Recruiting automation enables you to streamline repetitive workflows, processes, and communication throughout the entire recruiting cycle to ultimately improve bottom-line and top-line growth.
With recruiting automation, your team can:
Automate repetitive, often-forgotten tasks and ensure the right processes happen at the right time.
Identify inaccurate or incomplete records and automate various cleanup processes.
Create high-touch experiences with candidates, clients and contractors throughout the entire recruiting process.
Platforms provide core functionality and provide an integration point for other applications. They ‘talk’ with complementary solutions and are foundational to a staffing firm’s technology stack. They also allow flexibility for staffing firms with different priorities or pain points.
Products integrate with platforms to help mutual customers solve their business problems. Products have a specialized focus that can limit their scopes, such as VMS or onboarding automation, but they are valuable stand-alone or connected with a platform.
3.2
Automating routine tasks like sending email, writing text messages, updating records, launching surveys, adding notes and tasks saves an average of 3.2 hours per day per employee.
16,560
Recruiters and salespeople can automate 16,560 email, texts, surveys, field updates, notes and tasks saving a whopping 763 hours per year!
Improved productivity, less busywork, more effective outreach to candidates or clients
Message automation
Send a welcome email to new applicants, a text message on a contractor’s first day, an interview email reminder, or anything else you can think of. Automate touchpoints throughout the recruiting process.
Process automation
Update records, add notes, create tasks, and notify record owners of key changes – all on autopilot. Improve productivity and ensure important tasks don’t slip through the cracks.
Intelligent job matching
With the aid of machine learning, match candidates with job openings from your ATS for use in any outbound communication or automation.
Enforce best practices at scale across an organization
Intelligent owner assignment
Automatically assign records to the applicable recruiters and salespeople so each team can understand who they’re working with.
Data cleanup
Declutter your ATS by finding outdated records, people with no contact information, or records without activity and speed up searches in your system.
Better data quality and a consistent brand experience
Branded communications
Every email, text and outbound message is on-brand and consistent throughout the entire organization. This leads to a more cohesive experience for candidates and clients.
Webpage tracking
Track website activity from candidates or sales contacts and trigger automated actions. When a top candidate views a job, automatically send an email. If a sales lead downloads a whitepaper, set a task to call them right away.
Automation helps turn your inactive ATS candidates into an engaged talent pool through consistent, relevant communication.
Capture more value from vetted, hard-working candidates by automatically engaging throughout the entire assignment.
Keep a finger on the pulse of your business by automating frequent NPS surveys to contractors and clients and uncover issues before they spiral.
We analysed data from Bullhorn customers using automation and those that did not. The results? Automation helps firms create more competitive distance in job adds, submissions and placements vs. those firms that haven’t automated processes and communications.
We're going to have to keep automating processes. Everyone in the industry has had to improve their technology this year to support people working from home, so anything not making us efficient will slow us down. It's about automating, getting better integrations between our systems, and making the whole internal process as seamless as possible.
Whether you are an experienced recruiting automation user or are just getting started, here are recruitment-specific automations that you can implement now
SIMPLE
Improve data accuracy and create a more actionable talent pool by automating simple data cleanup tasks like copying, clearing, and setting field values.
SIMPLE
Less friction and more interaction around interviews lead to faster placements and feedback.
SIMPLE
Net Promoter Scores (NPS) help track your reputation and overall satisfaction over time. NPS scores are helpful to assess the overall experience for candidates and clients.
ADVANCED
Shorten the time it takes to post candidates to new VMS jobs by automatically matching candidates to new VMS jobs and then automating messaging to those candidates to assess interest.
ADVANCED
When a prospective customer or A-player visits certain pages, automation kicks in and alerts the assigned salesperson or recruiter, puts a task for them in Bullhorn, and can add a note to their record.
ADVANCED
Gather interest or pre-screen candidates for open roles using automated surveys. For example, when a new role opens, you automatically match candidates and send a survey capturing job-specific criteria like lifting capacity or simple yes/no assessments.
