Manual administration can leave career services teams with little time to support learners. Managing job postings, matching resumes, and contacting employers are useful tasks to review for automation.
Automating these repetitive manual tasks could free up valuable hours for the career services team. Taking a closer look at this fundamental problem and exploring automation solutions could be an impactful way to address this pain point.
What tasks do career services teams commonly perform?
1. Data entry: In this illustrative workload, collecting and updating student records in spreadsheets takes around 2 hours daily. Multiple sheets can make errors harder to find.
2. Job sourcing: The example allows 5 hours daily to check 5 to 7 career sites. Relying on a small set of sites can leave other relevant openings undiscovered.
3. Follow-ups: Sending reminders to apply, update resumes, and prepare for interviews takes 3 hours in this example.
4. Sharing candidate profiles: Preparing spreadsheets, matching resumes to job descriptions, and sharing them by email takes 2 hours daily in this example.
5. Providing feedback: Conveying feedback to candidates on their interview status takes 2 hours daily in this example.
These are separate illustrative task estimates, rather than a measured working day for one placement officer. Weekly totals depend on team size, working hours, and which tasks overlap. Record your own workload before estimating savings.
Automation can reduce repeated administrative work. Here are processes a career services team can review:
1. AI parsing: Parsing candidate information can reduce manual entry. The example compares 2 hours of manual work with 10 minutes using parsing; it is an illustration, not a measured LineupX result.
2. AI job sourcing: Automated sourcing can reduce repeated visits to career sites. The example compares 5 hours of manual sourcing with 30 minutes reviewing sourced openings. Actual time depends on the sites, roles, and review process.
3. Automated follow-ups: Reminders can reduce repeated messages to students. The example compares 3 hours of manual follow-ups with 15 to 20 minutes reviewing reminders and exceptions.
4. Candidate trackers: Sharing candidate profiles through a single link can make it easier for employers to review relevant learners and for placement teams to track follow-ups.
5. Candidate panel: Making application status visible to candidates can reduce the need to answer the same status questions repeatedly.
Reducing repeated administration gives career services teams more time to build employer relationships, prepare assessments, and support learners. Measure the change against your team’s own baseline.