72% of Employers Expect Talent Acquisition Roles Will be Automated by 2027

March 6th, 2017 Comments off
2 in 5 Workers Have Had an Office Romance

While it may be tempting to assume that automation only effects manual labor intensive jobs, that’s not exactly the case. According to a recent CareerBuilder survey, 72 percent of employers believe that within the next 10 years, some roles within talent acquisition and human capital management will have gone completely automated.

Automation is already available within the HR space for a wide variety of essential functions. Yet even of employers who have begun to automate some processes through HR technology, most have only scratched the surface.

The most commonly automated functions are employee messaging and setting up benefits and payroll. That’s a good start, but there are a lot more ways automation could save you time and money, many of which are underutilized. For example, only 37 percent of employers who have embraced automation use it to help with archiving candidates, and just 21 percent use it to promote continuous candidate engagement – just to name a few.


What Does This Mean For You?

Talent acquisition and human capital management are essential parts of any organization – and new automating technologies make them easier and more cost-efficient. Employers who have automated parts of their talent acquisition and management processes are overwhelmingly pleased with the results: 93 percent say the switch has saved them time and increased efficiency, and 67 percent say they’ve saved money and resources.

Automation isn’t going to steal your job – it’s going to make it easier. The sooner you begin to implement automating technologies, the more time and money you’ll be able to save.

Want to learn more about how HR technology is making your job easier? Check out the 20 Most Important Types of HR Technology.

What Should You Automate in Your Recruitment Process?

October 5th, 2016 Comments off
What should you automate in your recruitment process?

Have you ever wondered what you would do if you could just completely start over with your recruitment technology? No barriers or roadblocks. No legacy HRIS or ATS. Clean slate.

Of course, it would be easy to just tell you to go out and buy the newest, most expensive tech on the market. That would also be a bit of a pointless exercise, because 99 percent of us would never be able to do that. But, what if you got the chance to build a new recruiting tech stack from scratch?

What would you choose?

Below, I share what I would do if I could start over — which things within the recruitment process I would automate, and which would get a more hands-on approach.

Core Recruitment Technology

  • Applicant tracking system – Okay, this one is easy. It’s like your HRIS, or system of record, but for talent acquisition. The problem is that most ATSs will tell you they can do it all. I have never found one that can do it all (effectively). So, really dig into those claims.
  • Analytics – Everyone will tell you they have analytics, but when you finally demo a full analytics-talent acquisition technology and it completely blows you out of the water, you realize what powerful analytics really mean. The larger the organization, the more important and more of a must-have this becomes.
  • Digital phone technology – Oh, boy — here we go. Almost no one on the corporate side of talent acquisition has this, and it’s a huge miss. Most recruiting is still done by phone — and this won’t change. Unless you have candidates accepting a job without ever speaking to someone at your company, you need this. A digital phone system tracks usage by recruiter and gives you metrics that can help you see who is actually making calls and who’s not. Be forewarned, the lack of time your recruiters are spending on the phone may give you a stroke!
  • CRM – This is ongoing candidate communication during the pre-apply, apply and post-apply hiring process. Truly, 99.9 percent of ATSs don’t have anything close to CRM, but will tell you they do. You need a strong CRM technology to build talent networks, pipelines of talent, and catch so much talent you’re missing and have no idea you’re missing.
  • Recruitment training – All the best talent acquisition technology is the world is great, but if your recruiters suck, great tech only makes them suck faster! I suggest you find a great online technology that continually trains and enables you to track this training and use.



  • Job distribution – Recruiting can be broken down into two main buckets: inbound and outbound. Most corporate organizations do about 90 percent inbound (post and pray baby!). So, if that’s your main strategy (and it usually is), you better have the best job distribution engine on the planet.
  • Sourcing technology – This space is packed right and growing super fast. More money is being dropped into sourcing technology than almost any other segment, which makes it very confusing for talent acquisition buyers. Ultimately, before you buy, you need to talk to people you trust who are using the technology. I had one vendor drop the name of a competitor of mine. The vendor said the company “loved” using the vendor’s technology, but that because the company was a competitor they wouldn’t talk to me. BUT — I “need” this tech! So, I called the competitor’s CEO directly. Guess what? The CEO thought the tech was worthless.
  • Employee referral automation – Is employee referrals your largest source of hires? For most organizations, this is the case. Yet, when I ask how much money they’ve invested into technology to support their most important source, it’s almost always $0. Doesn’t that sound silly!
  • Job advertising – If you haven’t looked into programmatic job advertising, you need to: It’s what all companies will be doing in the future. Basically, it entails using technology to buy and place your ads in real time in a very hyper-specific way. Higher quality applicants, at a lower cost.



  • Video Interview Technology – I love this technology and how it’s evolving. What we know is that our hiring managers love to see candidates before they live-interview them. Video interview technology helps your organization be more effective with its time and resources.
  • Assessment technology – No more gut decisions! Assessment tech has also evolved way past the personality assessments of yesteryear. Predictive assessments can now accurately tell you who you should be hiring, and they have proven to be more effective than live interviewing. If you want to hire better, you need to add assessment technology to your stack.
  • Automated reference checking technology – This is a giant pet peeve of mine. If you manually do reference checks from references given to you by a candidate, you should be fired — it’s a giant waste of time. What do you think the candidate’s references are going to tell you? They gave you the references! They will tell you the candidate walks on water. There — I just saved you all that time. Seriously, stop this. Get an automated reference checking tool that’s proven to actually knock out some candidates based on how they’ll fit into the role and your organization.
  • Automated background checking – I think most organizations have this now, but if you don’t, you should. This is a way to verify the credentials of a candidate and the information that’s presented in a resume.



