Recruitment Process Automation: Using Technology in High-Volume Hiring
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The document discusses the benefits of recruitment process automation, highlighting key technologies and methodologies for optimizing the hiring process. It emphasizes the importance of persona development, process mapping, future state design, technology implementation, and measuring outcomes to enhance candidate experiences and improve recruitment efficiency. Additionally, it outlines trade-offs between quick and thorough processes, and presents various tools, including AI and chatbots, to streamline candidate screening and engagement.
![21WE BECOME YOU™
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Recruitment Process Automation: Using Technology in High-Volume Hiring
- 1. RECRUITMENT PROCESS AUTOMATION March 26, 2019
- 2. 1WE BECOME YOU™ Global Recognition of Excellence
- 3. 2WE BECOME YOU™ RECRUITING PROCESS AUTOMATION • Technology to automate some or all of the recruiting process • Primary points of automation: Balancing experience with automation Candidate Generation (Inbound or Outbound) Applicant Screening Interview Scheduling Offer/Contract Generation, Onboarding
- 4. 3WE BECOME YOU™ THE TALENT EQUATION How do I get as many quality applicants as possible, getting the information I need about them without making a difficult process that causes them to not apply?
- 5. 4WE BECOME YOU™ TRADEOFFS QUICK PROCESS • More total applicants • Less information about each applicant • More time sorting through limited information to decide who is qualified LONG PROCESS • Fewer applications • More information about each applicant • May not get the best applicants, but the applicants that can tolerate your long application process Source: Appcast 12.47% 6.97% 3.61% 0% 2% 4% 6% 8% 10% 12% 14% 1-5 Minutes 6-15 Minutes 15+ Minutes APPLICATION RATE
- 6. 5WE BECOME YOU™ Cielo, Inc. Key: Information we get has to be worth more than the cost of getting it • Keyword matching • Chatbots • Short assessments • Video interviews • Facial recognition • Audio interviews • Vocal biomarkers • AI writing sample analysis TECHNOLOGY CAN HELP US
- 7. 6WE BECOME YOU™ CANDIDATE MATCHING • Natural Language Processing can help algorithms understand language used in resumes and job descriptions to better match them. • Machine-learning-based matching can improve results in large data sets Companies doing this today:
- 8. 7WE BECOME YOU™ CHATBOTS • All use Natural Language Processing, some with more-advanced AI • Can be multi-platform (Text, Facebook Messenger, Slack, Twitter, web) • Can be useful for basic screening or FAQ-type question answering • Important ethically that user knows they are chatting with a chatbot, not a person Companies doing this today:
- 9. 8WE BECOME YOU™ INFORMATION AUGMENTATION • How can I find as much about a candidate as possible without them having to do anything? • Examples: • Algorithms to understand likelihood to stay/leave a job • Vocal tonality analysis • Facial recognition • Personality from writing sample Companies doing this today:
- 10. 9WE BECOME YOU™ ASSESSMENTS & INSIGHTS • Data can enlighten non- obvious relationships between talent and jobs • Examples include: • Visual Big 5 • Coding challenges / tests • Game-based aptitude tests • Image recognition tests • Meta-data based correlation analysis Companies doing this today:
- 11. 10WE BECOME YOU™
- 13. 12WE BECOME YOU™ FIVE STEPS TO RECRUITING AUTOMATION 1. Persona development 2. Process mapping 3. Future state design 4. Technology implementation 5. Measure usage & success
- 14. 13WE BECOME YOU™ STEP 1: PERSONA DEVELOPMENT • Who is your target audience? • What do they want from a process? • Is there a logical segmentation of personas in our business? • E.g., New graduates vs experienced; Salaried vs hourly; technical vs non-technical
- 15. 14WE BECOME YOU™ Michael, 29, Male Solar Installation Technician BACKGROUND • California High School • 3 years US Marine Corps • Apprenticeship as Solar Installer • 2 years as Facility Technician with CBRE • 1 year as Operating Engineer with CBRE ATTITUDE & VALUES • Strong sense of loyalty, values integrity • Reward is linked to effort and pride in achievement • Values learning and wants to future-proof career with latest training and technology CURRENT MEDIA PREFERENCE FACE TO FACE LINKEDIN FACEBOOK JOB BOARDS COMPANY CAREER SITE MOBILE APPS PRINT MEDIA PHONE Passive job searching Active job searching Qualifying opportunities Applications Interview On-boarding “ “ PERCEPTION OF YOUR BRAND NEGATIVE NEUTRAL POSITIVE I am not actively looking. But if something amazing came along I’d take a look.
- 16. 15WE BECOME YOU™ STEP 2: SEGMENT PROCESS MAPPING • What are the front-of-funnel problems for each of our major segments? • Do we have too few candidates? • Do we have too many candidates, but have trouble getting through them to find the right ones? • How many qualified, interested, and available candidates do we need to fill the job?
