Recruitment automation: 6 steps to improve productivity and profitability

recruitment automation. automation in recruitment, recruiting automation

Recruitment automation is the process of augmenting and enhancing recruiter productivity through the use of smart tools designed to improve the hiring process. Automation is everywhere. 

In recent years, automation has become more and more prevalent across various industries. However, the staffing industry has fallen behind when it comes to deploying the latest technologies.

The use of automation in hiring has several benefits for recruiters and employers, let’s examine these in detail.

Automation in recruitment

For an industry that is entirely about people, it may seem counterintuitive at first glance to emphasize the need for automation. However, automation opens up new opportunities to transform the hiring process for the better.

Enhancing recruitment process

It’s no surprise that hiring talent is among the top concerns of CEOs. Recruiting top talent is crucial for propelling innovation. The increasing skill gap started what many dub as the ‘talent wars’. Here is what it means for recruiters:

It is no longer enough to just find the right candidates, which might we add, has become a feat by itself. Recruiters cannot rely on the candidate to show off his or her skill to win a job opportunity. Passive and social hiring strategies make attracting and engaging talent just as important.

The increasing pressure on companies to attract and hire ideal job candidates demand for an enhanced hiring process and practices. Recruitment automation rises to the challenge.

Recruiting at scale

Corporate job offers attract 250 resumes on average. Of those 250, four to six get called for an interview, and only one gets the job, according to a Glassdoor report.

The sheer amount of information about candidates, from online profiles to inbound resumes, tests the ability of recruiting teams to process. Most hiring teams simply don’t have enough time to adequately source, assess and screen candidates. Personalized job searches, digital job boards, only add more data to handle.

Recruiting automation systems can help companies analyze candidate data quickly to help them make better decisions, fast. The hiring teams manage the processes while making the hiring experience better and more human.

Retaining competitive advantage

A while ago, we would have said recruitment automation was inevitable for companies looking to increase their competitive advantage in hiring. That is no longer the case.

Today, a candidate’s hiring experience is just as important as the process. This calls for a need to automate mundane and repetitive tasks so that the recruiters can focus on more quality tasks.

As more and more companies use automation in their hiring process, several others are adopting to staying up to date and relevant to retain their competitive advantage.

“Machine learning and AI will be embedded in 50% of the jobs by 2020. So if you as a recruiter or a Talent Acquisition professional, are not incorporating AI into your process, you are behind the game.” – DK Bartley, Senior VP, Head of Diversity and Inclusion, Talent Acquisition SME, Dentsu Aegis Network.

The lockdown and social distancing measures have also played a hand. The use of digital technologies skyrocketed in every walk of life be it education, business, medicine, or recruitment. With companies concerned about the safety and health of their employees and candidates, most recruitment processes have shifted to virtual platforms boosting the use of automation.

Eliminating bias

Unconscious bias continues to be on top of the minds of talent acquisition leaders. Recruiters believe that the biggest barrier to hiring diverse talent lies in the sourcing and qualification process.

Recruitment automation systems have the ability to address this challenge. By adding a layer between recruiters and candidates in processing applications, companies can work around the unconscious bias. In fact, 61% of talent acquisition professionals believe recruiting automation can help reduce unconscious bias within their hiring process.

Benefits for staffing firms


Over 80% of recruiters agree that recruiting automation can help increase their productivity. By effectively leveraging automation technologies, hiring teams can streamline a number of repetitive and manual recruiting activities. 


HR managers spend an average of 14 hours each week on tasks that probably could be automated. Increase in overall productivity of the teams also makes way for recruiters to handle high priority tasks which drive significant business results within the shortest possible period of time increasing efficiency.


Automation also leads to more consistent hiring decisions, as it removes many variables that are not predictive for job performance. As mentioned, it also removes unconscious biases in the hiring process promoting performance and merit and increasing diversity.


Recruiting automation not only increases productivity and efficiency but it also improves the quality of hiring for both recruiters and candidates. By automating manual tasks, recruiters can focus more on building relationships, which in turn enhances the candidate experience.

