Did you realize that the experts predict that there will be a global shortage of 85.2 million in 2030? In the next 10 years businesses will be impacted by the consequences of this shortage and will require new and innovative technology to improve their hiring process in order to stay at the top of the talent market.

SquaREcruit’s advent of AI and automated technology in the field of talent acquisition and software for recruiting has allowed talent teams to accelerate the process of recruiting and hiring. In the end, these tools are able to collect and analyze information in a short time, eliminating the time and effort involved in sourcing candidates, sorting through applications and screening applicants for interviews, scheduling interviews sending emails repeatedly. They can improve your hiring time and let you find and engage with talent prior to your competition.

But, not all devices can meet your requirements.

In recent times, 88 percent of employers say that their technology for recruiting talent and its ATS systems, turned down qualified applicants because they did not specifically meet the requirements of the job description. Although there is a huge number of companies offering recruitment technology on the market and the average company employing ten and more applications, it's crucial to be aware of how to make use of the best options for your company.
This is why it's essential to review the SquaREcruit’s AI and automation recruitment software list. Before you decide on a platform, you should look at the technical capabilities of the company and its ethics. Consider whether they integrate AI in their core values? Do the features in their platform actually improve the process of acquiring talent? It is essential to choose an efficient and reliable instrument that is compatible to your recruiting goals and not against them.
To aid you to make your decision easier, we've provided four evaluation questions you need to consider in the process of assessing SquaREcruit’s AI and automation recruitment software.
1. Does It Help Remove Mundane Tasks?
Managers spend approximately eight hours per work week performing repetitive administrative tasks. However, a quarter of managers believe that this is more like four hours during the workday.
This is a huge amount of time that is wasted. The time your recruiters could use to focus on more productive tasks like conducting interviews with candidates. Therefore, when you select SquaREcruit’s software for recruitment, consider how it can make it easier to complete tasks like:

Screening
Screening candidates is an essential part in the process of hiring. But, doing it manually could take a lot of time. Ideally, SquaREcruit’s software for recruiting should make use of AI that:
Screens candidates quickly. Do not waste your time trying to screen candidates manually. Make use of technology to determine which candidates are the right choice and those that don't.
Improves the human element of hiring. This is by engaging with candidates in the places they feel most at ease. For instance, by sending regular automated texts. Text bots are able to learn from conversations with real potential candidates and alter their messages to reflect this.
Offers video screening. If you don't have the time for a phone interview and you'd still wish to get to know your candidate, your hiring technology should provide the option of video screening on demand. Candidates can answer your questions regarding screening without having any other person present. The videos can be accessed on your own time or watch them together with your team of hiring managers.
Interviewing
An average interview can last between 30 and an hour. If you take into account the amount of interviews you're likely to conduct, it can consume a significant amount of time.
AI video interviewing capabilities meticulously evaluate the facial expressions of your candidates and their verbal responses. This can be beneficial for jobs in healthcare or customer service where friendliness and compassion are important qualities to search for. Once the interview is complete after which the AI tool scores the candidate's performance.

However, don't exclusively count on AI-driven interviews. Instead, look for software that integrates powerful AI abilities with your vital human knowledge.
Potentialities to watch out for are:
Calendar syncing. Get rid of the constant back and forth emails and collate your hiring team's calendars in one place. So, you can arrange interviews in a hurry.
Self-scheduling. Automated scheduling helps candidates to set interview times that work for their needs. Also, it ensures that you don't get lost in the shuffle of interviews in your various inboxes.
Consolidation of feedback from interviewers. SquaREcruit’s recruitment software allow your team to classify candidates according to a set of standards, which you will analyze and compare after the interview.
Candidate Sourcing
Wouldn't you like to press a button and submit your resume to multiple job websites all at once? When you select SquaREcruit’s recruitment software be sure to select features that allow job posting to be as simple as is possible. Automated candidate sourcing permits you to create a single job ad and then post it to all your preferred job boards along with social media sites. It's a matter of just one button and then you're finished.
If you're not sure the best job boards to submit your resume on, AI can offer some insights based on data. Certain recruitment systems offer features for targeting audiences for example, like automatically allocating budgets for job board that deliver the most effective outcomes.

