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Increase candidate flow, reduce candidate attrition and save your hiring managers time with automation.
Hiring managers are overwhelmed by labor shortages and job vacancies. The U.S. Chamber of Commerce estimates that we have about three million fewer Americans participating in the workforce today compared to February 2020. Meanwhile, the U.S. Bureau of Labor Statistics predicts that leisure and hospitality roles will grow significantly over the next decade , with restaurant chef jobs alone expected to increase by 36.6%.
All that recruiting, hiring, training, paperwork, and a whole list of other day-to-day tasks means that location-based hiring managers’ heads are spinning these days. With a shortage of floor space, it can be difficult to keep the business running smoothly, much less respond to applicants within 24 hours or carefully evaluate applicants to determine who might be a good fit for the position.
Why automate the hiring process?
Hiring managers know that candidates require attention, consistency and quick responses to move forward with their applications. This means hiring managers must be on their A-game for every candidate at every point in the candidate lifecycle or risk losing great candidates to competitors. Automation frees up hiring managers so they can coach their candidates through the entire process without getting overwhelmed or lost in the details.
A simplified talent management platform is often the best way to go because it will allow hiring managers to eliminate or reduce the time needed for things like filling out applications, scheduling interviews, answering candidate questions, and evaluating their qualifications. Being able to send a quick text message or quickly schedule an interview not only increases the likelihood of a positive interview and hiring potential, but also helps prevent ghost interviews.
Hiring managers need to be empowered with quick and efficient ways to engage interested job candidates, schedule interviews, quickly decide whether or not to hire them, and then get them ready for their first day without a hitch. Automating these four functions can be a game-changer in recruiting and hiring hourly workers.
Quickly find the right candidates with a conversational AI chatbot
An AI conversational chatbot creates an engaging and easy way for candidates to fill out an application and engage with your brand—without hiring managers getting involved until an interview is scheduled.
Structured conversations can help candidates fill out applications, assess their qualifications, and schedule interviews in minutes—not hours or days. Automating the application process can reduce applicant bounce rates by up to 12% and reduce application time by 84%.
Reduce interview ghosting with automatic scheduling
With the right solution, recruiters, HR and hiring managers simply sync their calendars with their talent management platform, select time slots for interview availability and enable automated scheduling for their chosen positions. Hiring managers select a default interview schedule link and a default qualification rule to apply to incoming applications, and if the candidate meets the set qualifications, they will automatically receive an invitation to schedule an interview based on the manager’s availability.
With scheduling automation, HR and hiring managers can configure automated notifications to remind managers and candidates of upcoming interviews and make rescheduling easy for both parties—significantly reducing no-shows.
Reduce manual data entry—and errors—with employee synchronization
Once you’ve found your next employee, make sure new hire data is synced across all your business-critical systems like payroll, workforce management, and more. This eliminates additional and repetitive work for hiring managers and reduces the chance of manual entry error. Studies show that every single data entry performed without the use of HR technology costs a company $4.51. This is added when dealing with large groups of applicants, lots of personal information, and mandatory questions and fields.
With automation and integrations that ensure background checks are conducted and received, no duplicate records are made, and compliance is maintained throughout the onboarding process, it saves hiring managers, HR professionals, and franchisees time and money.
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