Find the Right Balance Between Recruitment Automation and Personalization
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The document discusses finding the right balance between recruitment automation and personalization. It notes that while automation use is increasing, most organizations struggle with implementation. The future of recruiting will be driven by innovation, experimentation, and disruption. Investment in recruitment technology is accelerating as innovative solutions are needed. However, most organizations have disparate recruiting systems with no clear direction, creating a chaotic state. The document provides examples of how companies have successfully increased efficiency and reduced costs through strategic use of automation technologies while maintaining a human-centered experience. It suggests practical steps for organizations to start automating their recruiting processes.
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Find the Right Balance Between Recruitment Automation and Personalization
- 1. 11/21/2019 FIND THE RIGHT BALANCE BETWEEN RECRUITMENT AUTOMATION AND PERSONALIZATION
- 2. 2 … Most organizations struggle to make recruiting automation a reality. Although many organizations are increasing the use of automation today ... THE FUTURE OF RECRUITING IS AUTOMATED 91% of organizations are using automation technologies 28% of organizations are automating more than half of their talent initiatives
- 3. 3 In the next five years, recruiting will be driven by innovation, experimentation, disruption and destruction.
- 4. 4 Investment in HCM and recruitment technology is accelerating as the need for new, innovative solutions becomes more apparent. THE FUTURE OF RECRUITING IS BEING BUILT TODAY $5.5B has been invested in HR and recruitment in the last 18 months Source: HRWins Global VC Report 2019
- 5. 5 Most organizations have some recruiting technology. Unfortunately, those same organizations have only parts of it integrated and these disparate systems add complexity to recruiting. Organizations cannot move fast enough to find a sustainable direction. Many disparate systems with no sense of direction THE CURRENT STATE OF RECRUITING TECHNOLOGY IS CHAOTIC
- 6. 6 This future is possible because of innovations and changes across all technology TECHNOLOGY ADVANCEMENT IS SPEEDING UP INNOVATION Scalable cloud technologies Advances in predictive algorithms and AI Progress in smart automation Complete reliance on mobile devices
- 7. 7 AUTOMATING DIFFERENTLY BY ROLE TYPE Call Center Automated labor market Automated programmatic ads Automated screens with ML, chatbots, scoring with impression center backup In-person interview with managers. No assessment or decision framework. Online onboarding, personal concierge calls Automated survey, reports, analysis Little useful market data Programmatic ads, network-based sourcing Code tests, skills assessments In-person interview Online onboarding, personal concierge calls Automated batch reporting Blockchain Engineer
- 8. 8 Leading security company makes strides in automation MAXIMIZING RECRUITMENT AUTOMATION 4x increase in candidate volume 50% reduction in time to fill 17.5K job offers in the first 12 months Basic labor market analysis Programmatic advertising, automated sourcing Score-based qualification Automated interview scheduling with hiring manager Automated keep-in-touch texts, online verification & onboarding Real-time automated reporting
- 9. 9 Quest Diagnostics makes recruiting more efficient MAXIMIZING RECRUITMENT AUTOMATION 30% of new hires come from intelligent automated sourcing 15% reduction in recruiting costs 90% hiring manager satisfaction Highly available labor market data Automated sourcing drives candidate sourcing, programmatic advertising Automated voice interviews Candidate self- scheduling Mostly manual onboarding processes with some online tools Web-based reporting on funnels key measures
- 10. 10 AUTOMATION OF RECRUITING PROCESSES
- 11. 11 CASCADING CHOICE SYSTEM Quick Apply Qualifying Questions Chat Screening Choice End Recorded Voice Screening Choice AutomatedScoring V2T Transcription End Schedule START Live phone interview choice
- 12. 12 AUTOMATED SCREENING METHODOLOGIES COMPARED Candidate Completion Match Fidelity Review Effort Screening chatbots High Medium Low Video interviews Low Medium High Voice interviews Medium Medium High Assessments Medium High Medium Facial recognition Low Low Low AI resume matching High Medium Medium
- 14. Cielo, Inc.14 AUTOMATION ONLY WORKS WITH PEOPLE AT THE CENTER of organizations believe automation is most effective when it complements humans, not replaces them Source: Economist Intelligence Unit, June 2019 79%
- 15. 15 Thinking about the hiring process from a candidate and hiring manager point of view HOW CAN WE GET STARTED?
