Vendors Focus on Streamlining Recruiting Workflows, Because ‘Engagement’

Workflow

More providers of recruiting and talent acquisition solutions are zeroing in on workflows in their product design and messaging. Specifically, they’re highlighting the efficiencies and productivity increases users gain by taking advantage of their products’ improved processes.

Among the latest is talent platform-provider Sense, which this week launched a package of automated workflows, called Journeys. While the company said Journeys will help staffing agencies create more personalized experiences for candidates, clients and internal teams, its product description emphasized the ability to handle more mundane chores such as coordinating communications between clients and candidates. In essence, the company said, Journeys acts as “an extra team member.”

Journeys is designed to help staffing firm develop longer-lasting connections with candidates and clients, said CEO Anil Dharni. It does that, in part, by automating workflows so that recruiters have more time to pursue deeper engagements with both candidates and clients.

#HRTech vendors say automating workflows goes a long way to building engagement on both the front and back ends. #HR #HRTribe Click To Tweet

Similarly, in May Phenom People launched its Talent Experience Management platform to strengthen the candidate experience and improve productivity for recruiters and management. The company’s announcement stressed the user experience, but detailed simpler back-end use and automation.

Also, JazzHR recently launched enhancements with the aim of cutting down on the number of administrative tasks recruiters must tackle in their work. Scheduling was a particular focus, since the company sees TA teams spending an inordinate amount of time setting up interviews when they could be actually connecting with candidates. JazzHR’s new features allow technology address as many scheduling chores as possible.    

In fact, simplifying scheduling seems to be on the radar of many recruiting-tech vendors. Leoforce’s most recent release of its Arya platform emphasized candidate self-scheduling, while Infor and Montage partnered to help companies move quickly between scheduling, assessment and interviews. In addition, a number of video-interview companies have begun incorporating candidate self-scheduling into their platforms.

Simple Workflows Facilitate Engagement

Recruiters today are for anything that gives them more time to build their relationships with candidates. Self-scheduling is a nifty way to appear responsive to users, keep the process moving and provide TA teams with added time to expand their pipelines or pursue more meaningful long-term relationships.  

Still, increased efficiency doesn’t seem to resonate with buyers in the same way candidate experience does. Whether they offer video interviewing, job application or other tools, vendors stress their product’s impact on candidate engagement even when their technology’s focus seems more about efficiency and simplification. Data is presented in easier-to-digest bits, scheduling of even team interviews is tied into Google Calendar or Microsoft Outlook

“When you think about the all the logistical challenges associated with just getting to an office to sit across the table from somebody, you democratize the process by making sure everybody can interview at a time and place and location that’s the most convenient for them,” Kevin Parker, CEO of video interview platform HireVue, recently told Dice.

Most companies in the space link that kind of process simplification with improved experiences for both candidates and recruiters. In fact, the value of tying together process and engagement was a common, if unspoken, message from vendors exhibiting at this year’s UNLEASH America.

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