Automation in Recruiting and the Metrics to Impact
Two great topics, automation and metrics are discussed frequently but rarely in simple ways to implement their intersection.
Don’t automate just because you can.
Know what end result you are trying to impact with automation and the current baseline KPI
Bad automation is bad business
Cheat sheet - duh obviously! (but thanks for the reminder)
Why are you automating and for who's benefit?
Why do we automate?
to acknowledge things we would otherwise ignore
To nudge where response rates are too low for human effort
To nudge or assist at times that suit the target because they may not suit us
To achieve a result that didn't need human to human communication - eg FAQ or Opening hours
To appear to have interest or fake activity and presence
Most automations fall into one of the above categories and unfortunately the easiest and most obvious are the ones with the least or even-times negative impact.
Like good social presence, automations should first and foremost be authentic. Anything goes when it's authentic (not everything is successful, but it's still representative of who you are and who you serve)
The second rule is that it should service a value your customer is asking for (this doesn't include what you think they SHOULD ask for)
The third rule is that the outcome should be measurable.