Resume Screening Automation: The key to accurate hiring

“The playing field is poised to become a lot more competitive, and businesses that don’t deploy AI and data to help them innovate in everything they do, will be at a disadvantage.” 

Erik Brynjolfsson, director of the MIT initiative on the digital economy

When it comes to building a successful team, creating a robust talent pipeline is a critical step. But before you get there, a tremendous amount of work goes into sourcing and screening candidates. The manual review of resumes consumes an infamous amount of the recruiter’s time and energy when it comes to high-volume recruitment scenarios. To address this challenge, recruiters embraced technology that can reduce the resume reviewing time, and thus, increase their efficiency. Not only does it save the recruiters time during the hiring process, but it also leads to faster onboarding of new employees. In this article, we will understand and define resume screening, discuss the challenges in manual resume screening, understand how automated resume screening works, and go over the roles and benefits of AI & RPA in automated resume screening.

What is resume screening?

Resume screening is the process of identifying qualified applicants who fit best with the job description. Recruiters / HRTech platforms screen and match applicants’ qualifications, experience, and other information on the resume against the job description to narrow down the list of eligible candidates.

Why is it important?

  • Resume screening allows recruiters to examine the background of individuals and determine their suitability for the job and company culture.
  • It also allows the recruiter to consider whether the job ad’s requirements are realistic for the job market. If there are no applicants that have the required skills and years of experience, then the recruiter may consider adjusting their expectations for the job.

Challenges in manual resume screening:

  • Time: Manual resume screening is a much lengthier process than using screening software, as it involves the recruiter reviewing each resume on their own. 
  • Inaccuracy: Recruiters may review the same resume multiple times if not initially recognized (applicants reapply often)
  • Volume: It will become cumbersome to review each resumes in high-volume recruitment scenarios 
  • Quality: Recruiters may find it difficult to adhere to any particular standard while screening. Parameters & score cards may vary which can lead to unqualified recruits
  • Bias: Personal favoritism in terms of race, ethnicism, pedigree etc may occur knowingly or unknowingly, which leads to biased recruitment

The solution: Automated resume screening 

Manual or traditional resume screening and hiring processes cannot offer the accuracy, scalability, and reliability that enables organizations to build their human resource capital at the velocity of their growth.  The answer lies in automating the entire recruitment process. 

How does it work?

  • Automated resume screening streamlines the review process by pre-selecting the most qualified resumes based on keywords matches
  • Automating the resume screening process can even further be improvised by establishing a certain criteria that is evaluated by the recruitment automation platform with each new applicant. Based on whether the candidate meets that criteria, the platform would then reject or advance their application. 
  • Recruitment automation platforms enable real-time communication between recruiters and candidates that keep them engaged throughout the recruitment process. All this without taking up any more of the recruiters’ time. 

The Role of AI & RPA in resume screening

RPA solutions in resume screening: How it works

  • RPA streamlines the entire recruitment process by leveraging intelligent automation, enabling organizations to shortlist resumes and candidates on a simple, rules-engine that aligns the right candidates with the skill sets required.
  • The RPA bot has access to multiple job portals to download resumes submitted by applicants. RPA enabled recruitment systems will download the resumes submitted by job seekers and store them for further action.
  • Once the resumes have been categorized, the bot will match them against pre-defined criteria set by the recruiter. After screening through all the resumes, the RPA bot will classify the resumes into two categories: those that meet the threshold and those that don’t. 
  • The bot can then be configured to complete follow-up actions and share the resume screening report with the recruiter.
  • The bot can also send predefined online assessments/tests to the selected candidates, collect the results, and use them in sorting/short listing candidates.

AI-driven solutions in resume screening: How it works

  • The most popular feature of AI in resume screening is its ability to learn a company’s hiring preferences. They do this by analyzing existing company records for patterns among those who were hired. 
  • Because preferences change, AI screening tools do, too. Their machine learning algorithms constantly update the scoring system based on who now is getting interviewed and hired. The more data these programs have to work with, the better their scoring and ranking.
  • AI is famously used to eliminate bias by scrubbing details like names, gender and racial references, and even suggestive phrases.
  • When audited regularly and managed by talent acquisition professionals sensitive to the issues, AI resume screening results in accurate hiring more quickly and more efficiently.

Benefits of automating the screening process

  • Delivers higher efficiency and scale
  • Reduced inaccuracy
  • Reduced unconsciousness bias
  • Seamless high volume recruitment
  • Superior candidate experience

Final Thoughts: 

Streamlining resume screening  is a vital step towards accurate hiring. However, while choosing automation platforms, recruiters must go above and beyond simply narrowing down some random automation platforms. Dig deep down about the platform’s offerings and decide whether they fit the organization’s current and future requirements. Recruiters must look for reliable & trustworthy HRTech automation platform providers to maximize recruitment automation efforts.  

