If you’re like most HR professionals, you’ve no doubt spent hours reviewing hundreds of resumes, thinking, “There has to be a better way.” However, you probably also haven’t felt warm and fuzzy after conversing with a chatbot. While automation and artificial intelligence (AI) can improve efficiency in the hiring process, is more technology always the answer? And how can we avoid being over-reliant on it while also recognizing when our process is too manual and unproductive?
The recruiting process is complex; to be successful, teams need to strike the right balance between technology and a human touch. But finding this balance is challenging. It requires testing which parts of the process should be automated and which are best left to the people: a task which most organizations don’t have the resources for.
But Indeed does. As a technology company with the data and expertise to conduct experiments, we set out to find the perfect balance between the human side of recruiting — the “art” — and automation — the “science.” The result is Indeed Hire: Indeed’s pay-per-hire service that gives companies access to convenient and affordable recruiting.
Here’s how to balance the art and science of recruiting, and how Indeed Hire can help:
Indeed Hire boosted 6x hires per recruiter
Indeed Hire, dubbed our “research and development (R&D) lab for recruiting,” experimented with hundreds of approaches to optimize the hiring process. First, the team identified every step in the recruiting process, finding a total of more than 100 steps with varying degrees of difficulty. Next, they went to work experimenting with every possible combination of automated and manual processes to find the right balance.
The Indeed Hire team is composed of product managers, data scientists and hiring specialists who came together to conduct more than 300 experiments, run tests on over 90,000 jobs and evaluate over 6.5 million candidates.
The result? Indeed Hire saw a productivity improvement of six times more hires per recruiter.
The team’s experimentation also produced key findings at each stage of the hiring journey, giving insights into which parts of the process are best for automation and which would benefit more from a personal touch — learnings published in our report, “Balancing the Art and Science of Recruiting.” Here are some key findings.
1. A personal touch is needed at kickoff.
When a recruiter receives an open requisition, nothing can replace a 15-minute conversation with the hiring manager. This conversation helps recruiters understand the new hire’s job responsibilities, work environment and who they’ll be working for — allowing the rest of the recruiting process to go smoothly.
The hiring manager can also distinguish the “must-have” requirements of the role from the “nice-to-haves” (those that are more flexible), allowing recruiters to recommend changes to candidate requirements, benefits or location search radius in order to attract the best candidates.
2. Focus on active job seekers over passive ones.
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