I’ll be the first to admit that I like to wait to buy a new tech gadget until “they work the bugs out.” I also don’t like to purchase things for the sake of having the next cool thing. There has to be a need. “No, Felix, I don’t need the large face Watchismo watch. Yes, they look pretty cool and they are attention grabbers, but it takes the same body motion and effort to pull my smartphone out, which I paid a pretty penny for anyway.” It’s perfectly fine to spend according to your personal style, and I do. It’s also wise to be frugal, especially when it comes to business needs, so I think I can relate to “wise” shoppers. I am, however, still surprised to find a few companies who use a manual hiring process.
Back in my college days, I took a math course where I had to learn how to compute Fourier Transforms, which converted a function of time into a function of frequency and vice versa. I recall these computations taking a lot of time and at least a couple of pages to complete. Here's what I'm talking about:
Thankfully, I don’t remember how to do that anymore, so I won’t bore you with the details, but I do remember the day I was introduced to a computer program which computed the Fourier Transform with a click of a button! I might have had an out-of-body experience. I thought of all of the time I would save that could be allocated to other classes, projects, timelines, goals and sleep! I get the same reaction after setting up an automated hiring process for my clients. It frees up time for any size HR team and it limits the chances for human error.
Part of the reason why an automated process saves so much time is that candidate data is tracked real-time. Data such as the candidate contact information, their responses to application questions, and assessment results can be captured in an applicant tracking system. Status update and/or continuous improvement reports can be created much easier, more accurately, and more often. You can capture data that’ll help you determine where the best applicants can be found, the measurements that best predict performance, and how to improve workforce diversity.
There used to be a fear that many candidates didn’t have access to the internet. Data tracking, reports, increased efficiency and productivity, and improved accuracy offered from an automated hiring process doesn’t tip the scale if candidates don’t have access to the job. The fact is, however, that the vast majority of Americans have their own internet access. Furthermore, internet access has become increasingly more available through public libraries, state run employment offices and even coffee shops.
There used to be a time when the risks associated with an automated hiring process largely outweighed the comfort of a manual hiring process. Over the years “the bugs” have been worked out. There has been an increased level of data security and internet accessibility. Consequently, many HR teams have realized the need for efficient, accurate, and improved opportunities offered by an automated hiring process. Seems like a no-brainer to me, what do you think though?