Balancing Automation and Personalization in Recruitment

Balancing Automation and Personalization in Recruitment

Recruiters who automate the hiring journey have a 64% higher fill rate and are 55% more likely to report revenue gains. However, making recruiting processes more efficient with the latest tools is often no substitute for the “human touch.” Customizing hiring workflows for potential candidates can help you meet their unique needs, leading to more positive experiences for applicants. So, how do you strike the right balance between automation and personalization? Get some tips below.

Use Automation for Screening and Scheduling

Screening prospective employees doesn’t require a human connection, so you can automate much of this workflow with the latest technology. Different tools streamline various parts of the screening process, freeing up your time.

Here are some tasks you can automate:

  • Background screening that verifies a candidate’s education, previous employment, and other information on their resumes
  • Credit checks that reveal insights about a candidate’s financial history
  • Performance tests and talent assessments that identify whether a candidate will be a good fit for your company

Of course, there will be some screening tasks you just can’t automate, such as physical exams and drug testing.

Automation tools also streamline candidate scheduling. For example, platforms like Calendly and Google Scheduling let a job applicant schedule interviews with HR teams and hiring managers quickly, which can improve the candidate’s experience.

Communicate With Applicants Regularly

Job candidates value communication at different stages of the recruiting journey. Research shows that 84% of applicants expect a personalized email response after applying for a role, while 36% want to receive updates during the hiring process.

Automation tools can generate email responses and updates from your HR team. However, communicating with candidates directly is probably a better idea. Doing so allows prospective employees to ask questions about their applications and get to know your team on a deeper level. Plus, candidates might feel more valued if you talk to them on the phone or type out an email.

Utilize Chatbots at the Beginning of the Recruiting Process

Sometimes, it might not be possible to send every candidate a customized, hand-written email to thank them for their application, especially if hundreds of job seekers have shown interest in a role.

That’s where AI-powered chatbots come in handy. These technologies simulate human conversation and generate personalized messages for candidates, saving your HR team time and resources. Most applicants won’t even know they received an AI-generated response.

While chatbots are useful at the start of the hiring process, it’s always best to communicate with candidates at later recruitment stages, such as interviews and screening. By talking to applicants, whether over the phone or via email, you can learn more about their skills, achievements, and cultural fit.

Incorporate Storytelling and Transparency into Your Hiring Process

Storytelling is one of the most effective ways to engage with candidates throughout the recruitment workflow. Creating a narrative about your company can help applicants learn about your values, goals, and culture, which might make a job position more desirable. For example, you can add storytelling to job descriptions and illustrate why your company is such a great place to work.

AI tools automate storytelling by generating text for job descriptions, website pages, and welcome kits. However, writing your own text can add a personal touch to the recruitment process. The right content writer can get your message across to candidates and new hires and help them understand what your company stands for and believes in. For example, you can tell people about your commitment to sustainability or diversity, equity, and inclusion.

Transparency is just as important as storytelling. Be honest about a job role and all the responsibilities it entails, even if some tasks aren’t very exciting. Also, explain recruitment timelines and how long it might take for a candidate to reach different stages in your hiring process. This honesty will make applicants value your company more and help you humanize the hiring process.

Investing in Feedback Loops and Continuous Improvement

Creating feedback loops, which involves collecting and analyzing information from potential employees, helps you understand the effectiveness of your hiring workflows and how they align with candidate expectations. That way, you can improve the experiences of job applicants in the future.

Automation tools will help here. Platforms like SurveyMonkey and Typeform let you gather responses from candidates, letting you assess different perceptions of your company. However, it’s important to personalize surveys and other feedback methods by tailoring questions based on the job someone applied for and other factors.

By learning more about candidate experience, you can also contribute to continuous improvement in your company. Discovering what someone thinks about your recruitment process can help you improve it in the future.

Find Top Talent in Your Industry

Knowing whether to use automation or personalization for different recruitment tasks can be tough for any HR team. However, striking the right balance can streamline operations, improve experiences, and strengthen relationships with candidates.

If you need some help with the hiring process, MRINetwork is here for you. For more than 55 years, we’ve connected companies with top performers in their industries. Find an MRINetwork office near you now.