How Logix AI is a Revolutionary Solution to Recruitment Challenges.
How Logix AI is a Revolutionary Solution to Recruitment Challenges.
discover | Thursday - 28 / 11 / 2024 - 1:24 pm
Have you noticed that the recruitment process takes significantly longer time today than it did in the past?
It seems counterintuitive! We’ve made tremendous strides in recruitment technology, and there’s an abundance of job seekers in the market compared to years ago.
So, why does it take so long to find the right candidates for a job?
One major reason is the increased focus on the quality of the hiring process. In this case, prioritizing quality over speed is understandable.
However, there are other factors unnecessarily hindering the process. For instance, HR departments often follow a linear approach to recruitment.
For decades, hiring managers have operated in a traditional manner:
– Defining the job requirements.
– Posting job vacancies.
– They initiate the process of finding suitable candidates and conduct interviews to assess their fit.
– After ensuring alignment with the company culture, they make the final decision on who to hire.
These steps are typically carried out sequentially, while simultaneously managing administrative tasks such as: performance reviews, updating HR systems, and writing follow-up messages.
If you’re a hiring manager, you know firsthand that it’s rare to deal with just one vacancy. Instead, you’re often swamped with numerous positions and candidates, leading to a surge in the number of acceptances, interviews, and administrative tasks on a daily basis. These two factors – the linear process and the heavy administrative workload – contribute to the already lengthy hiring process.
Now, no job seeker wants to go through all these hurdles just to get a job! So many drop out in the early stages of the process, forcing recruiters to start over. This means more time is needed to fill each vacancy.
With more graduates entering the workforce, applications per job posting have increased by a staggering 178% between 2021 and 2024. However, recruiters are now spending an additional 5-10 hours on interviews compared to 2021. All of these factors contribute to a longer hiring process (and create a negative experience for both parties).
So this is the problem, so how can the solution be found in Logix AI system?
Let’s first cover the theory of this matter, then we’ll look at the practical steps you can take to shorten the hiring process with the help of artificial intelligence:
– Moving from a linear process to an integrated process: Traditionally, the hiring process followed a linear pattern, where each stage happened one after the other; outsourcing, testing, interviewing, then selection. Logix HR system allows companies to move away from this slow and sequential method and adopt a more integrated approach, where several stages can occur in parallel.
– For example, an AI assistant within Logix AI system can join recruiters in interviews, take notes, and then fill the ATS system with candidate information while the recruiter moves on to the next interview.
– At the same time, match jobs with the best talent immediately upon request, ensuring that the most suitable candidates are prioritized for review.
– While recruiters are interviewing for one position, AI can continuously search for additional candidates and update the talent pool in real-time. This allows for continuous and proactive sourcing and screening without waiting for the current pool to be exhausted.
– AI within Logix HR system can conduct background checks in parallel, verifying a candidate’s history while other steps, such as interviews, are ongoing; this eliminates waiting time and speeds up the decision-making process.
– Finally, AI can fully automate the interview scheduling process by finding mutual availability between candidates and HR, allowing the latter to focus on interviews rather than logistics.
By handling multiple steps at once, AI eliminates unnecessary delays.
Automating Repetitive Tasks:
One of the most significant advantages of artificial intelligence is its ability to automate repetitive, time-consuming tasks such as summarizing meetings, transferring notes to an applicant tracking system (ATS), screening resumes, scheduling interviews, or sending follow-up emails.
AI algorithms within a system like Logix AI can sift through thousands of resumes quickly to identify the best candidates based on specific skills and experiences, reducing manual labor hours.
Additionally, AI tools can now take on the task of creating job descriptions, candidate profiles, or writing reports about them—tasks that were previously considered the core work of recruiters. Nearly every step in the hiring process can be automated using AI.
There’s no reason not to delegate these tasks to technology when the accuracy is higher and the output is just as good as if you did it yourself. As you can see, AI-powered automation can reduce the administrative burden on recruiters and streamline the hiring process to accelerate hiring without sacrificing hiring quality.
Improving the Recruiter’s Experience:
While often overlooked as a factor in determining hiring time, the recruiter’s experience is another aspect that can be improved with the help of artificial intelligence, thereby contributing to a faster hiring process.
A mentally drained employee will inevitably work slower, which can prolong the process. Artificial intelligence helps improve the employee experience by reducing administrative burdens and allowing them to focus on higher-value activities.
By automating repetitive tasks and reducing context switching, AI not only saves the recruiter’s time but also protects their mental energy, helping them maintain focus and make faster, more informed decisions.
With more time to connect with top candidates and improve their selection strategies, recruiters can work more efficiently.
Having a more engaged and efficient recruiter is the key to streamlining the hiring process.
How do you determine where to use our system within the recruitment process in your company?
