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How Recruiting Automation Enables Smarter Hiring

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Source job seekers across the web from a single solution. Simplify and speed up the talent screening process. Review qualified candidates’ résumés and profiles quicker and more efficiently. Use real-time data to inform hiring decisions and, ultimately, onboard top talent.

If your talent org is like most recruiting teams, these are all goals you want to achieve (and sooner than later). There’s one more goal, though, that’s a big focus for TA teams today that’s equally important to achieve:

  • Eliminate tedious, manual tasks so recruiters and TA pros can focus more on work that matters.

By investing in a complete talent acquisition suite that offers out-of-the-box recruiting automation functionality, along with other critical features (more on those shortly), your TA org can streamline daily activities, including candidate engagement, through automated workflows and nurture campaigns.

Recruiting automation: The key to faster, more efficient hiring for today’s talent teams

The pros of embracing recruiting automation (and, in turn, ditching the need to conduct many manual tasks outright) are many for talent acquisition teams today.

Some activities, like cleaning up your talent database (i.e., ensuring strong talent-data hygiene at all times) and providing feedback for individual candidates following each interview stage, will admittedly remain intact for your team.

That said, talent orgs at companies of all sizes — from SMBs to Fortune 500 brands — reap the rewards when they invest in and properly take advantage of tech with recruiting automation.

For instance, they:

  • Boost the productivity of each TA team member, who can allocate their attention to other duties
  • Diminish dependency on agencies to handle essential tasks like tagging and screening candidates
  • Improve nurture messaging they automate to leads regarding roles through regular testing
  • Deliver a top-tier candidate experience, since said messaging is tailored to each lead in their pipeline

Despite these benefits, just 27% of enterprises said they intended to automate more than half of their TA processes in 2020, according to a recent study from Aptitude Research.

Why? More often than not, because they lack of a solution with recruiting automation-workflow capabilities. Without said solution (i.e., a talent acquisition suite with intuitive automation functionality baked in), recruiters can’t operationalize work like:

  • Scaling their promotion of active roles to candidates of interest: Structured, rules-based email nurture campaigns — and constant experimentation and optimization of these campaigns — are how today’s top recruiting orgs move qualified talent through their funnel more seamlessly.
  • Applying ‘if-this-then-that’ logic to trigger essential workflows: Outside of nurturing, there are plenty of other activities recruiters and TA specialists can and should automation: from providing candidate updates to relevant stakeholders to reminding interview panelists to share feedback.
  • Connecting with HRIS and HCM solutions to sync talent data: Many Lever customers integrate their Lever instances with Workday to unify data and better analyze key insights around requisitions, referrals, retention, and many other metrics they need to monitor along with human resources.

Invest in a customizable automation hub that eliminates inefficiencies and centralizes candidate data, making relevant, TA-related insights accessible to not just recruiters and hiring managers, but also business leaders.

That’s the first step talent teams must take to streamline their day-to-day work and become best-in-class TA orgs. It’s also tech seven in 10 TA leaders said is vital to long-term success.

recruiting automation

How Maxwell automates critical recruiting tasks — and scales growth — with LeverTRM

Brands with sizable hiring goals — particularly those who prioritize high-volume hiring — can’t afford to handle tasks like identifying qualified candidates and conducting talent-pool outreach solely through manual means.

Rather, they need to set up processes — and the right tech — to put crucial activities (e.g., filtering out unqualified prospects from qualified leads, triggering automated CX surveys at the end of the interview cycle, archiving leads who aren’t hired for the initial roles for which they interviewed) on relative autopilot.

Consider mortgage technology company Maxwell.

The fast-growing company knew it needed to empower its TA org with a modern recruiting system (and a single source of truth for candidate data) to meet its lofty hiring goals.

More specifically, the business recognized a glaring need to:

  • Better ID qualified applicants and sourced candidates (external and internal) who are good fits
  • Develop a more equitable and inclusive hiring process that helped it hire a diverse array of talent
  • Nurture candidates with personalized, well-timed messaging to convert them into new hires

As our case study notes, Maxwell’s talent leaders understood its legacy applicant tracking system couldn’t help it realize these three aspirations (and held its team back in general). That meant the ATS in question needed to go:

  • The Maxwell TA team concluded it needed a centralized system in which it could more efficiently natively source leads, evaluate its pipeline, and nurture candidates through its recruiting funnel.
  • So, Maxwell Head of Talent Acquisition Sydney Artt turned to the talent software marketplace to find a solution with core ATS features and candidate relationship management capabilities baked right in.
  • After learning about LeverTRM’s candidate-nurturing functionality, which enables automated and personalized prospect outreach using customizable templates and scheduling, Sydney was sold.
  • Add in our robust reporting capabilities, which help Sydney and Co. better track their DEI-hiring efforts and other key metrics, and our CRM and it was clear LeverTRM was the optimal platform.

With LeverTRM at the heart of its TA tech stack and connected with other integral human resources and recruiting software, Maxwell saw substantial ROI with its hiring program in 2021.

Specifically, the company experienced a 400% increase in headcount, 31% increase in offer acceptance, and 20% decrease in time to fill using our talent acquisition suite.

“We’re able to automatically send nurture messages out through the Lever platform,” Sydney noted. She added her team can easily track nurture engagement through Gmail, LinkedIn InMail, and other integrations with our native ATS + CRM platform.

Modernizing your team’s talent acquisition strategy with advanced recruiting automation

Maxwell’s recruiting automation success story can be yours as well. All you need is the ideal talent acquisition solution that empowers your team to work smarter.

That means you can no longer rely on a dated ATS that lacks advanced automation capabilities. To succeed in the long run, your team can’t execute (most) workflows and tasks manually.

Only with a complete TA suite that connects with all your most important tools (e.g., background-check solutions, e-signature software, HR technologies) and channels (e.g., internal communications platforms, your careers site, job boards) can you scale your business in a smart and efficient fashion.

As Lever Director of Recruiting Caitlyn Metteer stated, with a solution that offers recruiting automation, talent teams are “not checking boxes to push candidates into the right stage — they’re automating those touchpoints and spending their time where it really matters: engaging and interacting with potential candidates.”

Download our eBook to learn how you can benefit from our recruiting automation capabilities, including Lever Nurture, to streamline core tasks and better engage your candidates.

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