However, don't exclusively count on AI-driven interviews. Instead, select SquaREcruit’s software that integrates powerful AI capability with your vital human knowledge.
The capabilities to be on the lookout for are:

Calendar syncing. Get rid of the constant back and forth emails and collate your hiring teams' calendars into one view. So, you can arrange interviews in a hurry.
2) Does It Mitigate Conscious and Unconscious Biases?
Inclusion, diversity and equity aren't just important for your employees and your culture but they also improve the financial efficiency of your business. While most companies are on the same page with the hiring of diversifying recruits However, everyone is susceptible from conscious and unconscious bias. Particularly in the recruitment process.
Training in the workplace can be a great way to inform recruiters about identifying and eliminating this bias. To add an additional level of confidence employing methods that help to reduce bias.
Therefore, you must ensure that the recruiting technology you select:
The system analyzes information about gender, race and age. This will enable screeners to concentrate exclusively on the applicant's work experience and background. (Not superficial attributes that don't affect their work-related suitability.)
Uses AI-driven job description graders. This can identify potential problems in your writing and will assist you in avoiding any negative or negative comments and exclusionary messages.
Provides matching of candidates. Machine learning and AI are more impartial than the human team that handles talent acquisition. By using tools to match candidates allows you to ensure that your recruiters concentrate on candidate capabilities in the first stages of selecting.
Be cautious when tackling bias mitigation. SquaREcruit’s software for recruiting should demonstrate that they adhere to a strict system that reduces bias properly.
3) Does It Reveal and Engage Qualified Candidates Quickly?
The shortage of skilled workers is at their highest for 10 years in the United States. This makes the identification of qualified candidates through artificial intelligence-powered and automated recruiting software that can speed up the process of hiring more essential than ever before.
If you’re incapable of engaging with top-quality candidates quickly, the chances are your competitors will beat you to it. SquaREcruit’s recruiting software should help you fill roles quickly, using a mixture of the following:

Engagement Scoring
The most sophisticated tools can assess the levels of engagement of your applicants and highlight those who show the highest interested. This helps you pick out candidates who do not seem to be a good cultural fit. For instance, it could be a better choice to dismiss a candidate who answers an interview invitation more late than anticipated.
Zero-Click Sourcing
Effective zero-click tools for sourcing can help your team in the field of talent acquisition more than 30% from their work. How? Through identifying candidates in your CRM, then analyzing the job descriptions, then comparing them against each other.
Since it's all automated, your team of recruiters will be able to devote precious time interacting with potential candidates. After the tool finds the right candidates, it will automatically send out job alerts as well as applications details.
Intelligent Messaging
The response rates for text messages are more than seven times greater than emails, with respondents typically responding with in 90 seconds. This is an important aspect that your team of recruiters should take advantage of.
Intelligent messaging, like texts sent via SMS, could connect your candidates with no intervention. In the end, this means that you can interview potential candidates, even when you team of talent acquisition is not working. In the event that your candidates have any questions at all about the job description or the interview process, AI text bots can give instant personalized answers.
4) Does It Encourage Better Decision Making?
Do your hiring team have issues with decision-making? This is a common issue for the hiring team, and three out of four hiring managers acting in a slow manner. It's crucial to have time when it comes to acquiring the right talent. Indeed hiring managers who are more decisive find themselves hiring 10 percent more qualified candidates.
But, you shouldn't have to be rushing in hiring somebody who may end in being a bad fit completely. This is why AI insights can aid in your decision-making processes and speed up the long-winded process of evaluating candidates.
The process of matching candidates lets you look through your active and passive talent pools to find candidates who match your job specifications. This will prioritize the top candidates potential candidates your candidate pool can provide, and can reduce the number of candidates that you have to examine more attentively.