The role of in resume screening automation: has been offering AI-powered recruitment solutions for organizations across Asia since 2017. With, organizations have automated and streamlined their recruitment process, and were able to ensure a superior candidate experience.  

Here are some of the case studies that details how we helped different organizations with our resume automation solution:

Drop us a mail at to learn more about our recruitment automation solutions. 

Candidate experience: The holy grail of recruitment

“If you are not taking care of your candidates, your competitor will.” – Bob Hooey

We’ve all seen a myriad of articles on how HR professionals can strengthen their candidate experience, but many of these forget to discuss the basics. What is candidate experience, and why does it matter?

So before worrying about how to improve the experience, let’s go back to basics and look at why you should.

What is the candidate experience?

Put simply, the candidate experience refers to how your candidates feel about your company when they experience your hiring process. It is impacted by every interaction a candidate has with you, from direct communication and dealings with your team to your brand messaging and technology.

These interactions aren’t limited to those explicitly in your application process. They occur across all your platforms, including:

  • Your corporate career pages
  • Social media pages
  • Job listings

Almost 4 in 5 candidates (78%) say the overall candidate experience is an indicator of how a company values its people, which can make or break your recruitment process.

Why is improving the candidate experience important?

At the heart of it, a poor candidate experience can lead to everything from candidate attrition during the process to rejection of your job offer. And this can cost you time and money, lose top talent and, ultimately, impact your brand and future recruitment efforts.

With the stakes so high, it might seem like the majority of companies strive to get it right. But the statistics tell a different story. According to Linke[MM1] dIn, 60% of job seekers have had a poor candidate experience, and 72% of those have shared the experience publicly on sites like Glassdoor.

Here are just some of the reasons it’s a good idea to revisit yours.

  1. A positive experience builds your brand

With such a high number of candidates believing your hiring process reflects how you treat people, a positive experience says a lot about your brand. Remember, just as you are evaluating candidates, they are evaluating who you are too. So make sure your hiring process aligns with your brand values. You never know when today’s rejected candidate could become sought-after talent or even a valued client, so maintaining a positive impression of your brand is key.

  • Your experience can improve the quality of hires

In today’s competitive market, the best talent likely has many opportunities. Delivering a positive experience can keep them engaged with you and more likely to consider your role. Speed is critical here. A timely and responsive process will reduce candidate attrition and likely keep your best candidates interested.

  • A poor experience can leave a lasting impact

As the statistics above show, candidates feel strongly (and remember!) negative experiences. Of course, not every candidate will be successful in every role, but how you handle rejections contributes to your experience.

A rejection doesn’t have to leave a bad taste in a candidate’s mouth. In fact, it can leave them with a positive impression. Whether you are rejecting an application in the early stages or after interview, responsive communication is key. This can be about broadcast communications in the early stages, but these communications can still be timely and polite, recognising the effort candidates have put into applying. 

In the latter stages, personalised and direct communication is key. Your technology can still do this for you, but in a way that acknowledges the time the candidate has given you.

  • It can decrease time to hire (and save you money!)

A good candidate experience isn’t just about the candidate, it delivers a raft of business benefits too. A positive experience is likely to be one that is efficient, and that’s a win for your team. It helps you find the right hire faster and uses less resources, meaning you can focus on more strategic activities up the chain.

So, how can you improve your process?

So we know what is and why it’s important, but what can be done about it? Here are just a few areas it’s worth investing in.  

  1. Writing clear job advertisements and descriptions
  • Use everyday language rather an industry jargon or business buzzwords.
  • Be concise when listing your requirements. Job ads with lengthy requirement lists lose engagement.
  • Present information in a clear structure. Start with the most important information and use bulleted lists and active phrasing to deliver it in an engaging way.
  • Don’t rely on the job title to provide information. There are such a wide variety of job titles in the market today, so nothing can be assumed. For example, if the title includes ‘manager’ don’t assume your candidates will understand whether this means managing projects, resources, people, or all three.

2. Making sure your application process is easy

In a competitive market, lengthy application processes that involve clunky technology, hard to find information or data duplication are a turn-off for candidates. Some things to look at here include:

  • Making sure your career pages are easy to find within your website. Consider providing an easy-to-remember vanity link, such as
  • Giving clear instructions. Long, complicated instructions can be confusing and result in candidate dropout. In fact, 60% of job seekers report having given up on an application due to length or complexity[MM2] .
  • Take applications via LinkedIn profile or offer resume parsing that makes it easy for candidates to apply with no duplication of their data.

3. Being responsive and communicating regularly   

A lack of communication is one of the most common complaints about a recruitment process, and it’s easy to see why. Nobody wants to be left hanging on, wondering if they are still in contention when the decision has already been made.