  • Interview/apply feedback – Don’t just think “exit interviews.” Think about all those candidates in your own database who you didn’t hire, but who are still awesome, talented folks you might want to hire in the future. How is your organization staying connected with them? For most, this will be with your CRM technology. Think about that entry-level engineer who loved you and applied three years ago. Back then, you just didn’t have an entry-level opening. Fast-forward to today, and that person now has three years of experience with your competition. How are you letting them know you still want them?


These are the big buckets of talent acquisition technology. Depending on your specific industry, location, and so on, you might have other buckets that you need or don’t need. Also, don’t get sold on the idea that you must have all of these technologies talking to each other, and thus must buy one big giant talent acquisition suite.

New technologies, built on a SaaS platform, will be able to “talk” to each other. The key is first checking to see if those integrations have already happened and talking to those using the tech now to know how they’re working. Suites will be great for some organizations, but they usually fall down on certain parts, so you need to know what’s super important for your organization before buying.

We’ve partnered with industry expert Tim Sackett to create a comprehensive checklist to help you take stock of where you’re at now — and take that first step toward determining where your process is too manual, too technology-focused, or just right. Get the checklist.

How to Use Tech in Your Recruitment (Without Losing that “Old School” Touch)

September 28th, 2016 Comments off
Get Personal, Get Automated in Your Recruitment

Let’s face it. If you’re a recruiter in 2016, you’ve got it pretty good.

Just listen to any “old-timer” – say, someone who was recruiting 15 or 20 years ago – and they’ll be quick to tell you how it used to be in the not-so-good-old days.

Paper resumes. File cabinets. Phone books. Rolodexes. Fax machines.

Look some of these things up online, and gaze upon your yesteryear colleagues in pity. I mean, how did any recruiting actually get done? It’s hard not to appreciate that it’s much easier to recruit good candidates today than it was just a few years ago. After all, that was before we all learned how to use the internet, and before we could reach out to just about anyone by simply hitting enter on a keyboard.

Technology has certainly made it much easier to share our job openings with the world, and it’s provided good recruiters with the opportunity to source candidates with specific skill sets in a matter of minutes or hours, rather than days or weeks.

Life is much better today – for both recruiters and job seekers. The use of technology and automation in the recruiting process, however, has also made it possible to turn potential candidates off in an instant with something as simple as a poorly crafted message or one that feels too impersonal. The old adage “with great power comes great responsibility” can be applied to us as recruiters as well.

In some cases, we must make wise choices about when to take advantage of the powerful technology and automation solutions available to us – and when to take a more “old school” and personalized approach.

When technology and automation can be used for good:

1. Job postings and distribution. Just a few years ago, job seekers (mostly active candidates) had to wait until Sunday to view the Help Wanted ads in the local newspaper to find out about job opportunities.

Today, technology provides us with the opportunity to share job openings almost immediately, and in multiple places at one time. This increases the possibility that our job openings will be seen by more candidates who may be a match, as well as by passive candidates who may come across them through automated job notification feeds or while on social media. This is a win for both recruiters and job seekers!

2. Parsing data from resumes. Back in the day, recruiters — after waiting two or three days for paper resumes to arrive in the mail — often had to set aside a day or two to go through the resumes to make decisions about which candidates to put in the “yes” pile, and which ones to relegate to the “no” pile. This process lacked both objectivity and speed.

Today, using technology solutions, resumes can be quickly and objectively screened to ensure that neither bias nor the postal service add ambiguity and delays to the process of selecting the best candidates to evaluate for job opportunities. Once again, everybody wins!


While technology has changed so much about the recruiting process – often making it faster, more effective, and scalable – we must never forget that we’re dealing with humans. Humans aren’t machines, and humans make choices based off of feelings and emotions. Humans like to work with (and for) other humans that they know, like and trust.

Here are three times you need to get personal:

  1. Candidate responses. Respond to applicants to let them know their application was received – and inform them about the next steps in the process/expected timing. Sure, this step can be automated, but it can still be personal. And the fact that your company does this – when most do not – will set you apart.
  1. Emails. Personalize email communications with candidates – and let them know why you’re reaching out to them specifically. Many active and passive candidates are turned off by mass emails, and they’re exponentially more likely to respond to a personalized approach – even if it’s to say “thanks, but no thanks.”
  1. Contact info. Once you’ve interacted with someone (pre-screen, in-person interview, and so on), make sure that they have contact information where they can reach a real person to get information or ask questions – even if their question is to check on their status in the process.


Technology is the gift that keeps on giving for recruiters, and it has definitely improved the recruiting and hiring processes for all involved. But I encourage you to take some advice from this “old-timer”: The best recruiters will always be those who understand the importance of connecting and engaging with candidates early and often in the process.

We’ve partnered with industry expert Tim Sackett to create a comprehensive checklist of the various aspects of the recruitment process. Use this checklist to take stock of where you’re at now — and take that first step toward determining where your process is too manual, too technology-focused, or just right. Get the checklist.