5 Ways to Automate Your Hiring Process with Minimal Errors

Automation is now inevitable for a productive recruitment process. However, less human judgment and personalization can lead to missed opportunities and errors.

While conducting research on my restaurant and hospitality job platform, I’ve seen many glitches for myself, and the mistakes over-reliance on automation can make job offers and hiring processes.

After employing lots of of individuals, here’s how we maintain efficiency and accuracy even in our automated systems.

1. Have Evergreen Pipeline Jobs (but not Ghost Jobs)

AND Latest study showed that 4 in 10 corporations have published a list of ghost jobs in 2024, and 3 in 10 are currently promoting roles that do not exist. These ghost jobs are often posted to build a talent pipeline. However, sometimes they lead to job offers that do not exist… and then offended candidates.

If you have evergreen jobs, specify the ongoing nature of the role in the job description (e.g. Talent Pooling). You may specify rental schedules (e.g. applications are processed inside six months).

Doing this offers a clear waiver to all applicants. You may provide a easy message in your confirmation email so they do not get excited for a few weeks and then finally turned off when they do not get anything.

2. Ask targeted questions as a substitute of easy non-negotiation keywords

If you would like to understand the depth of a candidate’s qualifications and make sure they do not bloat your resume, relying on keywords is not the best way to go.

If you are hiring an search engine optimisation specialist with years of experience, you’ll be wanting to see where those years have gone. Instead of relying on keywords, ask direct questions during the application process. Consider the query: “What is your experience? [software name]? You may even ask them to rate their knowledge in other programs for which you’ll provide a list. For example, “Rate your knowledge of the following tools from 1 to 5, with 5 being the highest.”

Questions like these allow you to prioritize candidates with the expertise you care about most.

3. Allow for less specific ATS keywords and weight them

Using applicant tracking systems (ATS) to screen resumes based on keywords is nothing recent. In fact, some statistics Let’s say 75% of recruiters and hiring managers use ATS. However, simply relying on this method may result in missing qualified candidates who use different wording to describe their skills.

Even if someone has years of experience in fast food, that person could also be rejected just because they didn’t list “customer service” as one of their skills on their resume (despite the fact that they included other skills comparable to “teamwork” or “problem- Solution “).

To avoid this, you need to use logical operators comparable to “or” and wildcards

• When configuring the ATS. For example, if you are looking for someone fluent in English, you may consider:
• (fluent or fluent) and English
• (proficiency or proficiency) and English
• Angel*

Liquid* or fluency*

• You may write alternative keywords or phrases directly in the ATS. Examples of the same case are as follows:
• Fluent in English
• English fluency
• Communication skills in English
• Proficiency in English
• Advanced English skills

Bilingual: English You can create all these synonyms under one tag in your ATS. Having this mixtureBoolean logic

synonyms and tags in your ATS can enable you to avoid removing applications from qualified candidates who simply worded their qualifications a bit.

• Now, depending on what you would like to prioritize in your task list, you may assign higher importance scores to more critical keywords. For example, if you are hiring a hotel manager, here are the keywords and their specific weightings.
• Over 5 years of hotel management experience (20 points)
• Certified Hotel Administrator (20 points)
• Proven track record of leading teams of over 50 employees (20 points)
• Bachelor’s Degree (in Hospitality Management) (15 credits)
• Fluency in English (10 points)
• Master’s Degree (in Hospitality Management) (5 credits)
• Knowledge of the local Miami area (5 points)

Budgeting and forecasting skills (5 points)

Verify and review keywords as needed. Don’t set keywords and stick with them for the next few years.

4. Use a chatbot on your profession site and social media Make it easier for yourself and applicants by enabling chatbot assistance on your careers page. It doesn’t have to be as complex as L’Oréal’stechnology

where 145 human recruiters go through roughly two million chatbot applications.

Instead, build a chatbot with specific features so it will probably answer candidates’ questions and guide them to the tasks they are interested in. Make sure they will describe your organization, break down current job openings and requirements, determine who to email or reach out to apply, and more.

You may make chatbots quiz applicants in difficult requirements to lead to positions where they are qualified.

5. VET your ATS and overall hiring process

We can only learn from mistakes if we know the underlying problem. To learn how your automated systems really do their job, then see if they will meet your recruiting needs and adjust as needed.

Evaluate systems performance, especially during high-volume recruiting periods. Visit the hiring process from time to time. Are your keywords getting the right style of candidates? Are the questions you ask candidates getting the answers you would like?

The key to avoiding hiring nightmares is smart integration. Companies that successfully mix automation with human insight will probably be the ones that thrive in the future. The way forward for recruiting is not fully automated, nor should or not it’s.