Recruiting automation: The key to speeding up selection processes

Recruiting automation: The key to speeding up selection processes

Finding the right candidate to hire can easily become a race against time. Not only because of the rush to fill an open position but also because of other obstacles that can be encountered along the way. Long and repetitive tasks, bottlenecks, ineffective strategies, inadequate tools or even lack of resources and poor collaboration in the HR team: these are all factors that can block the flow of recruitment.

A recruiting software automates some of the activities to help you break down the routine, speed up the selection and conclude it successfully. Find how.


  1. Recruiting automation: what is it about?
  2. 7 ways to save time with Inrecruiting
  3. What to do with the remaining time?

Recruiting automation: what is it about?

Like what happens in the marketing field (marketing automation), recruiting automation reminds us that the workflows and recruiting activities that are carried out manually every day, in reality, can also be performed in an automated way.

One reason for doing this has to do with saving time. By intervening on routine, long and boring tasks, an automated system leaves the recruiter free to carry out other more engaging, strategic and relational activities.

7 ways to save time with Inrecruiting

As we have said, there are obstacles that can prevent the success of the selection process. An Applicant Tracking System (ATS) like Inrecruiting helps you fight the routine made up of manual and boring activities, unlock the process in the most difficult moments and complete the selection without compromising the quality of the recruitment.

But how? What tasks can be performed automatically? Here’s what you can automate with recruiting automation.

1. Publish and spread job ads with one click

If we asked a recruiter to tell us one of the most frustrating tasks she has at her job, she would most likely tell us about posting jobs.

Writing and publishing an ad, having to insert the same job ad on all the chosen portals, following different indications each time, takes a lot of time. Not to mention the risk of not being able to intercept the right active or passive candidates for your job offer…

An ATS software allows you to publish the same job advertisement simultaneously on multiple portals, job sites and Job Boards, with a simple click. In addition to multiposting which automates one of the longest and most tedious manual activities for the recruiter, the possibility of sharing ads on social networks also improves the dissemination of ads and allows you to get in touch with more candidates.

2. Save searches and listings for future selections

Speaking of job postings and frustrating tasks, how many times have you reposted an ad or re-searched for a job position? Let’s think, for example, of companies working in the catering sector and in the tourism/hotel sector which periodically need to hire staff and seasonal workers, or in the large-scale distribution sector, with the need to cover the same additional job position branches scattered throughout the area.

Having the ability to save job announcements and database searches to be recalled even in the event of future selections is increasingly essential to save time. As well as carrying out searches with specific filters within the DB or making use of a semantic engine that automatically perfects the candidate’s search, finding the profiles that best match the published ad.

3. Collect and track applications in one system

An activity that can certainly be carried out automatically is the screening of applications.

Generally, this task takes up a lot of time for the recruiter as it involves viewing and analyzing all documents (CVs, cover letters, portfolios, video CVs, etc.), all candidates, all the vacancies they have registered for, and for each platform and channel used to post the job offer. The situation gets even more complicated if:

  • the number of applications is high
  • the applications received are not qualified and in line with the requirements of the announcement
  • the same application is sent to all the channels used to publish the ad

Do you want to know what are the consequences of too slow screening? Read the article and find out how much it costs to companies.

An automated system, in addition to centralizing the collection of applications received for an announcement, allows automatic screening which reduces the number of CVs to be examined and offers the recruiter a list of potential suitable candidates to advance on the hiring pipeline.

But not only. The effectiveness of screening can be improved with an ATS such as Inrecruiting which supports automatic ranking and intelligent job matching. Thanks to the integration of artificial intelligence, it helps to recognize and immediately find the candidate who best matches the requirements of the job advertisement (and vice versa), giving an objective value to the skills.

4. Arrange your next interviews now

On average, a job interview lasts between 20 and 45 minutes but, often, it takes around 1-2 weeks before you are contacted to set a date.

If the duration of the interview can vary according to the type of interview (telephone, online/in person, individual/group) and the moment in which it takes place, the factors affecting the time needed to schedule an interview are more organizational and concern the coordination of resources (recruiters, HR managers and candidates), agenda management and planning.

To avoid slowing down the selection process, it is useful to have an automatic interview management system. With Inrecruiting, for example, you can share calendars, makes colleagues’ agendas visible and helps to cross-reference the availability of recruiters and HR managers involved in the selection, reducing the waiting times necessary to obtain confirmation of the appointment, but which block the pipeline.

The same goal that can be achieved by the automatic scheduler with candidates. With this system, it is the candidate himself who decides the date of the interview (among the availabilities set by the recruiter) and the method of conducting it (online/on site). Thus, in addition to involving him personally and showing attention to his needs, any rescheduling of appointments is reduced.

5. Work in synergy with the team

When the team is disorganized and does not work well, the company also suffers in terms of Employer Branding. This is what happens when there is no alignment, the activities are not tracked and updated, those carried out by colleagues (even from other branches) are not known, perhaps because there is no possibility of sharing information in the right way.

When personnel management is entrusted to more than one person, to an employment agency or outsourced, tracking, sharing and coordination is what you need to ask of a recruiting software.

Keeping track of the work done, being able to share information with colleagues (CV, interview notes, feedback, appointments) or with customers, coordinating the roles of corporate users and managing access to the platform easily and securely is what you need .

6. Plan communication campaigns

Every good recruiter knows how essential it is to communicate with candidates and not just during the selection process.

Among the daily activities that, as we have already seen, demand the recruiter’s attention and energy, it is not so obvious to be able to find the time necessary to create adequate messages to show candidates that they have their interests at heart. Indeed, the risk is to forget to send feedback and make them feel left out.

An automatic system for sending communications is exactly what recruiters need to save the candidate experience as well. They can send automatic feedback and create personalized SMS, emails and newsletters at any free time and plan the sending of the campaign to the candidates (Sendin). This makes it easier to report job announcements to specific clusters, send reminders or notify progress on the hiring pipeline: all directly from the ATS.

7. Build a data-driven strategy

Monitoring the main KPIs and recruiting metrics in real time is a plus that should not be underestimated because data is a perfect detector of problems, inefficiencies and obstacles.

Giving importance to analytics is essential today more than ever and the effects of a data-driven strategy are evident on productivity:

  • of resources: by saving time, people are able to focus on certain tasks and focus on their goals;
  • of the search and selection process: by optimizing the management of activities, obstacles and bottlenecks are limited and the time to fill and selection costs are lowered, making the entire process more efficient;
  • of the company: by making processes more effective, the organization demonstrates that it has a clear strategic vision and this makes it more competitive.

What to do with the remaining time?

Managing recruiting activities automatically, as we have seen, has a considerable impact on the time available to the recruiter or the HR team.

So how to use the recovered time?

Recruiters can devote themselves to more strategic activities which, also thanks to data analysis, make it possible to improve the selection processes, to the more creative ones which aim to make the brand more attractive in the eyes of the candidates and to strengthen the brand identity, and to those interpersonal, aimed at building bonds with candidates, connection between teams and integration between employees.

Request the demo of Inrecruiting

Contact us to learn more about the software and immediately start automating some recruiting activities

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