A trend that is becoming pretty exciting right now is recruitment automation. Likely accelerated by the tools that are more readily available like integromat and zapier, and more open APIs between HR apps and Applicant tracking systems, recruitment automation is a brave new world of growing and improving your HR and Recruitment Systems and keeping your human interactions exactly that, more human.
The most important item to stay focused on when considering recruitment automation is the candidate. What is the end-result, and what is the purpose of what you are trying to automate.
Keep the Main Thing the Main Thing
As you consider what you are trying to automate and why, this is an important piece of the puzzle. Just because something can be automated does not mean it should.
Another way to look at this has become my unofficial axiom for recruitment process automation in general:
Automate the things computers do well, so you can do the things humans do well.
This means rethinking the old standbys like calling candidates personally to book calendar appointments, but then sending blind, generic emails from “noreply” email accounts when they are no longer considered in the process.
Perhaps, automating your calendaring time could help candidates feel in some control of the process as well as allowing you to let candidates know they are not being considered any longer for a role with a personal call, not a heartless “thanks but no thanks” message.