Posted by Jonathan Kidder on February 14, 2023February 14, 2023

On a recent episode of The Staffing Show, Maurice Fuller, CXO of StaffingTec, discussed how hyperautomation will transform the staffing industry. Fuller also shared insights on how staffing firms can adapt to a rapidly evolving future and mentioned emerging trends like predictive analytics and autonomous staffing. Below I’ve summarized several key areas that the podcast covered. Hyperautomation will impact recruiting in a number of different ways – sourcing. scheduling and other process automation. It will ultimately change the role of a recruiter into less of a generalist and more into a relationship focused connector.

How can hyperautomation be integrated in your company?

According to Fuller, the extent to which staffing firms can implement hyperautomation depends on their size and internal capabilities. For smaller firms, existing ATS systems offer automation capabilities that many are not taking advantage of. Programming tools like Bullhorn Automation and Sense are also available for automation. Fuller suggests analyzing how time is being spent within the business and identifying opportunities to use technology to streamline the most time-consuming aspects. Automating these areas can make the business more efficient and faster, which is crucial in the speed-driven staffing industry. Moreover, automation can bring additional value to customers and candidates by enabling more placements. Hyperautomation is the most important area for staffing firms to invest in, and we can expect to see more investment in this area in the years ahead.

How can recruiters approach hyperautomation?

Folwell asked Fuller how staffing agencies can approach hyperautomation strategically. Fuller suggested that staffing firm leaders should start by building an inventory of opportunities for automating and prioritizing them based on factors like the impact it would have, time savings, and process speed. He recommended using an 80/20 approach to focus on the top 20% of opportunities, which would have the highest impact on making more placements and streamlining operations. Not all automations are equal, and the highest impact automations should be the starting point. Fuller cited an example of a staffing firm owner who was able to cut her recruiting team by 20% using one automation tool, which accounted for half of the impact. Prioritizing automations with the most meaningful impact can improve financial results.

What is hyperautomation?

Hyperautomation refers to the use of advanced technologies like artificial intelligence (AI), machine learning (ML), and robotic process automation (RPA) to automate complex business processes. It combines these technologies to create end-to-end automation workflows that can streamline and optimize business operations. Hyperautomation is a growing trend in many industries and can help companies reduce costs, increase efficiency, and improve overall performance.

How can recruiters implement hyperautomation in in their process?

Identify areas that can be automated: Recruiters should first identify the areas of their recruitment process that can be automated. Some of the common areas that can be automated include sourcing candidates, screening resumes, scheduling interviews, and sending follow-up emails.

Choose the right automation tools: After identifying the areas for automation, recruiters should select the right automation tools based on their specific needs. There are various automation tools available, such as applicant tracking systems (ATS), candidate sourcing tools, and chatbots.

Integration with existing systems: The automation tools should be integrated with the existing systems used by recruiters. For example, the ATS system can be integrated with the recruitment website and job boards to automate the candidate sourcing process.

Analyze and optimize: Once the automation tools are implemented, recruiters should analyze the results to see how they are impacting their recruitment process. This can help recruiters identify areas for further optimization.

Continual improvement: Finally, recruiters should continually work to improve their automation processes by identifying new opportunities for automation, exploring new tools and technologies, and refining their existing processes.

What are the top automation tools used by recruiters?

Applicant Tracking Systems (ATS): ATS tools help recruiters manage job applications and resumes, and can automate processes like resume screening, interview scheduling, and job posting. Some popular ATS options include Greenhouse, Workday, and iCIMS.

Candidate sourcing tools: These tools help recruiters find candidates by searching job boards, social media, and other online sources. Examples include HireEZ, Entelo, and Seekout.

Chatbots: Chatbots can be used to automate the initial stages of the recruitment process, such as candidate pre-screening and scheduling interviews. Popular chatbot options include Mya and Paradox.

Video interviewing tools: Video interviewing tools enable recruiters to conduct interviews remotely and automate the scheduling and recording of interviews. Some popular video interviewing tools include Spark Hire, HireVue, and VidCruiter.

Onboarding tools: Onboarding tools help automate the administrative tasks involved in onboarding new employees. Examples include BambooHR and Zenefits.

How are recruiters using ai chatgpt?

ChatGPT can help recruiters automate parts of their recruitment process, improve candidate experience, and save time. However, it’s important to note that ChatGPT should not replace human interactions entirely, but rather should be used as a tool to augment and streamline the recruitment process.

Candidate pre-screening: ChatGPT can be used to pre-screen candidates by asking them questions and analyzing their responses. Recruiters can use ChatGPT to ask candidates about their experience, qualifications, and other relevant information.

Answering candidate questions: ChatGPT can be used to answer common candidate questions, such as job responsibilities, company culture, and benefits. This can save recruiters time and provide candidates with quick and accurate information.

Scheduling interviews: ChatGPT can be used to schedule interviews by checking the recruiter’s calendar and suggesting available times that work for both parties. This can save recruiters time and improve the interview scheduling process.

Providing feedback: ChatGPT can be used to provide feedback to candidates about their interview performance or application status. This can be helpful for recruiters who have many candidates to manage.

With the implementation of AI how will the recruiting role change in the future?

Increased efficiency: AI can automate many of the administrative and repetitive tasks involved in recruitment, such as resume screening, scheduling interviews, and sending follow-up emails. This can free up recruiters to focus on higher-level tasks that require human judgment and decision-making.

Improved candidate experience: AI can provide a more personalized and engaging experience for candidates, such as chatbots that can answer their questions and provide feedback on their application status. This can help create a positive impression of the company and improve the likelihood of successful candidate placement.

More data-driven decision making: AI can help recruiters make more data-driven decisions by providing insights on candidate performance, the effectiveness of job postings, and other metrics. This can help recruiters optimize their recruitment strategies and make more informed hiring decisions.

Need for new skills: The implementation of AI in recruiting will require recruiters to develop new skills, such as data analysis, AI technology management, and communication skills to effectively interact with AI tools.

Human touch remains important: While AI can automate many aspects of recruitment, the human touch remains important for building relationships with candidates and providing the personal touch that can make a difference in successful candidate placement.

Final Thoughts…

Overall, the implementation of AI and hyperautomation in recruiting is likely to transform the role of recruiters, creating a new balance between the use of technology and the need for human interaction and judgment. I’m a true optimist, I feel recruiters will still add much value for companies across industries. You can read more about my future predictions and overall thoughts here.

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Jonathan Kidder

With more than 12 years of recruitment experience, Jonathan has helped startups and small businesses find the talent they need. He runs the blog WizardSourcer, which explores the latest trends in talent sourcing, provides reviews of recruitment tools, and features interviews with prominent figures in the industry.