- 17. 16WE BECOME YOU™ TOOLSETS TO FIT CANDIDATE JOURNEYS Scenario 1: Too many candidates Careers website Online Application Resume / CV Scoring Tool A C B Interview Scheduling Hold / contingency Timed communication New
- 18. 17WE BECOME YOU™ TOOLSETS TO FIT CANDIDATE JOURNEYS Scenario 1: Too many candidates Careers website Online Application Resume / CV Scoring Tool A C B Interview Scheduling Hold / contingency Timed communication A C B Screening #1 Still too many? Layer in additional screening to get to “long list” Interview Scheduling - Scored min-qual questions - Light assessment - Chatbot screening Screening #2 - Deeper assessment - Video interview - Audio interview - Chatbot answer scoring New
- 19. 18WE BECOME YOU™ TOOLSETS TO FIT CANDIDATE JOURNEYS Scenario 2: Too few candidates Careers website Online Application Programmatic job distribution Short apply <7 min Apply start to Apply finish - Desktop > 12% - Mobile: >8% Compelling content Talent CRM Engagement Tools Sourcing Tools
- 20. 19WE BECOME YOU™ PROGRAMMATIC ADVERTISING Job distribution based on rules • Use algorithms and integrations to efficiently use pay-per-click advertising tools for job applicants • Creates efficient spend based on a set of rules
- 21. 20WE BECOME YOU™ DOWNSTREAM AUTOMATIONS • Automated phone interview scheduling • AI Assistants for complex interview scheduling • Keep-in-touch tools for onboarding
- 22. 21WE BECOME YOU™ STEP 3: FUTURE STATE DESIGN & REQUIREMENTS [ NO ] Hiring Manager Experience Candidate Experience ONE TWO THREE FOUR FIVE SIX ONE TWO THREE FOUR FIVE SIX REQUISITION DISTRIBUTION & CANDIDATE ENGAGEMENT SCHEDULING INTERVIEW OFFER JOB SEARCH QUICK APPLY & ASSESSMENT COMPLETE APPLICATION SCHEDULING INTERVIEW OFFER & PRE-EMPLOYMENT PROCESS THANK YOU FOR APPLYING [ YES ] [ YES ] FEEDBACK
- 23. 22WE BECOME YOU™ STEP 4: TECHNOLOGY IMPLEMENTATION • Never go shopping without a list • Always ask about integration • Document process changes • Pilot, then roll out aggressively
- 24. 23WE BECOME YOU™ STEP 5: MEASURE USAGE & OUTCOMES Automation Usage measurement Outcome Measurement Resume Matching All applications will be scored A, B, C Time spent reviewing CVs reduces by 75% Interview scheduling Self-scheduling is used for 50% of phone screens Time between candidate apply and phone screens reduces by 30% Video Interviewing 75% of sales requisitions have video interview candidates Ratio of phone screens to shortlisted candidates reduces by 50% Assessment Candidate assessment completion is >80% First year turnover reduces by 10% Overall process Maintenance of systems takes less than 20 hours/wk Hiring outcomes increase in time, quality and satisfaction YOU always define outcome measurements, never technology vendors
- 25. 24WE BECOME YOU™ RECAP • Technology can significantly improve your recruiting process • Follow 5 steps to success: 1. Persona development 2. Process mapping by segment 3. Future state design 4. Technology implementation 5. Measure outcomes • Work with trusted partners that can help you focus on outcomes
- 26. 25WE BECOME YOU™
Editor's Notes
- #3: MATT – QUICK INTRODUCTION OF BRAND Cielo is the world’s leading strategic Recruitment Process Outsourcing (RPO) partner. We leverage our global reach, local talent acquisition expertise and customized solutions to help clients achieve a sustained advantage and outstanding business outcomes through their talent practices. Cielo’s global presence includes more than 2,000 employees, serving 177 clients across 95 countries in 39 languages.
- #6: Graph shows “Average job application completion rates across all industries based on length of time it takes to complete an application (in minutes).
- #13: Slide Purpose: Affirm Cielo’s Commitment to People / High Tech ENABLES High Touch Technology is only as valuable as the human experience it improves. Recruiting is about human connections. We are thoughtful about where we use automation because we’ve all had negative experiences with technology. There is a danger of over-automating and ruining the experience. Our lens is that it has to improve the experience of the recruiter, the candidate or the hiring manager for us to implement the technology. Part of what we do is try and learn from our partnerships. A good example of learning when too much automation has a negative impact is with phone screens. For a client, we noticed that almost 100% of candidates were passing their initial phone screens, which told us that our pre-screening process was working near-flawlessly. Since it was a near-perfect pass-through rate, we decided to remove the phone screen to streamline the process and ultimately reduce time to hire. What we learned quickly was that the phone screen was not an important part of the screening process, but it was critically important to candidate engagement. Candidates who were not phone screened were no-showing hiring manager interviews at an alarming rate. The candidates had not made a human connection, no engagement. There was no reason to show up because there was no person to disappoint. So we reinstituted the screening call, but not to screen, but to get them excited about the opportunity to speak with a hiring manager about a new role.
- #16: Adam Persona with relevant desires/interests
- #23: After understanding the process you want to create – let’s make process maps of both the candidate experience and the manager experience. We’ll identify gaps to solve in the implementation process as well as get a start on the requirements of technology that we need to select.