Recruitment AutomationImproving High Volume Hiring With Automation [Webinar]

Recruitment Automation

Improving High Volume Hiring With Automation [Webinar]

Connie ByersJul 8, 2022

**This content was produced under our Work4 brand prior to rebranding as Seiza.

Ron: “Good afternoon, this is Ron Yazzetti and I’ve got Connie on the line as well. We are going to go through our webinar again. We ran it originally on Tuesday. We’re sorry for the technological glitches.  So we thought it would be best to redo it all the way through so that you have a clean recording and we’ll share it after we complete it. 

Again, this is a webinar produced by Work4, Improving High Volume Hiring With Automation. This is going to take place in two parts. First, we’re going to show you a few relevant slides, then we’ll switch over to a demo of the Work4 platform. So, without further ado, we'll go ahead and get started.”


Ron: “Just a quick introduction, I've been in the HR technology space selling these solutions over the last 20 years with various companies such as Career Builder, Monster, Etc.”

Connie: “I’ve been in the digital marketing space for the last 10 years. I’m fairly new to the HR and recruitment marketing sector but very well versed in marketing itself.

Ron: “All right well thank you so much, Connie. Let's go ahead and hop into it. We're going to have a few slides to share some relevant content and then we're going to actually do a live overview of our automation platform.”  

The Challenges of High-Volume Hiring

Ron: “So, without further ado. For businesses that need large numbers of hourly workers, frontline workers, and seasonal staff, hiring at scale can be an ongoing struggle. With that in mind, let’s quickly cover some of the top challenges in High volume hiring you may be facing.” 

Attracting the Right Candidates

Ron: “Attracting the right candidates - One of the biggest issues recruiters across the board face today is the ongoing talent shortage. When hiring at high volume, facing the diminished talent pool can feel like an insurmountable challenge.” 

The Sheer Volume of Applications

Connie: “On the flip side, of that, we have the sheer volume of applications. Recruiters in some sectors will experience the exact opposite these companies receive a high volume of applications presenting A new challenge the sheer volume of them ends up clogging the candidate review and interview process”

Poor Candidate Experience

Ron: “Poor candidate experience. When candidates are exposed to a poor experience with a company’s hiring process, they’re extremely likely to withdraw from that opportunity and look elsewhere. Worse, they may tell their friends, colleagues, and even employer review platforms about it, leading to a decline in employer reputation and an overall reduction in applicants.”

Connie: “That’s right Ron, according to - a whopping 69 Percent of Job Seekers Would Reject a Job Offer from a Company with a Bad Employer Reputation.”

Manual, Repetitive Processes

Connie: “This brings us to, the last and probably one of the biggest challenges high-volume recruiters face. Manual repetitive processes. In today's tight labor market speed can mean the difference between winning top talent and losing them to a competitor. Outdated manual processes can slow down the hiring funnel increasing the amount of time it takes to bring in the number of employees you need.” 

Ron: “This has become such a big issue that LinkedIn recently reported that up to 30 hours of a recruiter's 40-hour work week are spent focused on administrative work instead of candidates.”

2022 Hiring Statistics

Connie: “All right, next we're going to take a look at some 2022 hiring statistics to help emphasize the need for change:

  • 36 days is the average length of time to hire for most U.S. companies, however, the average top-tier candidate is only on the market for about 10 days this means that if you're hiring process is outdated or time-consuming you're likely missing out on the best candidates. 

  • 13 hours is how long the average recruiter spends on sourcing candidates for a single role. Let's say that your organization is hiring for 200 open positions. With traditional recruiting practices that equals 2,600 hours for sourcing alone. And that doesn't factor in screening, interviewing, and onboarding.  

And if these numbers are starting to add up to panic levels take a deep breath and step back. Optimizing the recruitment process with automation can shorten the hiring cycle within your organization by 60% while improving quality.”

Overcoming the Challenges

Ron: “You’ll notice a lot of that looks like a lot of time so that's a big factor here. 

Especially with recruiting. As we know getting candidates in through the process as quickly as possible is important so the more things we can do to improve that process the better. And automation is a big way to accomplish that. 

All right, so to overcome the challenges of high-volume recruitment a new strategy is definitely needed. As traditional recruiting strategies become less fruitful a structured, streamlined, and proactive approach is necessary.  

In a recruiting landscape where speed has become synonymous with success, a revolution is needed at all levels of the recruiting process.”

The Evolution of Recruitment Automation

Connie: “Before we dive into tools and strategies, I want to take a quick look at the evolution of recruitment automation. 

