relationships and engaging with candidates.
Need a helping hand? At RE:STACK, we can provide you with expertly written Bullhorn Automations, to get your data clean. You’ll also gain access to a community of experts, where you can share knowledge and ask questions on various topics. If you don’t know where to start, it’s an excellent way to begin your journey to cleaning up your data.
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