IT Management Slideshow: Automating Your Hiring ProcessBy Bob Violino | Posted 11-08-2010
Automating Your Hiring Process
73 percent of the new hires at organizations that have fully or partially automated their recruitment processes reach their first performance milestone on time. That compares with 67 percent at organizations that are not using automated processes.
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Organizations that either fully or partially automated their recruitment process experience 9 percent faster time to productivity than with organizations using manual processes.
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65 percent of all organizations indicate their talent acquisition system is either fully or partially automated.
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What works?Top 5 Tools (percent respondents)Employment screening tools for background checking, reference checks, or drug tests (83 percent)Recruitment tools such as applicant tracking systems or hiring management systems (74 percent)Pre-hire assessments (51 percent)Candidate relationship management technology (43 percent)Emerging solutions, such as social networks or mobile recruiting technology (33 percent)
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2 percent decrease year-over-year in cost per hire, at organizations using automation. That compares with 4 percent increase at non-automated organizations.
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What are the most widely used recruitment technologies?External career sites - 92 percentInternal career sites - 89 percentApplicant tracking system - 83 percentHiring management system - 72 percent
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Organizations using technology for recruiting and candidate relationship management are 9 percent more likely to hire their first choice candidate.
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Who is Best-in-Class?Best-in-class organizations are those that have had:89 percent first-year retention of new hires over the past two years87 percent of new hires that were the top-ranked candidate6 percent year-over-year decrease in the time to fill vacant positions
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These best-in-class organizations are 38 percent more likely than the average enterprise to integrate their recruiting technologies with four key talent management areas: Onboarding - process of bringing new employees on board, including training and orientationEmployee performance management - automated programs for reviewing, evaluating performance Learning and development - advanced training and other educational initiatives Succession planning - identifying and developing people with the potential to move up in the organization.
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86 percent of best-in-class organizations have recruiters who work directly with hiring managers to ensure that competency and skill requirements for each job role are defined and understood.