The 1990s brought us recruiter-centric automation with tools designed to simplify the recruiter's job like Resume Databases, Configurable Workflows, and Corporate Career Sites.

The early 2000s changed things up and focused on candidate-centric innovation with Source Analytics, Recruitment Marketing, and Relationship Management all designed to make it easier for candidates to find jobs. 

Recruitment Automation today is designed to tackle both sides of the coin with On Demand Sourcing, Bulk Candidate Screening, Candidate engagement, and real-time analysis. 

So, let’s dive in and take a look at how these new tools tackle today's new challenges.” 

Attracting the Right Candidates With On-Demand Sourcing

Ron: “Oh I feel old Connie I feel like I've taken part in at least two to the 2/3 of the recruitment Evolution Journey here. And yeah, definitely we can acknowledge a lot of these points so I feel like I’m dating myself a little.” 

All right, so the first topic is which is attracting the right talents. Through on-demand sourcing. Work 4 has been in this space since our inception. So what were able to do is easily build your talent pool by creating on-demand sourcing campaigns. 

We can start to then target your ideal audience that you're not able to reach on your own.  Then we can further customize those automated ads with qualifying questions that allow us to pre-screen those candidates by that specific criteria. 

More importantly, our tool allows you to actually request a campaign in minutes and then you can start receiving your candidates within a few days.” 

Bulk Candidate Screening

Ron: “The next topic is going to be bulk candidate screening. So obviously it's one thing to get a lot of candidates, however, to be able to have a way to manage that pipeline is also important, and to have a way to screen those candidates. 

So being able to review your candidates by the campaign, and filter candidates by things such as status job location, or other key criteria. And then lastly you can also filter and sort by the answers to the qualifying questions that you can ask your potential candidate on your campaign. 

So having exact details and information on those candidates is paramount and our platform allows us to be able to do that.” 

SMS Candidate Engagement

Ron: “Now since it's 2023 and obviously mobile is a very big part of what we do in day-to-day life. You know everybody's used to getting SM or sending SMS messages. 

With that being said from a recruitment perspective, if we can automate those messages that we're trying to send a candidate and trying to get them into the interviewing stage with automation we can reach at least 90% or more of your applicants. So it's a little bit more efficient. The tool also allows for tailored messaging to candidates in just one click. That way you're not individually sending manual text messages. 

Lastly, you can create automated workflows that kind of match the various stages in your recruiting process. We're going to show a demo of the solution momentarily but every time you move a candidate to various stages they can get an automated message from you and your team and/or your team.  

So what this does overall is it allows for you to save a lot of time amongst your recruiting staff as well as keep candidates engaged throughout your process. Obviously, you know there's a big thing in the industry or space regarding the “black hole” and this will help make sure your candidates know where they are in the process and make sure that you're communicating that to them.” 

Real-Time Analytics

Ron: “And all this wouldn't be important unless we can track it and analyze it. So real-time analytics is a big part of our platform.  A lot of our clients appreciate the fact that it allows us to have actionable insights into the recruitment process, and what you should have is KPIs such as the number of applicants, applicant processing rates, and how quickly it takes for you to access or process that application.  And then the processing speed how quickly you move that candidate to your pipeline or your funnel. 

So having this insight helps to increase your team's productivity, making sure that their processes is being followed and giving you visibility into what that process and the productivity looks like.”  

Saying Good Bye to Repetitive Manual Processes

Ron: “The last thing I'll mention is the whole purpose of recruitment automation is saving time.  What we found is that up to 30 hours of recruiters' week are spent on administrative work. And, automation helps to reduce the time spent. Bullhorn data has shown that on average a person saves about 12.75 hours per week by using automation.

So, with automation, we're going to have no more managing candidates via email and spreadsheets or Excel files or even manually which is obviously a lot worse.

Having this level of Automation and a process and a platform allows you to not have to go through some of those more manual processes. Overall everything can kind of be managed in one spot.”

Connie: “All right so now that we've seen how automation can overcome some of the key challenges and high-volume hiring we're going to give you a quick overview of Work4’s new automation platform.  Ron, I'll let you take over for that and switch to the demo mode.” 

*** Watch the video to view the demo, starting at 11:45***

In Conclusion

Connie: “Organizations hiring at high volume can reduce hiring costs and times, fill essential roles faster, and rise to meet unprecedented demand even during a labor shortage. 

With the help of automation from Work4, recruiters can engage, screen, and hire large numbers of candidates in days, not weeks or months, and achieve successful high-volume hiring.”  

Connie Byers