27 recruitment automation templates, from simple to advanced
There’s so much more to automation than knockout questions.
ATS automation has been around for years, but many recruiters have only scratched the surface of what it could do for them.
Why? Many reasons. Either they aren’t using an ATS, their ATS only has simple automations, or they aren’t using the fullest extent of what’s available in their ATS.
But if your team is managing complex hiring, you need automation that can keep up. You need automation so you can keep up.
It’s not just about saving time
Of course automations save time. But a well-designed set of automations do even more:
Free up mental space: Set up automations the right way once, then know that process is quietly running in the background forever. So you can worry less about candidates slipping through the cracks or a job getting flooded with candidates overnight.
Compliance: Automations help enforce required steps of your hiring process. And more advanced automations help you automate more of the process, build in escalations, and see the history of every action taken.
Personalization: Advanced automations let you automatically send different messages to candidates who meet different criteria. So you can give candidates the personalization they want, without creating more work for your team.
Ease of use: A well-designed set of automations shouldn’t involve setting up the same automation across multiple jobs or workflows. You should look to simplify and consolidate where you can. For example Pinpoint’s advanced automation feature lets you merge multiple job automations into one place so they’re easier to manage.
Speed: Automation helps accelerate your time to hire and time to fill, especially when you expand your set of automations to cover more of your process.
But what about candidate experience?
When we speak to recruiters about automations, one of their biggest concerns is the candidate experience. But among our customers, the recruitment teams using more automations actually have higher candidate Net Promoter Scores (NPS).
Ben Facey, International Talent Acquisition Lead at Interact Software, helps explain why. For them, moving to Pinpoint’s advanced automations helped make their candidate experience more consistent across time zones.
“Regardless of where they’re based, they’re all receiving the same candidate experience,” he says. “And it really feeds into who we are as an organization, treating people fairly and consistently across the globe.”
How to build a great set of automations
As you’re exploring these templates and building your own automations, here are a few principles to keep in mind:
Understand the structure. Every automation includes triggers, conditions, and actions. It can help to think of your automation in terms of a “When… If… Then…” statement. For example, instead of saying, “Close a job after 600 applications”, rephrase your automation to “When I get an application, if it’s the 600th application, then close the job”.
Build once. Merge your automations as much possible, and don’t repeat steps across automations. For example, instead of building multiple automations to handle right to work checks in different countries, you might create one advanced automation that handles right to work checks across all locations. This is the simplest and most scalable way to build.
Apply everywhere. Advanced automations give you all the flexibility you need to manage different processes across jobs, regions, etc. So in our right to work example above, you’d be able to set up different branches for different locations, all within the same automation. This makes it much easier to manage, because it’s all in one place.
Explore the possibilities
Pinpoint users: If you haven’t explored advanced automations yet, here’s how to get started.
We want to encourage recruiters think bigger and expect more from automation. So we’ve created this library of templates to help you explore the possibilities.
Some of the examples below use simple automations—like sending a basic rejection email when a candidate is moved to a rejection stage. Others layer in more advanced logic, like adjusting the message based on how far they got in the process.
If you’re newer to automations, you’ll find good starting points that most recruiters can benefit from. If you’re more experienced, you’ll find ideas for new things to automate and new ways to do it.
And for Pinpoint customers using our older automation system, you’ll see how the new automation feature gives you better flexibility, control, and ease of use.
Which automations will you build today?
