Recruitment Automation

Is automating recruitment right for your business?

Improving productivity should be a goal for all organisations. This can sometimes be achieved through automating processes through the use of technology. But does this work when it comes to recruitment?

Automated job portals and Applicant Tracking Systems (ATS) claim to streamline recruitment processes and reduce costs for organisations. There are however drawbacks to relying on automation for your recruitment. Below we highlight some of the arguments associated with substituting people with technology…


  1. Automated portals can save time and resources. They do this by automating tasks such as job posting, resume screening, and candidate communication. This can allow the recruitment team to focus on more important tasks, such as interviewing candidates and making hiring decisions.
  2. Automated screening tools can quickly identify qualified candidates based on algorithms, reducing the time and effort required to manually sift through resumes.
  3. An automated recruitment portal can actually enhance the candidate experience. A good applicant tracking System (ATS), will allow candidates to track their application status, which can help to improve engagement and satisfaction. Additionally, automated communication tools can keep candidates (or recruiters) informed about the status of their application, reducing the likelihood of candidate drop-off.

All too often though, poor systems, or poor maintenance of systems have the opposite effect…


  1. Automated job portals often rely on algorithms and keywords to identify job seekers. This can result in missed opportunities for both parties. Good candidates xcan be automatically rejected if their CV is not optimised for particular keywords.
  2. Instead of streamlining the recruitment process, portals can lead to a flood of unqualified applicants. Candidates that would not normally pass the first stage can end up being progressed through answering questions in the way they believe the system wants them to. Applying for jobs through automated job portals is often quick and easy, and this can lead to candidates applying for positions they are not actually qualified for, simply because they meet some of the basic requirements.
  3. Finally, something that is often fed back to us from candidates who have applied for vacancies through automated job portals, is that if the automation is not set up correctly they can be extremely impersonal. This can make it difficult for job seekers and employers to establish meaningful connections. Job seekers may feel like they are simply submitting their resumes into a void. Poorly managed systems can leave candidates without any sense of who will be reviewing them or what the hiring process will be like. Employers, on the other hand, may find it difficult to differentiate between candidates or get a sense of their personalities and work styles.

Automated job portals are not right for all companies and all sectors. They can be a useful tool for both job seekers and employers, but they should be used in conjunction with other methods, such as networking, referrals, and direct outreach…

…and they are no substitute for experienced recruiters!

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