How We Saved $50-80K for a Client in Just 10 Simple Steps!

Picture this: You stumble upon a job board with a sleek design, only to discover that behind the scenes, HR teams are drowning in resumes, taking ages to respond, and struggling to provide a stellar candidate experience. That was the reality for one company until they decided to shake things up. 

Let’s dive into the nitty-gritty of a typical job posting for a Recruiting Coordinator/Sourcer role. It’s a laundry list of requirements, from sourcing candidates to managing interviews, all while maintaining a zen-like patience. But fear not, we’re about to sprinkle some automation magic into the mix and watch those headaches disappear.

Let me give you some context: The job description for a Recruiting Coordinator/Sourcer was on a Company A (200-500 employees) being paid $70-100K per year. The complete job description is mentioned below, but it’s edited and some names are redacted for privacy.

Who you are:

• 1-3 years experience in a technical sourcing or coordinating role (Agency or In-House)
• Excellent time-management skills, able to prioritize and manage time in a high-volume, deadline-driven environment
• Extremely detail-oriented and thorough
• Validated experience in innovative research & sourcing methods to hire for niche areas and “hard to fill” roles
• Prior experience using (insert generic ATS board name) or comparable ATS
• Proven track record of recruiting in a fast-paced and self-directed environment
• Demonstrated ability to be resourceful in finding active and passive job seekers
• Strong written and verbal communication skills
• Humble, empathetic, and open-minded – no egos

Desirable:

• Startup or experience at a high-growth company
• Relentless passion for company culture
• Data-driven (i.e. the ability to build ATS dashboards, look at data and understand and report the story, etc)

What the job involves:

• Sourcing and screening candidates at a very high volume
• Managing the inbound applicant pool
• Developing and testing new sourcing strategies
• Helping hiring managers distill their needs and drafting job descriptions
• Understanding technical requirements and working with cross-functional stakeholders on our open roles
• Providing an outstanding candidate experience for every candidate from the application stage to offer
• Managing scheduling and logistics for all interviews between the candidates and hiring managers
• Serving as an (Company A) cultural ambassador to prospective employees
• Helping us continue to improve our recruiting processes, tools, and strategies

Let’s see if the claim can be backed, to save $50-80K here, in 10-steps

Here’s how I would do it through the SIXER Tech Platform, the requirements in the job post (above) can automated:

1. Generation of a Job Description can be completed and edited within 1-2 minutes by the hiring managers through https://jd.sixertech.com/
   

    

2. Leading to the creation of the ATS (Applicant Tracking System) in the job campaign

    

3. Applicants are filtered based on predetermined criteria (Any applicant with a score lower than what you select will not be shortlisted)

    

4. Select the hiring managers for this particular job campaign

    

5. All stages of the ATS (Applicant Tracking System) can be set with an automated email template

    

6. Create links for your candidate sources (ex. LinkedIn, Indeed, Glassdoor, other job boards, referrals, etc.) and post with the job description that was generated earlier

    

7. In-coming candidates are auto-filtered into the shortlisted and rejected columns

    

8. Automated emails are sent as soon as the candidates are filtered with a skills assessment or pre-recorded video interview (built-in the platform)

    

9. The previously selected hiring managers are notified and candidates get to choose from their calendars when it’s convenient for them to come for an interview (reducing no-shows)

    

10. Preliminary screening completed. Interviews set. Hiring completed within 7-10 days (or less) depending on the requirements of the company. Data analytics and reports included. 

But what about the bottom line? Surely, all this automation comes at a cost! Not necessarily!

In fact, when you crunch the numbers, the savings speak for themselves. Now, depending on the volume of applicants and number of members on the hiring team, per month the price of automation packages could vary from $800 to $1070 monthly.

By automating key aspects of the recruitment process, companies end up saving upwards of $50-80K per year. That’s money that can be reinvested into other areas of the business, driving growth and innovation.