What IT hiring managers need to know about automated recruiting software

Automated hiring platforms can help make the initial steps of the hiring process more efficient, but best practices still apply. Consider these valuable tips to use these tools wisely
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During the pandemic, organizations worldwide rapidly adopted digital technologies that enabled them to work, communicate, and collaborate without face-to-face meetings. These same organizations also had to quickly pivot their hiring practices, relying on video calls instead of traditional interviews. To help navigate this new normal, some hiring teams implemented automated hiring platforms.

Using an automated hiring platform provides many benefits, including increased productivity and less time spent interviewing candidates who may not have the requisite qualifications. Automated platforms can handle some of those pre-screening steps, ensuring that hiring managers meet with candidates who already possess the right skills.

[ Struggling to fill key IT roles? Read this: 3 IT talent shortage challenges and how to solve them. ]

Automated recruiting platforms: 4 tips for success

Despite the proven benefits of automated platforms, it’s important to keep traditional best hiring practices in mind when using technological tools. With over 86 percent of companies relying on automated platforms to manage the hiring process and conduct interviews, the following tips can help ensure that you show your company in a positive light and that you are respectful of candidates and their time.

1. Understand the technology

As most of us have learned first-hand, using digital platforms to conduct processes that have historically been conducted in person can be tricky, and hiccups are common. (How many times have we heard “You’re on mute” during a video call?)

These disruptions have bigger implications during the hiring process, but you can avoid most of them through testing. It’s essential to fully understand the digital platform you’re using to conduct interviews in order to understand how the process feels for candidates.

Testing the platform internally can greatly reduce the possibility of it malfunctioning for a candidate – which is especially critical as job seekers are more selective in today’s competitive job market.

2. Provide instructions

As simple as it may sound, providing instructions on how to best utilize an automated interview platform can make a big difference in the candidate’s experience. Digital tools don’t always perform properly, so it’s prudent to have a solid backup plan.

Providing clear instructions can save precious time for both the candidate and the employer. Conducting the automated interview process properly will ensure that the candidates’ responses are recorded correctly and accurately.

3. Expect – and prepare for – mistakes

With any AI-driven technology, automated platforms may yield unintended results. Automated platforms are programmed by humans, so they can produce skewed results, often around gender or race bias.

Automated platforms are programmed by humans, so they can produce skewed results, often around gender or race bias.

To avoid bias, consider automating only what is necessary. For example, using an automated interview tool to test a candidate’s skills and knowledge can reduce time spent monitoring assessments. But using the same tool to conduct an interview that requires verbal responses might not be the best way to judge a potential employee. Technology is never perfect, so it’s important to carefully review and analyze results from any automated assessment.

4. Offer support to candidates

Automated technology has inherent limits when it comes to providing an individualized, supportive interview experience for candidates. Using an automated platform to conduct initial assessments may be appropriate, but candidates and employers still benefit from one-on-one interactions along the process. Because these platforms may also be novel for candidates, especially recent graduates, make it easy for candidates to request support.

Provide dedicated team members to answer questions during the process or implement an automated chat agent. This added layer of support will give candidates peace of mind and differentiate your company from others that don’t offer help.

Automated platforms can be a game-changer if you’re looking to expand your team as efficiently as possible. These tools allow candidates and employers to learn early in the interview process if there is a match. Additionally, as a hiring manager, you can feel confident that you are allocating time only for candidates who are qualified for the associated role.

However, using automated platforms can be confusing for candidates, so be sure to offer support. As more organizations adopt automation, you can also help your company stand out by sending a personalized message after the interview and providing timely updates on the status of the job application.

Digital platforms and tools are constantly evolving, and the solutions they provide to businesses can be invaluable. Taking steps to prepare and properly deploy these tools will help enhance productivity and ensure a good impression.

[ Learn how leaders are embracing enterprise-wide IT automation: Taking the lead on IT Automation]

Sachin Gupta is the CEO and Co-Founder of HackerEarth. Sachin is a former software developer at Google and Microsoft, and now heads sales/marketing/operations at HackerEarth. A developer by trade, he is passionate about the developer community and ensuring every developer is connected with the right opportunity.