Forbes says the average number of people who apply for any given job is 118 and only 20% of the total number get an interview.
However, there's the blessing of recruitment automation. Since its introduction, recruiters have been able to finish up the task quickly and thoroughly.
Recruitment automation is a type of technology that enables the automation of some recruitment processes. It increases the productivity of recruiters by allocating smaller recruitment tasks to software or bots.
Recruiting automation is very beneficial. It saves time and increases efficiency as talent leaders become aware of which recruiting programs are working for the team.
For instance, recruiters have embraced the advantage of talent sourcing with AI. The implementation of passive talent sourcing is fast becoming a way to intrigue competent applicants.
Whether you’re hiring for back office functions like lien management and accounting or for field personnel like labor posts, this article will help you out. Here are some of the ways recruitment automation can help hiring in construction.
It shortens the recruitment process
Employment of new staff in companies can be strenuous, time consuming and repetitive. To hire the right candidates and make record time, companies make use of recruitment automation.
As part of the HR department, you are aware that the screening process is more time-consuming than other processes. Manually going through various resumes to select suitable candidates for the company might take days or even weeks to finish. At this point, you would still not be thoroughly done. The process would take a significant chunk of time from the HR department.
To save HR personnel from this burden of repetitive tasks, companies should automate the recruiting process. One way of doing this is by setting pre-screening questions during the application phase.
The results of the robotized screening would determine what candidates deserve inclusion or exemption.
It can prevent bias directed at applicants
Only about 9% of the construction workforce in the United States are women. This percentage is actually lower than the percentage of those in other industries.
Manually scanning applications may be responsible for this. Personal bias may set in when the recruiter is well aware of the gender and origin of the candidate.
Automating recruitment will help in curbing this bias and bringing about diversity. Every applicant will be given an impartial opportunity to be employed.
Technology has in fact founded some types of recruitment software that send out responses after applications have been screened. That is, the candidates are immediately informed of the result of their application before any form of bias can be introduced.
It helps in tracking applicants and scheduling interviews
For years, the construction industry has had to deal with a characteristic shortage of labor. There is a need for construction industries to address labor issues and also improve hiring rates.
This is the reason for wanting to employ only workers who will most definitely add value to the firm. In a survey conducted in 2018, 80% of residential contractors spoke of the difficulty in filling craft worker positions.
The uses of recruitment automation vary from job advertising, to social recruiting, to applicant tracking, and even scheduling interviews.
Applicant tracking systems are the most common types of automation technology. They gather and track the process of recruitment. As soon as the candidate applies for a position that has been advertised, the ATS begins to track the progress of the applicant.
Using this technology is better than manually checking for the best fit for a particular position. It keeps things tidy and easily accessible. Also, using interview scheduling automation makes your work as a recruiter less tedious.
It improves the jobseeker’s experience
Large or small construction companies will most likely have problems caused by the shortage of skilled construction workers.
Having a poorly staffed organization will affect project delivery. Deadlines will be exceeded, jobs will be below par, and projects will be badly done.
While recruitment automation organizes and hurries the hiring process along, recruiters can focus on building meaningful relationships with top candidates.
Since the paperwork has been sorted out by technology, recruiters can spend more time with the most qualified candidates. This can be exciting and will make the hiring process beneficial to not just the recruiters but for the applicants as well.
It raises the quality of employments
Since any bias that recruiters may have is lowered to the barest minimum, the process is devoid of prejudice. This ensures objectivity. As a result, ideal applicants are employed.
Besides the fact that this leads to diversity in the workplace, it also improves the quality and efficiency of the company's hired staff. Consistency is also ensured.
The act of recruiting requires the assessment of skills and qualifications that are important for the position being advertised. It also involves developing the right description of the job, advertising to necessary candidates, screening candidates' application letters, and finally, conducting interviews.
Finding the most qualified candidates for a job position is not an easy task. It can be even harder in the construction industry. The processes are long and can become very daunting for a recruiter. Using the right recruitment tools will stop this from being your problem.
The automation technology sends out job openings. It targets certain applicants by using programmatic recruitment. The use of programmatic recruitment will help you locate candidates who are the most qualified for the desired position.
The aim is to reach job seekers across various devices and platforms. Online displays and ads about job postings are really effective in reaching potential candidates.
The use of recruitment automation does not eliminate the need for recruiters. People who believe that are wrong. On the contrary, it increases productivity in the firm by empowering and assisting recruiters to make the right decisions on time.
Members of the HR department will therefore have sufficient time to be attentive to meaningful aspects of the company.
About the Author:
Patrick Hogan is the CEO of Handle.com, where they build software that helps contractors, subcontractors, and material suppliers with late payments. Handle.com also provides funding for construction businesses in the form of invoice factoring, material supply trade credit, and mechanics lien purchasing.
