From Application to Offer: Why Businesses Need Comprehensive Recruiting Automation

What is Recruiting and Why Automate It?

Recruiting is the whole process of finding, selecting, and hiring employees for a company. It covers everything from figuring out what the company needs all the way to making an offer to the chosen candidate. During recruiting, HR specialists write job descriptions, look for applicants through different channels, screen resumes, conduct interviews, evaluate candidates, and make hiring decisions.

Even though this process is extremely important for companies, especially when they're scaling, modern recruiting faces some serious problems. The cost of hiring keeps going up because there's a shortage of qualified people on the market. If it used to take 2-3 weeks to find, say, a developer, now it can drag on for months. At the same time, routine tasks take up to 80% of a recruiter's time: posting jobs, initial resume screening, scheduling interviews. Specialists can't focus on finding good candidates due to the large volume of routine work, which further inflates hiring timelines and costs.

Also, hiring managers often don't really know what's happening during the candidate selection process — they can't see how many resumes have been reviewed, what stage candidates are at, or why things are taking so long.

To fix these problems, businesses are turning to recruiting automation. And if you implement the tech smartly, the HR department's work gets much more productive:

• The system takes over all tasks that don't need complex communication, like automatically posting jobs on job boards, collecting applications, and sorting resumes based on set criteria.
• The HR specialist only steps in where human interaction is needed — conducting interviews, assessing candidates' soft skills, and making the final hiring decision.
• The computer makes formal decisions, while people make strategic ones. For example, the system can automatically filter out candidates who don't meet basic requirements, and the recruiter decides who to invite for an interview.

For instance, an automated candidate selection process might look like this: a bot searches for suitable resumes based on given criteria and puts them into the company's database. Then, AI evaluates them for relevance and ranks them from most to least suitable. The recruiter then just needs to grab the top ten resumes from the database and schedule interviews. This approach lets them focus on quality candidate assessment and making well-informed hiring decisions.

Benefits of Automated Hiring

Automating the hiring process helps companies to secure top-tier talent with greater speed and lower costs, primarily through time optimization. Tools like Applicant Tracking Systems (ATS), HR platforms for consolidating HR processes, bots for resume screening, or AI-based technologies cut down the routine work for recruiters to a minimum.

Automated hiring allows you to:

• Save HR specialists' time on routine tasks: Instead of manually posting jobs or sorting resumes, recruiters can focus on talking to promising candidates.
• Find and hire top-notch specialists faster: In a talent-short market, speed of response often determines hiring success. With tech, recruiters can process applications and schedule interviews much more quickly.
• Make decisions based on specific numbers and data: HR managers can make a solid case for investing in talent acquisition, using stats on time-to-fill vacancies or quality of hire.

• Save hiring managers' time on interacting with HR: Managers get access to up-to-date data on hiring progress through the HR system, without having to ask the recruiter directly. In the system, the hiring manager can see how many candidates passed each selection stage, what their strengths are, and where the offer approval process stands. This makes the HR department's work more transparent and helps optimize hiring processes.
   

  

Operations That Need Automation

In the hiring process, many tasks eat up recruiters' time but don't require deep expertise. Automating these operations frees up HR specialists to work with candidates and hiring managers. Here are eight key recruiting stages that can be automated:

How to Choose a Recruiting Automation System?

For automating recruiting in medium and large companies, an HRMS (Human Resource Management System) or a specialized CRM for recruiting (ATS — Applicant Tracking System) is a good fit — for example, an ATS is part of the SimpleOne HRMS solution.

When choosing a solution, pay attention to these aspects:

• Process coverage: The system should automate the entire cycle from hiring planning to employee onboarding.
• Configuration flexibility: The ability to adapt processes to the company's specific needs, for example, with low-code/no-code tools.
• Integration with other systems: Compatibility with existing job boards, the company portal, and HR record-keeping systems.
• Analytical capabilities: Presence of built-in reports and dashboards to assess hiring effectiveness.

For instance, SimpleOne HRMS offers a comprehensive solution for recruiting automation that covers all key aspects of the hiring process:

• Automation of hiring requisition processing;
• Maintaining a structured candidate database;
• Setting up hiring funnels for different types of positions;
• Creating and approving job descriptions;
• Integration with popular job boards;
• Preparing and approving job offers;
• Vacancy planning and template management;
• Generating analytical reports on the hiring funnel, broken down by job categories and candidate sources.

The advantage of such comprehensive systems is that they allow you to automate not only hiring but also related HR processes. This helps build a holistic approach to personnel management and track an employee's journey from candidate to offboarding, all in a single system.