Essential communications include:

  • Confirmation of application receipt
  • Reminder emails if something needs addressing
  • Thank you emails when an action is taken
  • Prompt responses to candidate enquiries
  • Timely and polite status notifications – including rejections
  1. Preparing your team for successful interviews

Most of us can attest to awkward interview experiences where panel members are not prepared and/or can’t answer basic questions about the role. It doesn’t create a great impression. So, get your team together before the interview to prepare, and remember that interviewing is a skill, so some inexperienced members might need training.

  1. Considering how you can surprise and delight shortlisted candidates

Think about how you can use your candidate experience to surprise and delight shortlisted candidates and ultimately stand out from the crowd. Some ways we’ve seen this done well include:

  • Organising a car to bring candidates to face-to-face interviews
  • Providing a “candidate concierge” that supports the candidate remotely and when they are on-premises for an interview
  • Sending preparation resources to candidates for remote interviews
  • Assigning a ‘buddy’ – a current employee who can answer questions (and address any doubts!)
  1. Challenging top candidates

Top candidates will appreciate being challenged and asked different interview questions, such as those that involve critical thinking or creativity rather than just reeling off prepared responses. It will show that you have set the bar high and drive home the point that you are serious about hiring great talent.  

In conclusion

Your candidate experience can and will leave a lasting impression, so it’s worth investing in. Today’s technology can help you deliver a winning experience, finding the right candidate while freeing up HR and internal recruitment resources.

Talk to today about how our leading AI-driven technology can save you time and money and help you stand out from the crowd.

Key Insights:

  • 78% of candidates say that candidate experience reflects how a company values its people.
  • 60% of job seekers reporting quitting an application due to length or complexity
  • 72% of candidates will post a review of a poor experience
  • Candidate experience can impact your future recruitment efforts and your overall brand reputation.
  • A positive candidate experience will improve the quality of hires
  • Your application process, response times and communication are key areas to revisit
  • Investing in your candidate experience is essential. The right technology can help you streamline your process, save time and money and find the right hires fast.

The Importance of Using Candidate Experience Surveys

“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.” – Warren Buffett

From the moment candidates apply for one of your vacant roles to when you reject them or extend a job offer,  job seekers have a lot of interactions with your company. This entails a very important part of candidate experience. But first, let’s address the basics- what is candidate experience? And why is it important? 

Candidate experience is the series of interactions that a job seeker has with your company throughout the recruiting process. This includes attracting, sourcing, recruiting, interviewing, hiring, and onboarding. A good candidate experience will make candidates feel like their time has been respected and that there’s transparency and clarity, regardless of the outcome. This basically means that even if the candidate isn’t hired for the job, a positive candidate experience can go a long way.

To improve your candidate experience, you need to know the efficiency of your hiring process. Recruiters are advised to do this by putting themselves in candidates’ shoes by surveying them. Surveys reveal the strengths and weaknesses in each stage of your recruitment cycle, thus, allowing you to refine and improve your recruiting strategy. They can also help you understand what candidates are looking for from their next role. Are there any benefits that you’re not offering? Are there any aspects of your work culture and ethics that aren’t coming through clearly? You’ll never know until you start asking them.

Why is candidate experience worth measuring? 

Companies have been trying to learn candidates’ needs and expectations, and identify the factors that influence their experience the most. This is important for a number of reasons:

  • Candidate experience leads to sales losses. Virgin Records found that they were losing $5million each year due to the impact of their flawed hiring process.
  • An eRecruiter survey showed that two-thirds of employers claim to care about candidate experience at every stage of the recruitment process.
  • At the same time, 57% of candidates say that companies don’t care about people who are applying for a job.
  • The experience a candidate has with a company’s hiring process ultimately impacts a candidate’s decision to accept or decline a job offer.
  • The Talent Board reports that 73% of the candidate was never asked for feedback on their experiences in the application process
  • Candidates increasingly share their experiences with others. Poor candidate experience leads to distrust of your brand

For eg: 72% of job seekers share a poor interview experience on social media. Websites like Glassdoor make the recruitment process very transparent and negative experiences will be publicly shared.

  • Nearly 60% of candidates have had a poor experience, and 72% of them shared the experience either online or with someone directly, according to Career Arc

Certain studies also show that women and underrepresented minorities face challenges related to searching for jobs and interviewing for them that others do not. Learning about their perspective on their candidate experience can help you spot issues in your company’s interview process and identify strategies to address them.
How does a business find out about all of those things? With a candidate experience survey, of course!

What does a candidate experience survey do?

  • It captures the best qualities of your candidates.
  • Helps you become more self-aware of your business and its operation.
  • Gathers anonymous feedback about your hiring process.
  • Identifies the areas that need the most improvement.
  • Boosts your brand by giving something back.

When do you carry out the survey?
Make sure your candidates are informed about the surveys. Deliver a clear statement right at the top of the process to make them aware that you’ll be asking for their help. Informing candidates that you want to gather information about your process anonymously can ensure good chances of receiving unbiased information.