Implementing automation

The room to implement recruitment automation technologies can be found throughout the recruiting funnel, from job specifications to candidate sourcing to the final hiring decision. It supports both candidates and recruiters though the hiring process.

Here is where companies find recruitment automation softwares the most useful:

  • Sourcing – 39.6%
  • Candidate qualification – 15.8%
  • Interview scheduling – 15.8%
  • Engaging candidates – 11.9%
  • Team collaboration – 7.9%
  • Candidate nurturing – 6.9%

1. Sourcing

From creating and amending job specifications to advertising them across the multitude of platforms, automation is a godsend for sourcing talent in the modern day.

It is easier to make lists of mandatory and desired skills, qualifications, and experience that recruiters are looking for in the candidates.

Automation accelerated job advertising too. Posting open positions to the countless job boards is not just a tedious task but time consuming too. Having the ability to automatically post new positions to job boards is a must for every hiring team. Using an automated system also reduces errors and cuts down the time spent to manually post all of the job openings.

2. Pre-screening

More than 50% of companies perform background checks to improve the quality of their new hires, according to SHRM. Recruiting automation can reduce the need for background checks as well as make it easier to send background checks as needed. 

By deploying AI solutions or automated skill tests, hiring teams can bypass the need to independently verify a person’s credibility. Skills assessments give candidates the opportunity to showcase their talent in a real challenge making the results more valuable to a hiring manager than say a reference check.

There are also tools that can scan online databases for verifying a candidate’s background information while keeping complying to the employee rights and protection. Some reference check tools also scan consumer credit reports, social media, national security databases, and education records to verify a person’s identity. Recruiters receive automated reports that they can follow up on if necessary.

3. Screening

Up to 88% of resumes received for a role are unqualified. A recruiter spends 23 hours on an average screening resumes for a single hire.

Resume screening is still one of the biggest bottlenecks in recruitment.

From keyword parsing software to artificial intelligence and predictive analysis models, recruitment automation has an array of techniques at disposal for candidate screening. Intelligent screening software can automate the resume screening process. It can also generate suggestions and reports based on candidate ranking or past hiring decisions.

4. Assessments

Assessment platforms are extremely valuable to evaluate relevant skills and characteristics, automatically rank candidates based on their scores. They also mitigate any potential hiring biases that might skew candidate selection.

Some assessment platforms focus on measuring technical skills, whereas some others gear towards measuring cognitive ability, personality characteristics, and situational behavior.

These often allow recruiters to combine different assessments into one online experience, providing them with a holistic view of a candidate. Most skills assessment platforms also integrate easily with an application tracking system to ensure up-to-date information available on applicants as they move through the hiring process.

5. Scheduling

Recruitment management softwares can track the progress of candidates’ applications in the hiring process. There are systems that can automatically place successful applicants into open interview slots, with the help of a pre-built scheduling module that is capable of syncing with the schedule of all line managers.

This is a great way to make the best use of time and fill up slots with candidates across a shorter period to allow more precise and more accurate comparison of their interview performance. Recruiters can also send automated reminders to keep candidates up-to-date on next steps like upcoming scheduled interviews and assessments due. This, in turn, makes the candidates more prepared for the upcoming steps too.

6. Nurturing

Candidate nurturing is an important aspect of building and maintaining an employer brand. Employer branding is a company’s ability to promote and differentiate its identity to prospective employees. Everything that companies do (and don’t) adds to the candidate’s experience with the company.

It is therefore important to maintain a relationship with candidates throughout the entire hiring process. Recruitment automation makes way for candidate nurturing tools that allow companies to engage candidates through email automation.

A lot of communication between recruiters and candidates can be automated to ensure that candidates stay informed about the updates and engaged in the hiring process. Automated email flows engage the candidates throughout the hiring process so they don’t lose interest in the position.

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Oorwin’s intelligent ATS can automatically harvest resumes, screen candidates, test applicants, schedule interviews, manage the hiring process, check references, and complete new-hire paperwork.

With Oorwin ATS, you can reduce your time to hire by 70% and cost per hire by 60%.

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