A 2021 report by LinkedIn revealed that 67% of recruiting professionals saved at least three hours a week by using automation tools, and this figure is likely to have increased in the years since. The efficiency provided by automation is not merely about speed; it's about the capacity for each recruiter to manage a larger pool of candidates, thus enhancing the quality of hires. 

From streamlining the recruitment process to improving candidate experience, reducing costs, facilitating data-driven decision-making, and promoting diversity, to say that the competitive edge that businesses obtain from recruitment tech is transformative is almost an understatement.

There’s still skepticism and resistance within the industry, but lots of recent research suggests that automating TA, recruitment and HR operations is no longer just an advantage, but a competitive necessity.

Here are 3 research-backed areas where augmented operations perform better than human-only teams– and one where no amount of efficiency can rival the positive impact human professionals have.

• Algorithms make better and more diverse hires 

Applicant Tracking Systems (ATS) and AI-driven screening processes only allow the most suitable candidates to advance, reducing the likelihood of human error and bias. In fact, a study by the National Bureau of Economic Research found that algorithms are, on average, more reliable than human judgments in predicting job performance, emphasizing the precision that automation brings to talent attraction.

Because recruitment tools mostly focus on skills and qualifications rather than demographic factors,  they can also help mitigate unconscious biases. A study by Harvard Business Review in 2021 demonstrated that companies using algorithmic decision-making tools increased their diversity hires by 26%,  a known driver of innovation and business success. 

Read next: The automation tool that Walmart used to increase aptitude test completion by 40%  

• Automated TA processes make companies more profitable

By streamlining the recruitment process and improving the quality of hires, companies can significantly reduce their cost per hire. A study by the Aberdeen Group found that companies using recruitment automation tools saw a 14% decrease in their cost per hire compared to those that did not. 

On top of that, the time that human recruiters and HR professionals were using on repetitive manual tasks can be allocated to more strategic initiatives, increasing their productivity and contribution to the company’s bottom line.

• Algorithms’ love of data can make your team 2x better at recruitment and 3x cheaper

The advanced analytics and reporting features built into automation tools offer unprecedented insight into the effectiveness of recruitment operations, allowing businesses to adapt their strategies and meet their recruitment goals more efficiently. A 2022 survey by Deloitte revealed that leveraging analytics in recruitment makes companies twice as likely to improve their recruitment efforts and three times as likely to reduce costs. 

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…But what about human recruiters?

There’s one central area where more automation produces diminishing returns after a certain point. We’re talking about the great differentiator for hiring companies, one that can make or break the results that TA teams are able to achieve. As James Brown would say (if he was a recruitment strategist)...

…“This is an algorithm’s world, but it would be nothing –nothing!– without a human recruiter…”

James Brown the Recruiter is right: No amount of automation can replace a great human recruiter when it comes to candidate experience.

There are very good reasons why we fuss over candidate experience so much. In the bigger picture, the very quality of the workforce is defined by it, as cultivating a strong employer brand will attract a higher caliber of applicants. 

While chatbots and automated email responders ensure that candidates receive timely and personalized interactions, most people expect to interact with humans at some point. A candidate that gets processed exclusively by algorithms is likely to perceive the experience as impersonal, cold, and even disrespectful. 

Applicants’ first impressions can significantly affect their perception of the company. A survey conducted by The Talent Board in 2020 highlighted that candidates who were satisfied with their recruitment experience were 38% more likely to accept a job offer, and other data suggests that the success of employee referral programs and even turnover rates can be impacted. 

To reduce friction points and enhance engagement, companies can design candidate journeys where their recruitment team steps in and provides personalized interaction with the candidates who pass the initial filters. 

Super-recruiters will be the stars of this new era

By now it should be clear that TA automation is a powerful lever for businesses to enhance their operations. There is no stopping it: Automation is quickly becoming the norm in successful HR and recruitment strategies. Teams that can harness these technologies while providing the irreplaceable human touch will be one of the key drivers of success for companies in today’s competitive landscape.

What are your thoughts? Have you used automation in your recruitment process? Do you think human recruiters will continue to be a key part of successful candidate journeys, even as automation continues to catch up?

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