Pre-interview survey

Sending out a survey to candidates, before the interview process, gives you an insight into how your applicants perceive your brand.

This can help you measure the effectiveness of your marketing and advertising, finding out how accurate your job descriptions are, and what information was missing according to your candidates.

Post-interview survey

This helps you to understand the candidate’s experience of the interview process, their first impressions of the business, the areas that candidates considered well managed, and those missing or poorly delivered. The questions that can address areas like the clarity of instructions, how comfortable the candidates were, did they feel confused, belittled, respected, etc.

Final-stage survey

This survey helps to gain an understanding of communication issues and strengths, delivery of detailed information, consistency of information and dwells further into the elements that you missed that the candidates expected to see.

One of the most popular and easiest ways to survey candidate experience is utilizing the Net Promotor Score (NPS) method. This method has been used for years to measure the level of client experience in the field of candidate experience. It can include questions like: How willing would you be to recommend applying to company Y to other candidates on a scale of  0 to 10 (where 0 is “I strongly don’t recommend” and 10 is „I strongly recommend”)?

The final stage can also include a 5-star rating system. is one such AI-based recruitment automation company that includes the rating system as part of its recruitment process. The candidate also has an option to give additional feedback. platform also  provides open ended survey questions to capture the candidate experience.


And finally, none of your results and data is worth anything if you don’t use them to facilitate change in the necessary areas. Identifying your strengths gives you a platform to deliver more, and finding out where you fall short creates opportunities to fix the flaws and fill the gaps in your system.  To do this, recruiters can leverage any AI-based recruitment automation platforms such as to capture & make sense of the candidate experience surveys. These platforms will help you identify their strengths, understand areas of improvement, and fix it. This will help to maintain a consistent & positive  candidate experience throughout the recruitment process.

legal risk & artificial intelligence

Legal risks in AI in recruitment and How to avoid them

“We must address, individually and collectively, moral and ethical issues raised by cutting-edge research in artificial intelligence and biotechnology, which will enable significant life extension, designer babies, and memory extraction.”

—Klaus Schwab

Merging recruitment with technological innovation always comes with potential legal risks, and this can occur parallel to the time during which employers are looking for faster, more accurate, and cost-effective recruitment platforms that leverage the latest technological innovations to streamlines the hiring process through artificial intelligence (AI) tools.  

Employers are turning to AI to transform recruitment and generate a seamless hiring process. This includes automating the candidate sourcing, candidate pool screening, and using AI assessment tools, such as conversational chatbots and video interviewing tools that can measure a candidate’s strengths based on factors such as facial expression, word choice, body language, and vocal tone. However, the use of artificial intelligence (AI) and other automated decision-making (ADM) technology doesn’t come without risk. Employers should tread carefully while implementing such HR Tech solutions.

In this article, we examine the legal considerations and safeguards that are currently being undertaken by the United States of America, Europe, and Singapore.

Legal considerations are generally rooted in two areas of law:

Both these laws are heavily disaggregated civil law considerations.

  1. Employment law
    1. The Employment law precedents are also the source of significant tort-based liability (in the US) owing to the low threshold set for discriminatory action.
    2. A big area of concern in employment law is bias and discriminatory effects (as opposed to discriminatory intent as is usually the concern in the human decision.
  2. Privacy Law
    1. Privacy law is increasingly being aggregated under the GDPR framework set out, and the developing landscape of the field makes compliance even more nuanced and imperative. However, in the US there is once again a very low tort liability threshold that opens up the risk of liability much more broadly. 

The two key areas of the Privacy Law to keep in mind: 

  1. AI and The Privacy Paradigm: In a field where personal data is necessary to product functionality, the following concerns occur: Is the privacy threshold raised? If non-discrimination as a result of opt-out isn’t viable, is that still a breach of privacy?
  2. Facial and voice analysis and privacy: Facial analysis in AI recruitment has already come under fire for bias, however, the feature has also been routinely criticised as an invasion of privacy as it performs in-depth analysis that arguably is not possible in a human interface interview. Additionally, the storing, processing, and analysis of biometric data presents another privacy consideration entirely. 
  1.  The U.S. Equal Employment Opportunity Commission

The EEOC has made clear that employers using AI in their hiring process can be liable for unintended discrimination, and AI vendors regularly include non-liability clauses in their contracts with employers. Therefore, employers need to validate AI tools and take steps to ensure that they do not cause inadvertent discrimination when hiring. Employers should test the capabilities of the AI ​​algorithm in the pilot system to see if the results are biased. For large employers, you can use your company’s, Chief AI Officer. Small employers may prefer to contract with a data scientist. In any case, these individuals need to work with their employer’s attorney to validate the data, check for prejudices, and determine the risk of liability while protecting information in agreement with legal liability.

