Managing the recruitment process within various companies and institutions is one of the most important and dangerous human resources management processes. It is one of the processes and tasks that cannot tolerate any errors, postponement or delay that may cause disruption of work or a decline in productivity and efficiency. Hence, the trend towards automating recruitment through human resources programs has increased, which aim to enable digital transformation in managing all employee management tasks and processes within various companies and institutions of different shapes, sizes and needs.

In this new article on our blog, we will explain to you the concept of human resources management automation within companies and institutions, and what are the advantages and benefits of automating recruitment through various professional human resources management programs.

What is human resources management automation?
The term human resources automation means converting all tasks responsible for the human resources management department from the manual and traditional method to tasks that are completed automatically thanks to human resources programs that rely on digital transformation in employee management.

This will improve job performance and make it more professional and organized than it was in the past by automating recruitment, managing employee records, attendance and departure times, managing employee vacations, salaries and other tasks that can be automated through digital human resources management programs. All this with the ability to keep all data and documents in safer ways and quickly access them at any time and from anywhere.

This is, in short, the concept of human resources management automation, which means relying on machines instead of the human element in all tasks and operations related to managing employees within various companies and institutions.

What is the importance and danger of the recruitment process within companies?
The human resources management department within any institution or company performs many tasks, the most important of which is the recruitment process and finding the right talents for jobs or vacant places within the company. It is considered the first and basic element in choosing the right employee in terms of efficiency, skill and other factors that companies rely on during recruitment, and because poor or inappropriate selection leads to many problems such as wasting the company's money and capabilities and wasting a lot of time and effort in vain, in addition to an increase in the employee turnover rate, which is an obstacle to the company's productivity.

This is in addition to the fact that the recruitment process contains a number of steps and procedures, starting from identifying the tasks to be assigned, identifying the required skills, publishing jobs, reviewing applications sent by job applicants to carefully select the appropriate ones, and setting interviews, which takes a lot of time in traditional methods, but by relying on recruitment automation using human resources programs, it has now become easier, more accurate and more successful. This is what we will learn more about in the following lines of the article.

Advantages of recruitment automation using human resources programs
As we mentioned previously about the importance of the recruitment process and the necessity of doing it accurately, successfully and quickly, which is what human resources programs provide through recruitment automation and what it contains of many different and useful advantages, including the following: -

The recruitment automation system for professional human resources programs provides many advantages that make the recruitment process within companies a fruitful process away from wasting money, time and effort in vain. Here are some of the most prominent and important of these innovative features and solutions:

Setting the factors for selecting applicants
In order to be able to use the advantages of recruitment automation provided by professional human resources programs, you need to first record the factors according to which applicants are selected, which are the number of years of experience required for each job, the required skills, and any other data that companies rely on or need for hiring.

Many professional human resources management programs provide companies with this feature to facilitate recruitment automation according to clear and transparent selection criteria.

Automatically filtering applicants' resumes
The stage of filtering applicants' resumes is the stage that may take the most time, especially in the case of a high number of applicants, which used to consume a lot of time and effort for human resources management workers. In some cases, companies need to fill vacant and required positions quickly, and here comes the role of recruitment automation, which filters those many resumes and job applications based on the factors that were entered in the first stage quickly and more accurately, which saves a lot of time and contributes to accelerating the recruitment process.

Assigning interviews to candidates

After identifying the candidates through the filtering process that was done using human resources programs, you can communicate with the candidates and set a date for the personal interview. By automating the recruitment tasks in the program, you can send short text messages to the candidates with the interview date, day, and location of the company after specifying it by phone, by preparing ready-made templates for such operations. All you have to do is enter the data to be sent only and specify the numbers of the people to whom the message is sent, and the program will then direct it automatically.

Selecting candidates
Of course, after conducting the interviews, not all candidates are selected. There are other more advanced factors that are relied upon in the final selection stage. Through the recruitment automation process, you can record the data for that stage and human resources programs, based on the data entered into it, analyze it quickly and accurately to help make the right decision and determine who are the most efficient and suitable people to fill the company's vacant positions. After that, job offers are sent to them that contain the job duties and the title