Recruitment automation tools for recruiters and hiring teams

Recruitment automation is the technological process in which recruiting tasks are carried out automatically with very limited human input. Automated technologies tackle time-consuming, repetitive and administrative workloads. Providing valuable assistance to manage recruiting processes and provide results that benefit both the recruiter and candidate.

Recruitment automation definition quote

Automation excels in transforming the inefficiency of manual operations. Introducing automated technologies speeds up c­­urrent practices, improves efficiency, creates consistency, and minimises the end user’s workload.

Technology continues to transform the recruitment industry. Creating a new ‘standard’ of hiring. Within this, candidates expect efficiency, fast responses and effective feedback. If their needs are not met, it can unfortunately, damage the employer brand reputation whilst also increasing the risk of candidate drop out.

Here’s how automation can help hiring teams excel during the start of the recruitment lifecycle:

Three areas where recruitment automation excels

Job application screening

Screening job applications is arguably one of the most time-consuming tasks in recruitment. With many companies losing almost 90% of potential candidates due to a prolonged screening process. There’s no question that things need to change. Manual screening techniques lack consistency an­d can slow down hiring – particularly on a high volume scale.

Driving change is automated job application screening. Screening technology works by automatically filtering through resumes/CVs, searching for keywords that correlate to the job description. Determining matching job applications – ready for recruiter review.


  • Save substantial time in screening applicants
  • Reduce bias
  • Reduce time to fill
  • Consider every job application with guaranteed screening consistency

Candidate database matching

The hunt for new talent begins at the start of the recruiting lifecycle. Many recruiters will source from outside and their existing talent network to find qualified candidates. Often ignoring the potential that already exists inside their talent pool.

Uncover existing talent with candidate database search and matching technology. Automated candidate rediscovery works by screening past applicants and matching them to new job vacancies. Therefore, instead of beginning a brand new sourcing approach at the start of a job requisition, automatically consider existing talent for new roles with automation.


  • Maximise the value from those who have already bought into the company brand
  • Reduce sourcing time and spend
  • Reengage with candidates and maintain a positive candidate experience

Talent referral

The top barrier hiring teams face is recruiting quality candidates, with many employers struggling to attract qualified talent in a competitive job market. Companies adopt a referral approach to recruit new employees.

Automated talent pipeline and referral enables employers to utilise the potential from those who have already invested in the organisation. Candidates who apply for a given role within the company are not always a match. Therefore, instead of rejecting their application – it’s of much higher value to reroute the candidate and forward them to roles that better suit their skills and experience.

Automating this process helps manage talent pipelines whilst maximising the value of every job application received. Recruitment automation instantly screens and matches previously rejected candidates against all other open job vacancies.


  • Provide a second chance to candidates
  • Continue the candidate journey and maintain a positive candidate experience
  • Manage a high volume of applicants and guide qualified talent to the right roles

Recruitment automation powers the hiring process and provides valuable assistance during top of the funnel processes. In doing so, recruiters are left with more time to invest in key decision making as well as building and maintaining solid candidate relationships.

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