Although AI has not yet been federally regulated for adoption, Illinois has just passed the first law of its kind, called the Artificial Intelligence Video Interview Act. Beginning January 1, 2020, the law requires employers to analyze candidate video interviews using AI to: 

  • Employers must notify applicants that AI will be used in their video interviews.
  • Employers must explain to applicants how the AI works and what characteristics the AI will be tracking in relation to their fitness for the position. 
  • Employers must obtain the applicant’s consent to use AI to evaluate the candidate.
  • Employers may only share the video interview with those who have AI expertise needed to evaluate the candidate and must otherwise keep the video confidential.
  • Employers must comply with an applicant’s request to destroy his or her interview video within 30 days.
  1. EU and AI use in recruiting and hiring:

EU officials stated that AI technology needs proactive regulation now, as it may become difficult to regulate AI later due to the rapid advances in the technology, and insisted on finding a balance between reasonable, commercial, and operational interests of companies, and privacy and anti-discrimination rights of employees.

  • AI systems providers would need to supply detailed documentation about how their systems work to ensure that they follow the proposed rules and that failure to comply would mean facing penalties and fines of up to 30 million euros (approximately US$36 million) or even higher for large global organizations.
  • If the EU proposal passes, it will create a more standardized, ethical, and transparent approach to using AI in the recruitment and hiring process, noted Eric Sydell, executive vice president of innovation at software company Modern Hire.

The Commission proposes to ban completely AI systems that:

  • manipulate persons through subliminal techniques or exploit the fragility of vulnerable individuals, and could potentially harm the manipulated individual or third person;
  • serve for general purposes of social scoring, if carried out by public authorities; or
  • are used for running real-time remote biometric identification systems in publicly accessible spaces for law enforcement purposes.
  1. Singapore’s AI Governance Framework

Singapore introduced its Model Artificial Intelligence Governance Framework in January 2019 at the World Economic Forum (WEF) in Davos. The two guiding principles of the framework state that decisions made by AI should be “explainable, transparent and fair”; and AI systems should be human-centric. These principles are then developed into four areas of guidance. 

  • The first is establishing or adapting internal governance structures and measures to “incorporate values, risks, and responsibilities relating to algorithmic decision-making”. 
  • The second determines the level of human involvement in AI decision-making and helps organisations decide what their risk appetite is.
  • The third area of guidance focuses on operations management and deals with factors that should be considered when “developing, selecting and maintaining AI models, including data management”.
  •  The final area shares strategies for communicating with stakeholders and management on the use of AI solutions.

The framework translates ethical principles into pragmatic measures that businesses can do.

Why you can trust

The European Union (EU) General Data Protection Regulation (GDPR) is a set of industry regulation that became effective on May 25th 2018. The purpose of the legislation was to give EU citizens greater control over the data that they provide online. GDPR covers companies that are operating within the EU and for companies that offer services within the European Union electronically, that track / store personal data in aggregate. With operating primarily in non-EU jurisdictions, it provides both GDPR compliant and non-GDPR compliant versions of’s’ recruitment automation Software-as-a-Service. Hiring companies, that are clients of can require impress ai’s SaaS to be GDPR compliant as part of the service agreement.

Why recruiters and HR need conversational AI chatbots

We’ve all had negative experiences with chatbots, where answers seem narrow and unhelpful, particularly in customer service interactions. Let’s face it, they can be infuriating, and this turns many people off when thinking about using the technology in their own organisations.

However, technology is rapidly advancing, and this mindset might have you missing out on a new generation of chatbots that can enhance every step of your recruitment process. Conversational AI powers today’s chatbots, and it could be a game-changer for your business.

Bots, chatbots, conversational AI – what does it all mean? 

It can feel like these terms are interchangeable, but there are some notable differences. A bot is a piece of code that can perform actions without language-based interaction, such as moving data between two spreadsheets. A chatbot answers inquiries, and conversational AI is the technology that allows it to determine intent. 

Intelligent chatbots can play three critical roles in your recruitment process, all of which can save you significant time and money while delivering a better first impression.

Collecting information with ease

The first role is information collection. Recruitment is all about data, and you want to capture the right amount of information to make the best hiring decision.

From basic screening questions to scoring assessment submissions, collecting and reviewing this information can be incredibly time-consuming. Traditionally, online applications collect all this information via long and detailed forms, which can be overwhelming and even off-putting for candidates.      The data then needs to be reviewed by a team member, a process that quickly becomes exhausting and is open to human bias. chatbots eliminate the need for these forms, replacing them with a bite-sized step-by-step guided process that’s seamless for candidates. The data is then transitioned smoothly into your system, giving you a single source of truth.  

Delivering a winning experience 24/7

With this technology, your recruitment process is always on. Applicants can start and progress their application anytime, anywhere. This approach is perfect for candidates who need to apply after hours or even international recruitment programs.

