Can failing to automate mean failing to attract top talent?

Ronny
By
Ronny
Founder & Chief Executive Officer
Can failing to automate mean failing to attract top talent?

Can failing to automate mean failing to attract top talent?

Hiring effectively now means striking the right balance between assessing thoroughly and moving fast. Time – and timing – are everything.

Automating the right elements of the recruitment process can fuel your ability to compete in this fiercely competitive environment, where candidates are making decisions quickly.

On the flip side, anything short of employing leading-edge recruitment tools can actually hurt your bottom line through opportunities lost, indirect costs, and innovation left unrealized.

Why?

Vacancies are expensive:

  • A Dice.com report shows the average vacant spot left open for 30 to 45 days can set an organization back $25,000 in lost productivity.

Top talent doesn’t stay long:

  • In Canada, a 2016 study showed 9% of the country’s 377,000+ vacant positions remained unfilled for 90 days or more. And as much as the top 10% of candidates are snatched up within 10 days.
  • Meanwhile, lengthy hiring processes have been found to cause nearly 40% of candidates to lose interest in a position, and move on.

Read: the longer your recruitment process takes, the more expensive the process becomes. Enter the case for speeding things up.

Automation at the candidate-sourcing stage has already made a real impact for talent acquisition professionals, who have typically spent an average of 13 hours a week sourcing candidates to assess.

Trusted AI now holds big potential on the vetting front, which can be a massively time-consuming part of the recruitment cycle. This technology brings new ways of getting an objective view of what someone may – or may not – contribute to your corporate culture, values and working style.

By gathering, classifying and validating public online information in real time, AI platforms can effectively pull back the curtain on a wealth of valuable insight, narrowing the field while dramatically speeding up the process.

What could the benefits look like?

  • Clearer insight sooner.
  • Less time wasted on the wrong candidates.
  • Better informed hiring decisions made right away.
  • Fewer interview hours eating into a hiring manager’s day.
  • Jumping on great talent before they’re snapped up by the competition.


When you don’t have the tools to zero in on the right candidates fast, you run the risk of missing them all together. When you hire without a deep enough vetting process, you put your corporate culture – and existing team – at stake. That means more vacancies, and more time wasted down the road, especially if you factor in the unnecessary risk to culture that bad hires represent.


Getting your automation strategy right won’t happen by chance. Companies that do it best derive the most value from their integration of AI by weaving it right into their overall business strategy, and unifying the approach into larger business transformation efforts. They also work carefully with their teams to manage the process change well.

When they do hit the AI piece out of the park, the results can be powerful. That’s true right here in recruiting, where the race to retain top talent is moving at light speed, and yesterday’s tools are no longer equipped for today’s realities.

Digital technology and changing customer expectations have upended traditional timelines, and redefined the meaning of ‘speed’. Automating the right parts of your recruitment process through AI can dial up your ability to confidently seize the best talent today while keeping costs down, lowering risks, and fostering internal engagement. Anything less means the time it takes you to recruit could become the barrier between your organization, and the top talent you’re after.

All that to say, do you have the hiring tools you need to compete? And, above all: is your company making good time?

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