In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
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How Technology Can Standardize the Five Stages of Recruiting
How much of the sourcing, interview, and hiring process are you leaving to chance? Ironically, corporate production is a numbers game, but many times the recruiting process runs more on gut feel than a standardized process.
We believe effective recruitment strategies can — and should — be built on systematized processes that apply science to the art of recruiting. Let’s look at the five stages of the recruiting process and how your applicant tracking system could standardize and improve your efforts.
What Are The Five Stages of Recruiting?
Management Study HQ defines the five stages of recruiting as:
- Strategy development
The recruiting funnel is not unlike a sales funnel, with candidates dropping in via our sourcing efforts, and then moving through the funnel to an offer or a decline.
The recruiter runs into trouble when the recruiting funnel runs dry. Whether the recruiter didn’t spend enough time resume harvesting, or inadequately screened applicants before they reached the hiring manager, the result is usually a slower time to hire.
Technology can help recruiters at every stage of this process, creating a strong, consistent recruiting pipeline that fills roles faster and helps talent teams work smarter.
Step One – Planning
In any company, recruiting planning should translate vacant jobs into a target list of activities to reach qualified candidates. This is where recruiter activity will yield a final pool of candidates, so companies must determine how much activity will ultimately yield enough qualified job candidates to fill all the openings.
Today’s line of next-generation applicant tracking systems can establish a customized dashboard that shows, at a glance, the activities that will lead to your next new hire. Simple to-do lists keep recruiters on track with daily tasks. Smart automation can eliminate busywork, such as manual scheduling, emails, and even offer letters. The technology should do the work so the user can focus on improving their bond and rapport with a hard-to-land candidate instead of trying to write an email.
Managers can see the recruiting funnel in real time, which allows them to quickly course-correct a recruiter whose activity isn’t high enough to yield a fast return.
Step Two – Strategy Development
Historically low unemployment necessitates new approaches toward sourcing candidates. Developing strategy around how recruiters will attract candidates, how technology will be used, the job requirements, and the sequencing activities of the recruitment process are important to a streamlined, consistent process. Recruiters should understand whether the firm’s strategy is to save on salaries by hiring less-skilled employees and training them versus paying more for candidate experience.
Step Three – Searching
After the firm has established the what and how of their recruiting method, the search process can begin. Most job searches begin with a job posting to attract candidates. But this first step in the search process must be conducted carefully. It’s relatively easy to run afoul of compliance rules like the Equal Employment Opportunity Commission (EEOC) or the Office of Federal Contract Compliance Programs (OFCCP). There is also the Internet Applicant Ruling, which requires employers to be clear about each step in their hiring process.
For employers to manage risk around compliance rules that continue to evolve, they should consider applicant tracking technology to track all steps of the hiring process. Modern systems do more than just tracking applications as they come in: They assist in documenting and standardizing the interview questions, when recruiter to applicant contact occurred, and what happened. These platforms can also automatically post to job boards with fully compliant language to attract a diverse field of candidates quickly.
Step Four – Screening
Screening candidate resumes and conducting interviews does not have to be a subjective process. Candidates can be screened by a pre-set criterion of job skills and tec