Detailed and intelligent FAQ modules mean your system can answer FAQs, learning as it goes along. And they are effective. conversational AI has up to a 98.4% success rate in answering candidate inquiries instantly, without human interaction. And the small number of questions that are too nuanced and complex are escalated to a dashboard where they can be answered by a team member at the next available opportunity.

Guiding your candidate from pre-screening to first interview

With, chatbots can guide candidates through the process, keeping them informed and engaged at every step to reduce candidate dropout. Intelligent chatbots can guide your applicants through each step seamlessly, making decisions based on real-time information.

For example, in the pre-screening phase, if the candidate doesn’t meet the criteria for this specific role but may be suited to other roles at your organisation, the system can guide them away from the application process to your careers platform to review other opportunities.

Those candidates who meet your screening criteria are guided through to interview questions or skill-based assessments, such as Aon Assessments. The chatbot can even decide which assessment is best for each candidate based on their stated skill set.      It can then score assessments and rank candidates, putting all the information at your fingertips.

By completing these steps and guiding your candidates through the process, the chatbot has ultimately performed the first interview for you, delivering a high potential shortlist ready for progression. 

Time to revisit your options?

If it’s been a while since you last looked at chatbot technology for your organisation – it may be a great time to revisit. Organisations worldwide are gearing up for the Great Resignation, where some great talent will be out there on the jobs market, and speed and efficiency will be vital to making the most of the opportunity. clients have seen significant time and cost savings, with one client saving 311 hours of productivity and another, an impressive $66K (SGD) on just one graduate program. Our AI-powered solution increases speed, accuracy and quality of hires, all while delivering a winning candidate experience. If you are looking for a competitive edge in the recruitment market, get in touch to find out how we can help.

How AI can eliminate bias in your recruitment process

Today, most organisations promote themselves as equal opportunity employers with fair and diverse hiring policies. And while most recruitment and HR teams have the best intentions, this can be almost impossible to guarantee when manually screening candidates because we all have unconscious biases – those underlying stereotypes we don’t realise we hold.

Unconscious bias in your recruitment process has a flow-on effect, impacting a range of commercial outcomes. In fact, recent global research by McKinsey highlights the deepening relationship between high levels of diversity and financial outperformance.

Alongside the many productivity and cost benefits,’s AI-powered recruitment workflow is the best way to eliminate bias in your recruitment process and advance your diversity agenda. Here’s how it works.

#1 Automating the application and screening process

By automating candidate screening, applicants are evaluated and progressed against specific role criteria, not personal opinions. From essential application criteria to intelligent review of written submissions and question responses, can deliver bias-free hiring.

A specific template guides the process for each role. The recruiter simply selects the corresponding template, which breaks the role down into the required competencies, knowledge, skills and experience. At every step in the process, applications, resumes, assessments and responses are evaluated against these alone. AI-powered chatbots can even perform interviews, intelligently reviewing and evaluating open-ended text responses. integrates a range of best practice tools to achieve this, including behavioural interviews, situational judgement interviews, work sample tests, industry and role-specific assessments and case study interviews.

#2 Hiding information that could lead to bias automatically hides demographic and personal information that could influence outcomes. This includes name, gender, picture, date of birth etc., so this irrelevant data doesn’t form part of shortlisting decisions.

Where this information is relevant to the hiring process, it’s easy to disable the filter, allowing recruiters to view it. However, as a further safeguard against human bias, an audit process takes place when the filter is turned off and is available to senior management for review.

#3 Fighting the halo effect

The ‘halo effect’, whereby a candidate’s submissions or responses are evaluated more positively or negatively due to a belief you already hold about them, can contribute to making the wrong hire.  For example, suppose a recruiter sees that an applicant attended a top university or perhaps their own alma mater. In that case, they may be more likely to score that applicant’s written submission higher than others, regardless of the quality. removes this risk in two ways. Firstly, by automating the screening process and secondly, by allowing the recruiter to evaluate all candidates’ responses to each question in sequence, rather than evaluating all the answers from one candidate at once. This means the recruiter assesses each answer independently, without carrying over the judgement of a candidate based on a previous response.

#4 Making it easy to do the right thing

We understand that resources are finite, and teams must decide where to deploy them for maximum impact. Technology can be an enabler, but if it’s challenging to learn, hard to use or requires a developer to customise, it won’t be used, or corners will be cut.

That’s one of the ways is different – we make it easy for your team to do the right thing with technology that is simple to use, flexible and easily customisable in-house.

#5 Continuously learning and updating

Your workflow uses machine learning to continuously improve and update itself based on real-time candidate and recruiter actions. It’s simple to train the algorithm, any recruiter or HR team member can do it, and we’ve even gamified it to make it engaging.

Diversity is a critical part of your recruitment, but it can be challenging to deliver with a manual process. If you are ready to experience what AI-powered recruitment can do for your business, increasing productivity, reducing costs, and finding the best candidates while delivering on your fair hiring agenda, get in touch with the team.