The challenge: Can you trust technology? Today’s automation technology focuses not on replacing man with the machine but on alleviating the most laborious and monotonous aspects of a job, allowing workers to focus their efforts on higher-value tasks and let recruiting robots handle the busywork.
How you overcome it: By taking the time to understand exactly how automation works and what it could do for you, unknowns quickly become known and the fear evaporates.
The challenge: While our urge for comfort and consistency is strong, an attitude of ‘if it ain’t broke, don’t fix it’ simply doesn’t cut it in today’s business landscape.
How you overcome it: If you can overcome the fear of change, you’ll quickly realize that the risks of automation aren’t all that risky. Once you’ve incorporated automation, your team will be doing higher value, less laborious, and less monotonous work.
The challenge: What about the changes that can’t be foreseen? The fear of unintended consequences – of damaging systems and procedures that up until this point has run smoothly – is an entirely fair one to have.
How you overcome it: Start by planning, building, and then testing your automations. Allow employees to get used to the automation and roll out an internal overview before you make the switch. Use this time to identify best practices and create solid processes that workers can follow to the letter.
Can you build your own workflows?
Are you locked-in to a specific vendor’s workflow or do you have the freedom to build workflows based around your unique business processes.
How difficult is it to configure?
Does it require a 3rd party integrator or can you start using it right away?
Can the tool adjust with my business needs?
Ensure your future business needs are met by purchasing a recruiting automation tool that is flexible and configurable with clicks and not code.
How can I measure success?
Look for dashboards and reports that display real-time information and the health of your automation activities.
Can the tool support my entire business?
Purchase a tool that helps automate activities throughout the recruiting cycle and accommodates candidates, clients, submissions, placements, jobs, and other entities in your ATS.
Understanding where you are today will help you drive towards where you want to go. In other words, it’s important to figure out where the gaps live in your process and how automation can fill them. Below are some common areas where firms typically see gaps in their processes:
Why are new hires falling off? Why do we have candidates off contract with a current status of ‘Placed’? Why is our database full of inactive candidates? Once your team understands why the gaps in your process exist, determining how to address those gaps becomes clearer.
While automation can make a positive impact on many parts of the recruitment process, it’s important to differentiate between tasks that should be automated from those that should still be handled by each recruiter or team member.
Five Rules to Follow:
Two Cases Where You May NOT Want to Automate:
What to look for while you’re evaluating solutions:
Easily create automated workflows with a few clicks rather than code.
Create beautiful, mobile-friendly email templates for use in workflows.
Create and send text messages as part of automated journeys and respond when candidates have questions or concerns.
Integrated with third-party applications to expand capabilities.
Search across all entities to create very granular audience segments for use in workflows.
Leverage a solution built to handle client contacts, candidates, submissions, placements, jobs, and more.
Track the behavior of candidates and clients that visit your website and use that information to take automated action.
Capture satisfaction or NPS scores from candidates and customers to keep tabs on the pulse of your business.
Automatically keep data accurate by updating field values and writing back data to the ATS from survey responses, data age, or online behavior.
Personalize every communication using field values directly from entity records and dynamically use information relevant to the candidate or client.
Build surveys to capture work availability, upload resumes, pre-screen candidates, post-interview satisfaction, and more.
We’re pushing innovation in the staffing industry and helping firms automate busywork.
Herefish by Bullhorn
Herefish makes it easy for modern staffing firms to automate workflows, create a pool of talent, and enhance experiences throughout the entire recruiting cycle.
Bullhorn VMS Sync with Submittals
The only closed-loop VMS integration available to staffing firms and is empowering firms to fill job openings at over 350 of the world’s largest companies.
Bullhorn Onboarding
Create electronic pre-hire and onboarding forms, populate fields on forms automatically with job and candidate data, and provide candidates with a secure portal to complete and sign documents easily, allowing them to start their new role sooner.
The Bullhorn Marketplace is home to over 100 pre-integrated solutions that can help you to innovate and differentiate from your competition. With the Marketplace partners focused on recruiting automation, you can build a customised tech stack to power your team’s unique workflows.