- 16. 16 Even well-designed recruitment automation has inherent challenges: THE RISKS OF AUTOMATION Inherent risk of new technologies Implementation work Adoption and training costs Long contracts for untested solutions
- 17. 17 You can overcome some of the challenges by thinking about design: OVERCOMING CHALLENGES WITH DESIGN THINKING Inherent risk of new technologies Implementation work Adoption and training costs Long contracts for untested solutions Considering the ideal state first Solving the “what” before the “how” Understanding the entire process Managing results and risks
- 18. 18 Technology is only as valuable as the human experience it improves
- 19. 19 The future of talent acquisition is a blend of human and technology experiences. TECHNOLOGIZE THE PROCESS, HUMANIZE THE EXPERIENCE Setting clear strategy Designing based on the journey Building meaningful experiences Automating without detracting Making the process personal Focusing on strategic outcomes
- 20. 20 Cielo works in partnership with clients by: NAVIGATING TOWARD OUTCOMES THAT MATTER Aligning our interests and reducing risks Delivering great experiences for everyone Hiring people efficiently, effectively and on budget
- 21. 21 Review 3 ways to automate • Consider adding specialized tools • Consider outsourcing • Consider non-traditional tools like robots Quantify value of your chosen automation • Understand direct labor cost • Quantify impact of speed in that part of the process • Quantify impact of quality Review steps in your recruiting process that may be ready for automation • Candidate screening • Interview scheduling • Onboarding Practical steps to get started 3 THINGS YOU CAN DO TOMORROW 1 2 3
- 22. 22 Cielo has created the Recruiting Tech Navigator to help organizations easily evaluate solutions that can drive business outcomes across the six critical stages of the recruitment process. Using this interactive site, you can quickly explore and compare more than 140 tech vendors and their capabilities based on the stage in the process you are seeking to improve. Explore a World of Possibilities Using Our Recruitment Technology Navigator WE KNOW RECRUITING TECHNOLOGY
Notas do Editor
- ADAM If You Are Not Automating, You Are Already Behind. Recruitment is shifting and automation is going to be a key piece. The shift is happening today in business and it is dramatic. 91% of organizations are using automation, and it is especially prevalent in areas like finance and IT. What is missing is talent and, specifically, recruiting. In fact, while more than 9 in 10 organizations have automated key parts of their business, just 28% are automating more than half of their talent initiatives.
- ADAM In the next five years, recruiting will be driven by innovation.
- REBECCA
- REBECCA Most organizations have the basics; an ATS, integration into HRIS and other key tech. Beyond that, there is variability — especially when integrating with hiring partners like RPO and innovative tech. But it is not enough.
- REBECCA Today, recruitment can be more automated than ever. The availability of scalable cloud services and widespread adoption of technology like mobile devices also allows organizations to take advantage of automation in ways that were not available. It is amazing, but there are also many ways of approaching it.
- ADAM
- ADAM Facing stiff competition, U.S. Security Associates (USA) struggled to attract enough qualified hourly candidates and fill positions quickly enough – causing increased overtime costs and affecting the company’s ability to add new customers. USA implemented Cielo’s High Volume RPO solution right before peak hiring season and went live in just four weeks. High Volume RPO maximizes the level of automation, while still ensuring a personal touches at the right moments in the process. Rather than spending countless hours on recruiting and screening, branch managers and staff now only need to manage the in-person interview – getting back valuable time to focus on running and improving their business. They can also be more selective, knowing they will have qualified candidates ready whenever they need them.
- ADAM There are areas in the recruitment process that make it difficult, if not impossible, to automate. Think about interviewing or offer negotiation. These are areas where you want human interaction. Since partnering with Cielo in 2015, Quest Diagnostics has been able to hire high quality talent, at a reduced cost, and at an increased speed. Cielo introduced intelligent automation through Cielo’s SkyRecruit to source hires for a particular high volume hiring position. Out of over 11,000 hires, 3,442 of them resulted from intelligent automated sourcing.
- ADAM Most immediately ready for automation.
- ADAM
- REBECCA
- REBECCA
- REBECCA There is a dichotomy and balance that leaders must address between automation and people. It needs to be done in a strategic way, that addresses the strengths of people and technology. For every organization, there is a balance between automation and people. But almost everyone agrees that automation works best when it complements people rather than replaces them. Especially in recruiting, finding the right balance between automation and people is an individualized.
- REBECCA Where can organizations get started? It is not wise to just jump into picking parts to automate. We need to think about the experience of candidates and hiring managers -- our key stakeholders in the recruiting journey. Starting with design thinking can help organizations prioritize the right experience for organizations.
- REBECCA Automation and new technologies always has some inherent risks. You have implementation work, adoption and training costs, and long contracts for solutions that you do not know will work.
- REBECCA Prioritizing design thinking can help you think about what you want before you introduce technology by solving the what before the how, understanding the process from beginning to end and managing and mitigating the risks
- REBECCA In the end, we believe that technology is only as valuable as the human experience it improves. At the center of every move to automate or technologize processes, it should be with the end goal of improving experiences.
- REBECCA Cielo takes a clear strategy when we look to balance automation with people. Start with strategy, designing based on our journey, thinking of the meaningful experiences which feeds into what parts you want to automate while giving the process a human touch. Finally, we want to ensure we are focusing on strategic outcomes. Giving users choice and making it personal
- ADAM We focus on outcomes by doing three things with every client: We align our interests and focus on reducing shared risk. We deliver great experiences for TA, hiring managers, and candidates. When we combine those two, we are able to hire people efficiently, effectively and on budget.
- ADAM
- ADAM