What Roles Do Chatbots Work for in AI Recruitment?

“The world is about to be re-written, and bots are going to be a big part of the future.” – Phil Libin, venture capitalist and co-founder of Evernote


Before we get to its many functions, let’s understand the basics of a chatbot. For starters, what is it? An AI chatbot is a conversational interface that helps carry out basic processes using artificial intelligence and machine learning. This could be something as simple as letting a recruiter know how many interviews they have on a given day to something more complex, like setting up interviews with candidates. 

There are many benefits to using a chatbot, but one big one is the fact that it can be present in more places than an actual human recruiter. For example, the same chatbot can be talking to one person on email, another via SMS, one on a social media channel like LinkedIn, and another still doing actual work with the recruiter within their ATS. If one person had to have all those conversations at the same time, it could get confusing and overwhelming quickly. A chatbot can field all of those questions and help each individual concurrently. 

When you’re answering the big question regarding the many roles of a chatbot in recruitment, the short answer is that it can play an important role in converting inbound candidate prospects for all kinds of jobs. So, as long as you are prepared to post the role online on your job page or a job board, you can use a chatbot for the role. 

The Objective:

The main goal of having a chatbot is to help move a qualified prospective candidate to your candidate conversion pipeline. It’s a great way to move the candidate along the funnel because it’s interactive. This means that your drop-off rate, when compared to traditional methods of webpage job applications, can be 40-50% lower when you use chatbots.

Some of the things a chatbot can do to help move the candidate down the conversion funnel are company branding, engaging job seekers, scheduling interviews, automated pre-screening, document collection, sourcing candidates, improving diversity, and answering queries. There is no doubt that a well-trained recruiter is better than any chatbot. But it is just not practical to have all inbound candidates talk to a recruiter.

Three of the most widely discussed ways to use your chatbot in recruitment are answering frequently asked questions, pre-screening candidates, and scheduling interviews. But chatbots play other important roles that are less obvious. Here are 6 of those operations:

1. Answering FAQs

Just 38% of consumers want to talk with a human when engaging a brand, and 69% of them prefer to use chatbots because they can deliver quick answers to simple questions and obtain basic information quickly. What are the candidates’ most frequently asked questions? Generally speaking, the most common questions asked are about applying for a job, specifics about a position, salary, and their application status. But since the pandemic began, new questions on Covid preparedness, remote and work from home policies, and medical and personal leave paid benefits have been more popular. 

2. Automating pre-screening

An AI chatbot can rapidly pre-screen candidates based on job applications, resumes, and other written materials, as well as on pre-recorded video interviews submitted by job seekers. This leaves the recruiting team free to focus on functions that require a human touch. This includes following up with the most qualified applicants via live interviews conducted either virtually or in person. Pre-screening is just one of the routine recruitment processes that chatbots can handle for you. Automation of processes like background checks, skills assessments, and routing requisitions for approval is also something the AI-digital assistant enables seamlessly.

3. Scheduling interviews

You can add interview scheduling to that process automation list, as well. Companies need to make the most of their HR staff, giving recruiters more time to work on sourcing and building relationships with in-demand talent.

4. Representing your brand

Introducing a chatbot means adding a new touchpoint for your customers to reach out to your business in the customer journey. Every touchpoint represents an opportunity to strengthen your brand equity by evoking your brand’s tone of voice. A total of 39% of women rank company brand as a “very important” factor when deciding to apply for a job, while 33% of men say the same, according to Glassdoor. Additionally, a chatbot can help you boost your company’s bottom line. Data from LinkedIn demonstrates that strong employer branding results in an average 43% drop in recruitment costs.

5. Engaging with job seekers from the beginning to beyond

Potential candidates can get turned off when companies don’t get back to them immediately. In one study from 2020, 52% of job hunters named “a lack of response from employers” as their biggest frustration. Chatbots can do much more than initiate engagement by welcoming newcomers to your career site, asking how they can help, and answering FAQs. When you capture job seekers’ contact info and other data, you can keep your candidates engaged by:

  • Thanking them for applying
  • Reminding them of interviews
  • Keeping them updated on their application status
  • Informing them of future job openings when those arise

        6. Sourcing candidates

Chatbots can help source job candidates in a variety of ways:                                            

  • Connect with passive job seekers: Recruiting chatbots can be a subtle way to approach candidates who are not actively looking for new jobs. These job seekers may be more willing to engage with a chatbot than a recruiter because it’s a lesser commitment. This also saves your team from wasting time on job seekers who are less likely to apply.
  • Help candidates apply by text: There are perfectly good reasons to have a longer application, but if you’re losing candidates, it may be time to prioritize the type of data needed. For many, the solution is allowing candidates to apply by text. A chatbot guides candidates through a quick and straightforward application, and just like that, they’re under consideration.
  • Facilitate online job fairs: In the pandemic/post-pandemic era, job fairs have gotten tough to pull off. Chatbots can help communicate and facilitate online virtual job fairs, though recruiters can choose to manage conversations themselves if they wish.

