When businesses are hiring applicants at a high volume, the process of recruitment and onboarding needs to be efficient, effective, and seamless. Using system integrations and Artificial Intelligence (AI) solutions helps speed up the hiring process, increase the new-hire quality, and enhance the candidate experience, while reducing the manual repetitive work and overall number of staff needed to accomplish the job. When companies invest in AI-guided application technologies and end-to-end integrated hiring solutions, they recruit higher-quality applicants, reduce turnover, generate significant savings, and foster a strong competitive advantage.
Dejana Marich, an industry insider in the high-volume recruitment and onboarding world, describes how advanced processes in recruiting and onboarding can help organizations hire better workers who will better fit into the organizational culture and who will be prepared to do their best to create solutions that benefit the company as a whole.
Revitalizing the Hiring Process
Employee onboarding is a complex process. Applicants must apply for jobs, go through the screening process, get interviewed, be selected, vetted, certified to work, trained, and given the basic tools they need to help their company succeed. In the past and present, when companies fail to utilize efficient tools, this process can be extremely time-consuming and tedious, causing many applicant drop-offs and hiring delays. Particularly when a company is hiring dozens or even hundreds of people at the same time, the workload becomes unmanageable.
New technologies are available to help employers engage and manage high-volume applications while attracting the best workers for the job. Smart rules and AI systems are available to help human resource departments screen and vet their employees early in the process so that the number of descended offers is minimized and the overall hiring time improved.
Sophisticated recruitment and onboarding solutions with mobile, text and chatbot optimized and integrated and AI-driven solutions make the process easier, faster, and better. All candidates benefit from such sophisticated solutions. Salaried employees, such as those in the software and Internet sectors, prefer sleek solutions and understand how to interact with these systems. At the same time, hourly frontline employees from food/restaurant service and similar sectors, find them helpful as approximately 75% of applicants apply from mobile devices and prefer text/chatbot assistance and e-mail reminders.
Attracting Better Employees
There is a great deal of competition for quality labor, and as the market continues to tighten, the war on talent remains a hot topic. With unemployment rates at historic lows in the last 50 years, companies across all industries continue to report that attracting and hiring top talent continues to be one of their top business challenges. This feedback runs across all employee types – from new graduates in technology fields or highly-skilled and experienced salaried to hourly employees in manufacturing and service sectors.
Forward-thinking companies invest significant resources in establishing their recruitment marketing and employee value proposition (EVP) strategies, so that they appeal better, present their jobs to the appropriate target audience and attract their ideal candidates. Customer relations management (CRM) systems help activate and store passive candidate information and manage targeted marketing campaigns with the appropriate frequency and relevant material resulting in a higher number of converted applicants. Easy-to-use mobile and SEO-optimized career sites attract more high-quality applicants and chatbot/text engagement options ensure that there are minimal applicant drop-offs due to technology preferences. AI-driven chatbots engage in various global languages, helping hourly employees and engineers globally to complete their application process with ease. Direct system integrations enable AI solutions to prepopulate/complete applications on applicant’s behalf in real time. Employees appreciate being able to apply for a job with as little hassle as possible. Cutting out steps in the recruitment process helps both applicants and employers to do their jobs efficiently.
Such technologically-enhanced career sites, marketing campaigns, and AI-driven systems attract the appropriate type of employees as the entire engagement process is customized based on employee preferences and attributes.
Cut the Time Needed to Fill Positions
By using the aforementioned integration system solutions and practices driven by AI rules, companies can speed up their time-to-fill time by upwards of 50%. The implementation of behavioral assessments and real-time pre-recorded interviews are instrumental components to drive both quality and speed. Developing the appropriate level of packages and direct integration between the video recording solutions and ATS allows for a comprehensive application process for candidates and a convenient resumé/video package for hiring managers, which helps eliminate live scheduling, delays and interviews and results in further time and cost savings efficiencies. This type of approach is extremely helpful for the hard-to-fill positions and hard-to-fill geographies where speed is instrumental, e.g., hiring engineers in the Silicon Valley, or for high-volume hourly jobs, e.g., hiring Food Service workers in any geography. Managers find these tools extremely helpful as they help them manage their business and close gaps left by departing workers or business expansions and new projects.
