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Figure out what the problem is Looking at the last 90 days of candidate funnel data, where are the biggest opportunities for automation ? What’s going to have the most impact, and what can get implemented first?
Set your standards Decide what you will and won’t automate. Set standards for how candidates will be informed and how their data will be processed. 2
“In scale-ups, things move quickly, and great candidates often come in second place just because the timing or exact fit wasn’t right.” DECLAN PACKER, HEAD OF TALENT ACQUISITION AT NUMAN
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Make sure your data is squeaky clean Standardise job descriptions, locations, right to work requirements, and interview rubrics. Make sure you’re not exposing candidate data unnecessarily (or illegally).
Start small Don’t try to automate everything all at once. Run one or two pilots in parallel to each other, such as scheduling, status nudges, or interview
kit generators. 4
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HOW TO KEEP YOUR CANDIDATES
saw their potential, even if they didn’t get the first role, and that can really strengthen your employer brand over time.”
When we asked other talent pros for their take on automation opportunities most companies are overlooking, they came back with some top-tier answers. Declan Packer, Head of Talent Acquisition at Numan, highlighted how automation can help re-engage high- quality candidates that weren’t quite right for past roles. “In scale-ups, things move quickly, and great candidates often come in second place just because the timing or exact fit wasn’t right,” he said. “Having an automated way to flag, track, and re-surface these ‘near-miss’ candidates when similar roles open would be a game-changer.”
Less work, stronger candidates? Sounds like a win to us.
Keep the process human If you don’t measure it, it doesn’t have an impact. Set targets so you can prove that it’s making you more efficient, or decide when to scale back.
Alicia Riley, Head of People at ThanksBen, said: “From hiring to onboarding, we automate the transition from our ATS to HRIS.” “The transfer pulls candidates into our onboarding workflow, which in turn triggers emails being sent and notifications for other onboarding tasks. The people function are notified as part of that, too, so we know when they’ve made a hire.” Opportunities for implementing workflows, automation, and AI abound. If you don’t know where to start, though, here’s a quick cheat sheet you can share with your team.
5 Decide what to measure Decide when and where human touchpoints are necessary. What’s the plan for if things go wrong, and who do you escalate to?
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Scale or stop If it’s working (you’ve met more than 80% of targets), keep going and make it bigger. If it’s not, stop after two weeks and write down what you learned and what you’ll try next.
“Plus,” he added, “it’s a much better candidate experience. You’re showing people that you really
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DAY FOUR
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