Recruitment is a time consuming and labor-intensive process which plays a key role in your organization’s success. If done correctly, it also helps at attracting top talents and thus builds a result-driven team. Like everything else, such processes aren’t perfect. There are many different ways or methods that a company uses to recruit employees, some of which can be the use of AI recruitment software, AI screening software, etc with each having its advantages and drawbacks. Therefore to choose one over the other will depend on the business model, organizational culture and goals.

Recruitment and Selection:

Every organization starts with many types of recruitment methods to search for various potential job candidates that have the desired knowledge and experience. Another thing that does next is to create a pool of applicants and then identify those that will fit the role requirements through the selection process. Both these steps are equally important when it comes to hiring the right people and thus attracting the right talent.

Modern technology has also helped at changing the recruitment and selection processes dramatically. Nowadays, candidates no longer need to travel for long distances to have job interviews, because everything can be done online.

HR managers help at identifying, interviewing, screening and testing potential employees over the internet. Recent reports have also suggested that 84 percent of companies have used social media to recruit talent. This allows them to reach more applicants, which in general is 48 percent of applicants searching for new jobs on social networks.

Companies also help at recruiting top talents from within to cut costs and thus to give the employees flexibility to pursue new paths. This process is also termed as internal recruitment.

Pros and Cons of Recruitment:

Whether it’s about video interviews or mobile recruitment, there are many different ways the HR managers can help at identifying and selecting potential candidates. Each having its own set of pros and cons.

  • Internal Recruitment:

Recruitment is done internally, for example, they can be done with the help of promotions or through transfers. The company can also have the chance to decide whether to allow the existing employees to switch from temporary or part-time positions to permanent or full-time positions accordingly.

The recruitment methods of this kind are cost-effective and thus can be used to boost employee morale while at the same time; it can help retain the top talents of a certain organization and reducing employee turnover. Plus, it also helps the staff of that organization to have more motivation towards working hard and in giving their best.

The drawback of this method is that hiring from within the organization may result in limiting the number of potential candidates. Additionally, this will also result in missing out on fresh ideas and perspectives that an external candidate can bring. Conflicts at a workplace may arise due to this too.

  • External Recruitment:

On the other hand, external recruitment can be used to eliminate such problems but maybe way more expensive and time-consuming. As a part of a business owner, one will need to train new employees, to help pay for background checks, to help at subscribing to job boards and resume databases, and post ads online or in local newspapers. Furthermore, it may seem that the selection process may not be effective enough to help at identifying the right people who are suitable for this job.

Automated recruitment, which is focused on using artificial intelligence software for recruiting and for screening candidates, isn’t perfect either. Even though it will help at saving them time and money, it may also result in the organization losing out on full potential candidates that would have been a perfect fit simply because their application is not formatted properly.

Automation tools will help at scanning a candidate’s resume, AI cover letter or online applications for specific keywords and key phrases that are related to this job. If these AI’s don’t find these words or phrases, then the applicant is automatically disqualified – not to mention how many job seekers have typical work experience and can still be a suitable match up to fit one’s business perfectly. In such kinds of scenarios, automated AI recruitment software will thus disqualify these types of applications from the very beginning.

How does the selection process work?

The selection process, on the other hand, varies from one organization to the other. In the general context, it’s being done through interviews and testing, which are done based on – online, face-to-face or both.

Pre-employment testing, on the other hand, for instance, allows the HR managers to help at assessing the candidate’s skills and how they help at fitting into the organization. Compared to interviews and other selection methods, tests are more objective and reliable.

However, such kinds of methods have their drawback. Firstly, it rarely sums up the whole picture. Secondly, there might be some concerns regarding the honesty of the candidates.

Below is a list of few ways how technology can help at automating the recruitment and selection process.

  • Candidate Sourcing:

There are various strategies that can be used to attract candidates, including referrals, job fairs, online postings, etc. It can be done internally and externally both ways.

  • Resume Screening with an Applicant Tracking System:

Many applications are sent to a resume collecting database, wherein various organizations may try to find out whether it’s needed for the applicant to meet the necessary requirements and is eligible for position opening or not.

  • Video Interviews:

As the name suggests video interviewing acts as a replacement for face-to-face interviewing and thus is an immense time-saving tool that helps in streamlining the process for selecting applicants. It can also be reprogrammed to eliminate the first step, which is phone calls interviewing.

  • Integrations:

When an Application Tracking System (ATS) is integrated with many kinds of supplications, it helps at reducing the manual labor required for executing various kinds of functions. Without this method, recruiters previously had to go through manual entry of candidate data into the system which was a very time-consuming process.

  • Screening and Shortlisting:

Screening the candidate with the current database helps at clarifying which candidate will be the right choice due to having a higher success of history and which ones won’t make the cut. All these get based upon their performance, turnover rates, and tenure. Manual screening isn’t required for such resumes at all.

Conclusion:

Corporate HR departments and other recruiting agencies make the most out of automated recruiting and screening software to source prospective candidates, to analyze different metrics, and to find the right fit, thus ensuring maximum output with the least effort. Therefore, an automated HR software solution like Pinch AI recruiting software can make all the hurdles easily accomplished.