Hiring and training a new employee can be an expensive and time-consuming procedure and using online services and electronic onboarding helps with the completion of onboarding paperwork and required training prior to the new hire start date. This eliminates manual paperwork and frees up time for recruiters, managers, and human resources, allowing them to focus on new hire live orientation and more efficient onboarding.
Selecting the Best New Hire
While new recruitment and onboarding solutions help companies attract and engage with more applicants and speed up hiring time, these advanced solutions are also able to make better choices regarding employees that should be selected for interviewing and/or be hired. Behavioral assessments and AI-solutions are available to assess employees’ key competencies and predict their future success for the specific-jobs they applied. In addition, AI algorithms could be developed to assess candidate’s potential fit with the organizational culture and make further selection recommendations to drive for optimal business success.
These solutions are validated against the existing employees that have appropriate work history and performance data available, so that the appropriate scales and scoring are established. On an annual or appropriate basis, post-validation studies are conducted to assess the overall impact of the tool’s usage and to identify any opportunities for further improvement and recalibration. As more time passes, companies achieve the optimal level of precision and accuracy. Just as with similar tools and AI-algorithms, organizations that are on the front end of their usage will be far ahead of other companies, achieving the first-mover advantage.
AI Hiring Systems & CRM
AI hiring systems are also able to process previous applications and find potential employees who have been overlooked in previous rounds of hiring. It may be that the perfect job for these employees had not yet been found when they first applied. Using these applications and offering interviews to people who had previously applied cuts out a step for recruiting and saves time, as well reduces advertising cost.
Leadership to Foster Responsible AI & Better Regulatory Compliance
Leadership must ensure that companies follow the appropriate process to implement integrated and AI-driven hiring solutions. These frameworks do not only need to be appropriately set up for traditional legislative considerations, but also for other ethical and societal considerations and impacts. The appropriate validation studies need to be incorporated to establish the proper competencies and job packages to allow for automation to occurs. Further, post-deployment studies need to be established with the highest level of discipline, not only to assess their effectiveness against key business metrics (such as the reduction of turnover), but more importantly against demographic information (such as race, gender, age, etc.) in order to ensure that AI rules are not set up for bias. Leading companies invest in the high-quality development of AI rules and frameworks as part of their commitment to using AI to removing bias from the hiring process.
When companies use these online, mobile-optimized, AI-driven and integrated systems, they are better equipped to follow all of the necessary, complex regulations that cover their line of work; this includes, but is not limited to, the appropriate verification of background/drug test work eligibility, physical-fit testing, and professional certifications. Electronic onboarding effectively reduces the workload for both the hiring company and potential employee.
Monitoring the Recruitment Process
Advanced systems can help a company make sure that it is hitting all of its key targets. Key performance indicators (KPIs) are easier to measure using database- and AI-driven systems. KPIs can pinpoint where an employer needs to improve its processes or even its own KPIs.
Enhancing Recruitment Team Performance
Finally, it is necessary to keep tabs on the recruitment process at all stages. It is wise to decide which parts of the application process can be completed using AI and computer technology, and which need to be completed via manual touch by an experienced human employee. Perhaps the interviewing process is better when conducted by a human being and perhaps this is true only for a certain type, or level, of positions. It is crucial for each company to assess its overall recruitment and onboarding process and identify key pain points and organizational appetites for improvements in order to establish the optimal framework and best-fit strategy.
The Forefront of Recruitment Technology
In sum, AI and computerized systems are at the forefront of recruitment and onboarding technology and offer tremendous opportunities for organizations of all sizes to leap ahead on innovation and profitability. Using these new systems, companies will be able to increase their efficiency and effectiveness while practicing responsible leadership with AI implementations and hiring employees without bias inherent in the system. Dejana Marich highly recommends that all companies learn about the ways in which technology can improve and streamline both their recruiting and onboarding processes, and then identify how to reconceptualize their business and organize within the new digitalized or AI-driven framework.