Follow these steps to identify the areas where you can make a difference:
– Create an action plan to identify problems: Map out your current recruitment process and identify the steps that are taking a long time. You can easily do this through your applicant tracking system analytics. There, you will find all the important recruitment metrics and their current performance for you.
– Try to understand the reason for any delays: Is it a people problem, meaning that team members are overloaded or lack the necessary skills? Or is your data flow somewhere disrupted? Do you lack automation? Is there a lot of administrative work that recruiters do between meetings?
Understanding the root causes will help you identify where to focus your efforts and then improve them.
Solution Categorization:
Next, examine tasks that take a long time with completion times slower than the average and categorize them based on their nature and potential for improvement:
– Automatable Tasks: Identify repetitive tasks that follow rules, such as resume screening or scheduling interviews. These are ideal for automation, allowing artificial intelligence to take over the process and streamline it.
– Delegable Tasks: Look for tasks that require human judgment but can be assisted by AI tools. For example, meeting note-taking and filling out an ATS form can be automated.
– Manual Tasks: Recognize tasks that must be handled manually, such as answering incoming calls, interviewing candidates, or making critical decisions. Focus on improving these tasks by optimizing workflows.
– Special Tasks: Identify tasks that slow down the process but don’t fall into the above categories. These may include unique or special requests (and thus require immediate attention or specific expertise). Consider whether these tasks can be simplified, restructured, or delegated to specialized team members to reduce delays.
By categorizing tasks in this way, you can clearly identify where to implement automation, delegate responsibilities, and enhance overall efficiency in the recruitment process.
Integrating the Right Technology:
Logix HR system can integrate with your calendar to join meetings, take notes, and then handle follow-up tasks from those meetings, such as summarizing discussions, writing job descriptions, or creating candidate reports.
Additionally, Logix HR system integrates with your ATS, ensuring that all candidate information and job details can be automatically pushed into your Applicant Tracking System (with or without human oversight).
Here are some potential tasks that Logix HR system can handle:
Scheduling Interviews:
Manually scheduling interviews can be very time-consuming, especially with multiple interviewers. Going back and forth with calendars and emails can significantly delay the hiring process. Integrating a scheduling tool can greatly help reduce the time spent on the hiring process. These tools sync with the calendars of both candidates and hiring team members, so available time slots are automatically suggested (which in turn reduces wasted time).
Job Posting:
Posting job ads on LinkedIn, job boards, and other platforms can be very time-consuming for hiring managers, especially when dealing with multiple open positions.
AI-powered tools can fully automate the job posting process. Not only do these tools post job ads, but they also scan social media profiles to find the best-fit candidates, ensuring your ads reach the people most likely to apply.
Candidate Communications:
Slow communication can turn off top candidates, so automating some messages can help shorten the overall time to hire while freeing up your hiring team from some administrative burdens.
Here are the types of communications you can delegate to artificial intelligence:
– Interview Invitations: You can set up a workflow trigger in your applicant tracking system to automate interview invitations for selected candidates. Use a pre-defined template but add some personalized notes based on the candidate’s profile with the help of AI.
– Follow-up Interviews: It’s not always possible to send personalized feedback to every candidate, but ignoring the reply contributes to a bad candidate experience and can damage your brand reputation. Automation can handle this communication sensitively, keeping the door open. AI can create customized post-interview emails based on the interview content and the status of the application.
– Rejection Messages or Job Offer Letters: For candidates who reach the end of the application process, you can use AI to create personalized rejection messages and offer letters.
Outsourcing:
Searching for candidates for specific positions can significantly slow down the hiring process. However, you can now delegate this task to artificial intelligence, resulting in the creation of a long, high-quality list of potential candidates in just a few minutes. This saves you days of searching.
AI tools can integrate with social media platforms, candidate databases, and your applicant tracking system to fully automate the search process. Simply provide the Logix AI system with the information needed to identify your ideal candidates, and it will provide you with a steady stream of high-quality candidates for your talent pipeline.
Screening Process:
Studies show that up to 250 job seekers apply for each new job posted by companies, but only about 30% of them are actually qualified.
By integrating the Logix AI system with your company’s ATS, you can delegate the candidate screening process to artificial intelligence.
ATS System Updates:
Last but not least, AI can take over one of the most hated HR tasks – updating the ATS system.
Many recruiters have a love-hate relationship with the Applicant Tracking System, but without proper data hygiene, much of their effort will be wasted, as they will have to search and interview from scratch for every vacancy.
AI in Logix AI system can automatically populate ATS records with candidate data after each call or interview. All you have to do is double-check that the AI has captured all the information you want.
Not only does this speed up the interview process, but it also ensures that the data added to the ATS is error-free and up-to-date.
In conclusion,
Reducing candidate attrition rates is essential to securing the best talent of the current generation. Logix HR system offers a transformative solution, streamlining the hiring process and enhancing candidate engagement.
If you’re ready to reduce candidate attrition and improve your hiring strategy, contact us for a revolutionary solution.
