AI Applicant Tracking System: Future of Recruitment

If recruiters had a magic wand in their hands, what parts of their jobs would they apply the magic on?

Perhaps sourcing, the initial screening, assessment and then providing predictive analytics which will help recruiters understand the patterns.

Artificial Intelligence is the magic wand!

AI and machine learning can drastically change the way recruitment works. In the coming few years, we do see AI and machine learning being leveraged to remove some of the following from the recruiters’ task list:

Sourcing of Candidates

The first thing that recruiters do today is finding the right set of candidates as per the provided job description. Recruiters enter the experience range, education, domain and the portal gives them a list of candidates which match their criteria. Recruiters go through each candidate profile, speak to the candidates to fill in information gaps and share the resumes with the requisitioners. While the interaction cannot be ruled out, the searching bit can certainly be.

Therefore, Based on various search parameters, AI applicant tracking systems can extend the reach of the recruiters to a huge database of candidates that is available across portals. Recruiters can, in fact, extract information from various social portals to fill in gaps of information. As a basic solution, applicant tracking systems for recruiters can simply rank candidates based on keyword match. In an advanced solution, the recruitment software can match profiles against the past joiners for such positions and provide analytics.

Whichever be the extent of the capability of the solution – the recruiter benefits either way.



AI enabled chat bots can screen candidates with tailor-made questionnaire used to assess various aspects of a candidate’s fitment – skills, personality or inclinations. When recruiters screen candidates, they ask questions. Based upon answers they either qualify or disqualify the candidate.

In fact there are various point solutions which accomplish this today. With tailored questionnaires for each job requirement, the screening tools cover skills screening, cognitive aspect as well as culture fitment screening. Some online applicant tracking systems are capable enough to mask demographic markers ad present the screening result so that biases can be ruled out completely

Under screening, also comes assessments which include various formats such as conversations with a chat-bot or video interviews where the responses are later analyzed through an algorithm to provide insights to the recruitment team.

Candidate nurturing

Leveraging existing candidate database is the Achilles’ heel for most recruitment team. For the lack of an easy way to get to the most suitable candidates, recruiters ignore the database. On the other hand, AI- enabled recruitment software solutions can use machine learning algorithms to find the patterns and match candidates who are most likely to find the position interesting. 

Based on the suggestions, recruiters can engage such candidates and effectively use their existing database.

Employee Referrals

Artificial intelligence solutions also makes it easy for recruiters to get the right kind of referrals. Based on the job requirements, AI solutions can go through an employee’s connection and suggest people who should be approached by the employee. This not only simplifies life for recruiter but also for the employee.

Human Interactions are hard to replace in the field of recruitment. Even the best applicant tracking systems will find it hard to replace the value that a recruiter can add. However, artificial intelligence minimizes these interactions and brings it down to the more meaningful. It takes away a lot of less value-adding tasks from the recruiter’s plate. The technology will only help recruiters move up the value chain in the process of recruitment. Artificial Intelligence coupled with Machine Learning applies insights to the daily recruiting process and makes it richer and more effective.

In conclusion, AI based applicant tracking system will help recruiters by automating manual task which improves quality of hire, reduces cost per hire and timeline in recruitment.

Today’s Recruitment Methods May Not Work Tomorrow – Are you future ready?

You already have a rock-solid recruiting team ready to build an outstanding workforce. You are consistently filling up positions at a reasonably okay cost and within a decent timeline.

While you are thinking, it could not get any better, inefficiencies are gnawing at your processes and making them weaker to weather the test of time. Take a step back, analyse and look for these discernible signs:


Top 4 Signs of an Inefficient Hiring Process

From ensuring that recruiters give your hiring managers enough to create a healthy pipeline to figuring out if the interview panel is selected and ready for the upcoming interviews and then managing the candidate communication to reduce no-shows, a recruitment team and in turn, the recruitment head is always busy.

There is hardly ever enough time to pause and introspect and look beyond the sprint cycle of currently open positions.

But in the loop of rinse and repeat, are you becoming increasingly redundant?


Digital Age Hiring – What’s Next in the Recruitment World?

Take a look at any survey or report – hiring top, quality candidates and retaining talent are some of the key priorities for business leaders across the globe.

While LinkedIn and online job portals have been quite an alternative to paper resumes, organizations are looking for more effective ways to automate the transactional.

Recruitment teams want to focus more on communicating with their candidates.


How to Smoothly Implement an ATS

You may have found the perfect recruitment software for your business. It is feature-rich to eliminate every hiring hurdle and is undoubtedly a bang for your buck! But the bells and whistles can turn out to be a major hindrance to the adoption and implementation?

Whether you gain complete ROI from the software or the process turns to a major debacle, is completely dependent on how the software is implemented!

Now you’d wonder that if the software has been carefully scrutinized and evaluated, these “surprises” will not really occur.


How to Better Manage Your Candidate Database in a Few Simple Ways

Finding the right candidate could feel like finding a needle in a haystack. Having a rich talent database will render futile if it does not get you quality candidates in lesser time.

Root Cause: Your quality talent are safely stored away in files, folders, excel sheets, and online drives. But you don’t have a powerful search mechanism. So how would you maintain such a database that fetches quality applicants in seconds?

 Not sure how to start? Here are the top 3 ways that you can and must try:

How to Select the Right Recruiting Software

Adopting a recruitment technology was considered as an “add-on” in the past decade. Organizations have escaped the need for change. But now, an online recruiting software is a “must-have” in every HR department across organizations! A company willing to adopt a new recruitment software must face the truth that,

 a major part of the ROI is driven by how promptly their employees will adopt and embrace it.

Top 3 Reasons Why You Need an Applicant Tracking System

Successful leaders in the recruitment industry advise us to use a wide range of tactics to fish in the best talent in the market. But do we really have the time? Most of us end up using only some of the following effectively without applicant tracking system:

  • Getting candidates from job portals – quality, yes it’s not the best always!
  • You have your social media engines on – ON, but are they working? We don’t know
  • Get applicants through those agencies – These seem better, but cost quite a bit
  • Employee referrals, and other possible sources! – Good but is elusive!

Well, what stops us from using all these channels to their maximum potential?