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Talent acquisition is at a crossroads. In an era of cost-cutting and ROI scrutiny, recruiters can no longer afford to be seen as purely transactional workers. Talent acquisition teams that can build relationships with managers and candidates, source top-tier talent and carry out other high-value work will not only be more likely to receive ongoing support but also become important strategic partners for the business. Teams that are stuck carrying out primarily transactional work are increasingly at risk of being automated or outsourced out of existence.
In this article, we’ll break down the amount of time that recruiting teams spend answering questions from candidates about the hiring process. The more time your recruiters spend on this administrative task, the less time they have for the strategic recruiting work that can help you outmaneuver your competition in the talent marketplace. After briefly discussing the benefits of technologies like AI for reducing administrative work, we also highlight seven low- and no-tech ways you can work to free up time for strategic work in recruiting.
See also: How data can support recruiting strategy for better hiring results
Tracking administrative time in recruiting
According to data compiled by the American Productivity & Quality Center,
