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March 4, 2021

The advancements in technology have increased two-fold during the worldwide lockdown period due to the current COVID-19 pandemic. There are tasks which were considered unimaginable to be executed while employees work from the comfort of their homes but now the situation is such that most companies are actually allowing employees to work from home for a longer run as the new normal. This setup will help companies cut down their expenses on common utilities and also benefit employees in terms of saving time spent on commute and utilize it in learning and skill development.

Along with individual’s skill enhancement businesses should also evaluate processes which are monotonous and tedious but can be fast tracked to be more effective with the help of technology. In today's world technology is moving at such a fast pace that if organizations do not keep their processes in sync with these technological advancements, there are chances that these companies might become obsolete and run out of business.

A very vital part of the organization which actually makes up the entire structure is its workforce for which the talent acquisition strategy should be designed in a way that quality employees who will innovate, design and implement these technologies are hired. Given below are some advantages of recruitment process automation which can reduce the efforts involved in fulfilling talent acquisition needs:

  1. Recruiters receive a large number of resumes in a day which includes candidates who do not match the required skill set mentioned in the job description and it takes recruiters a lot of time to go through these resumes and shortlist candidates suitable for the opening. Processes which can scan through multiple resumes in a few hours and look for keywords to find the set of best suitable candidates can help reduce efforts.

  2. During interviews and engagements recruiters waste time with candidates who are not actively looking for jobs. AI can help in identifying active job seekers by factors such as profile updated date, activity details, time spent on portal, number of times the candidate has logged in to the portal and so on.

  3. Implementing scheduling assistants can help shortlisted candidates view their respective hiring manager’s calendar and schedule/reschedule interviews as per the interviewer’s availability. By doing this the time spent by recruiters in coordinating with interviewers and interviewee is saved.

  4. Application Tracking System (ATS) can be used to track the status of multiple applications by various stakeholders which could help them in decision making in such a way that if the turnaround time is too high then those processes can be eliminated.

  5. Dashboards and reports can be used to understand which jobs require more time to hire, and analysis on the same can be done to find the root cause of it which can eventually result in processes being modified or revised for better performance and higher results.

  6. With the help of automation in recruitment, business rules can be set in the HRMS system and jobs can be posted simultaneously on various portals. Recruiters need not post the openings manually, and a lot of time invested on this activity could be saved. Even the postings can be removed with the help of rules set through automation.

  7. In-built salary recommendation feature can help recruiters compare salaries of various employees in same group/department, and eventually recruiters can decide the salary range applicable for a set of positions. The salary suggestion can also take into account the amount of budget allocated for new hires in case such data is provided.

  8. Systems to be designed to automatically fill the required onboarding forms from uploaded copies of candidates resume/mark sheets/identifications proofs after which the candidate should be asked to just verify the data hence reducing the efforts of correcting any manual mistakes made by candidates and verification is easier for HR teams.

  9. Analysis can be done on the surveys filled by new hires based on which analytical tools can recommend suggestions on processes that can be improved/revamped or even find processes which are good and the reason why they are good. For example, trainings can be recommended, or buddy mentor programs can be implemented to help new joiners get acquainted with their roles and responsibilities.

While it is important to have processes in place which save time for recruiters and which will eventually help the organization to save costs spent on the lengthy processes, it is also very crucial to have a balance of human intervention and automation in complex HR processes otherwise there could be chances of mistakes.

Aanchal Nebhnani is a Business Analyst with the Platform Solutions unit at TCS. In her experience of five years, she has worked for many esteemed national and international clients as Functional Consultant and SAP Technical Consultant. She holds a master’s degree in Business Administration in Human Resource and Business Analytics from IMT, Nagpur, along with a graduate degree in engineering.


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