Building an AI-Augmented Hiring Workflow, From Sourcing to Screening

Suppose you are a recruiter, and one of your employees has resigned from an important position with short notice. Now, you must hire a replacement immediately.

Now you have to prepare a job advertisement, wait for applications, filter the resumes, select and invite the candidates for interviews, and make the best decision. The whole process has to be done within one or two weeks at most.    

Would you rather take more time than the given duration and put the important task of the former employee on hold? Or will you hire a random candidate from the first pool of interviewees anyway?  

Both are quite risky for your company, right? 

Just like you, recruiters often struggle with fast recruitment processes when they need resources and workforce immediately. This is where an AI-augmented hiring workflow can help you from sourcing to screening. 

49% of organizations have already been using AI features in their HR management and hiring process, which has improved recruiting outcomes. 

If you also want to build an automated hiring process to reduce manual recruitment tasks and handle candidate profiles initially, this article is for you, providing six steps to make an impactful AI workflow. 

The very first step of an AI-augmented hiring workflow should be detecting AI-written resumes and CVs. 

Whenever you post a recruitment post, you will get bombarded with AI-written CVs and cover letters. These resumes are mostly filled with false career objectives and made-up qualifications to match the job description. 

Even if you get impressed by them, they will disappoint you in the interview or may not show up on the due date at all. Ultimately, it will waste your time.  

So, use a trustworthy AI detector as a gatekeeper in your hiring workflow. Once the resumes go through the detection process, it will find all the resumes written by AI and make the rest of the process smoother, making the hiring teams choose a candidate among the original resumes.  

By cancelling out the AI-written resumes, you can narrow down the applications, which will reduce your time loss. So, do apply an AI resume checker to speed up the process.

Sometimes posting a recruitment announcement might not be enough to get applications and candidates. So, the recruitment team needs to reach out to the qualified candidates.

Some AI tools in the automated hiring workflow can actually search through LinkedIn accounts and reach out to profiles whose expertise aligns. Also, they can send specialized emails to them and let them know about the hiring. 

So, this is also another way that you can integeret in you workflow to get qualified candidates for the interviews.

Applicant tracking tools basically help with collecting, managing, storing, and sorting the applications and resumes and managing job postings. Before organizing those applications, define a consistent set of questions; a Loio job application form can serve as a starting point for collecting comparable information from each candidate.

The automated system not only gathers and organizes the resumes, they also reads and extracts applicants’ data from the resumes into separate categories like skills, qualifications, and experience. 

Finally, it matches the keywords of the resumes with the job description and required skills. With that, it also separates resumes with unnecessary and generic keyword stuffing.

Through the process, the evaluation and resume screening become easier, which is the next step in the workflow.

AI Resume screening is a function that evaluates a candidate's potential against the specific role. It works like a co-HR or one of the hiring team members. This is the step where candidates are finally shortlisted for the next procedure. 

In this step, the resume screening tool breaks down the resumes and the information in them. Then the tool turns them into structured data and divides them into different sections like skills, education, and experience.  

Then the tool matches and compares the candidates’ qualifications against the job description and application rubrics, and gives a score to each resume. 

Also, to ensure fair recruitment and remove biases, the tool removes the name, photo, references, and addresses from the resume and runs a blind screening for the recruitment board or hiring team.   

Finally, the system ranks all the resumes according to the given score in the scorecard and categorizes the prioritized resumes and applicants.   

So, almost half of the task of the hiring process is done in this step through AI resume screening, making the recruitment procedure faster, smoother, and fairer.

The most intriguing thing about an AI hiring process is that you can conduct the first-round interview, or viva voce, or an initial screening through AI.

You can set and input some basic questions that are closely related to the position that the applicant has applied for. 

Through AI assistance or voice chatbots, the system schedules a virtual meeting, asks the questions to the interviewee, and records all the answers. 

Analyzing the responses, the system also asks some further counter questions with the help of an inbuilt LLM and data.

This virtual AI interview benefits both the recruiter and the applicant, as they can conduct the meeting anywhere. The interviewer does not have to physically show up in a place that is far from where they are staying at that moment. 

Similarly, recruiters also save time when conducting long interviews with ten to fifteen candidates for the first round. They may go for a detailed discussion after the virtual meeting, considering their responses.      

So, the AI interview helps companies shortlist the candidates for the second round and hire an applicant faster.      

AI recruitment workflow also generates a decision for employee onboarding along with offer letter writing.  

AI records, studies, and analyzes all the criteria, scores, responses, and applicant data, as well as the final feedback of the interview board or panel. According to its analysis, it provides a decision on which applicant should go to the next stage or who should be hired finally. 

However, the final decision-making should be made by the senior management or HR heads. The decisions provided by the automated recruitment should be considered more like suggestions or advice.

Since the HR team already has a lot on their plate, using an agentic AI in the workflow is a natural addition. These AI colleagues can keep an eye on every critical onboarding step, ensuring that every task is completed until the end of the whole onboarding process.

A platform like Workativ can be vital to this onboarding process. Onboarding doesn't end on day one. There are usually several steps that need to be handled after an employee has already joined, such as 30/60/90 day check-ins, policy updates, and ongoing training.

Their AI agents for employee onboarding automation can function like an all-rounder HR team member in charge of onboarding. They fetch and cross-validate offer data. Correcting workflow automatically based on role, location, and employment type.

These agents can send messages to the necessary teams in the company who need to play their part to ensure successful onboarding and even send reminders when the task isn’t complete.

Whatever step has been set in their agentic workflow, they will ensure it is done, so that the onboarding is successful.

Hiring the correct and most suited candidate is a crucial decision for a company. And sometimes it becomes essential to recruit a person for a position as soon as possible for the well-being and profit of an organization.  

While AI and automated recruitment workflows discussed here can effectively help you hire the right candidate, you must ensure that a senior-level expert is involved in the process to monitor it carefully.