7. Opening the doors to diverse candidates

Companies today strive for diversity across regional and national borders, race, gender, and age. In 2020, 77% of talent professionals agreed that diversity will be a crucial factor in the future of recruiting, also according to LinkedIn. Researchers also predicted that the increased remote work options due to the pandemic will help to raise geographic diversity. Chatbots can also be used to help prevent unconscious bias during candidate pre-screening.

8. Assessments

A chatbot’s ability to deliver basic assessments within a conversational experience makes it quite an asset for the recruiting team. This is mostly because it automatically advances the candidates to the next stage or schedules interviews if the candidate passes the assessment stage. Chats can also trigger specialised suitable tests that can be integrated into the system.

In Conclusion:

  • Of the 8 things mentioned that a chatbot can potentially do for your candidates, all of these can be effectively delivered for junior to mid-level roles. 
  • For senior roles or hard-to-fill roles, you are better off taking out screening and assessment from that list and giving more personal attention to these candidates by having recruiters talk to them.
  • For manual work, on the other hand, you can likely remove the assessment from the list because it is better to assess manual work live with someone observing the candidate do the work. However, you can still automatically collect certification documents or background information from these candidates.

Here’s our CEO, Sudhanshu Ahuja, giving you helpful insights on the roles of a chatbot:

Curious about whether to add a chatbot to your recruiting process? Talk to our team for a free consultation today by clicking here.

Four Ways AI Can Help Your Organization Thrive in The Great Resignation

The Great Resignation is a global employment trend that sees significant percentages of workers leave their current employment – and even their industry. Some parts of the world, including North America, are in the thick of it, and it will soon hit the APAC region. The Great Resignation will profoundly impact how we recruit and will be a double-edged sword for many organizations. While there is a chance you will lose some employees, it’s also an excellent opportunity to find great new talent, bringing fresh perspectives and a wealth of experience to your business – if you are ready for it.

Here’s how an AI-driven solution can give you an edge in a busy recruitment market:

1. Faster hires
As top talent enters the marketplace, competition will be stiff, and those who move slowly risk losing out. AI-driven workflows can significantly speed up your recruitment process, moving the best candidates from pre-screening to interview
stage at lightning speed, with little or no intervention from your team. In fact, clients have experienced up to a 90% reduction in time to shortlist.

2. More accurate, fairer hiring
When you have a large pool of applicants, screening can be an administrative headache. It’s also entirely inefficient and leaves your hiring process open to human bias. An automated workflow can do all of this for you. From screening candidates on basic requirements, such as citizenship status and qualifications,
to assessing and scoring written submissions, progressing only the most suited candidates. With, you can achieve up to 50% more accuracy in your hiring, driving your fair hiring agenda and delivering the most talented candidates for the job.

3. Delivering a better candidate experience
Candidate dropout can be a significant issue for organizations, particularly in a competitive market. One of the leading reasons for this is poor candidate experience, and it’s easy to see why. In a busy market, it’s tough to maintain a consistent, high-quality experience when dealing with a large applicant pool. This is another area where an intelligent, automated workflow can help.

With, you can create an automated workflow that delivers a high-quality experience from the initial application through to the interview stage. Our employer branding module delivers an on-brand experience at every step, and our customizable chatbots guide candidates through each stage seamlessly. These chatbots can even learn to answer a range of FAQs, so your recruitment is always on, answering candidate inquiries 24/7.

4. Reducing repetitive tasks and admin

An automated workflow doesn’t just deliver you the best candidates quickly; it also reduces repetitive tasks and admin, giving your team time back to complete higher-value activities further up the chain. For just one client, implementing saved an incredible 170+ hours of productivity on graduate program recruitment and reduced costs by over SGD $62,000.

Are you ready for the Great Resignation? Visit to find out how our leading AI-driven solutions can transform your hiring process. Now Available On The SAP App Center is pleased to announce that its SaaS recruitment automation platform and conversational AI technology are now available on the SAP® App Center, a digital marketplace for SAP partner offerings. With available on the SAP® App Center, the platform is now easily accessible for SAP clients. 

The platform integrates with SAP SuccessFactors Recruiting to provide on-demand automation workflows and chatbots that users can access from within the applicant tracking system. The SAP SuccessFactors Recruiting applicant tracking system (ATS) allows recruiters on its platform to gain access to more than 4,000 job boards, social media networks, schools and universities in over 80 countries.’s integration to SAP SuccessFactors Recruiting means that it meets five key criteria:

  1. It integrates with SAP cloud solutions using standard SAP-approved interfaces and APIs.       
  2. It meets SAP Store-recommended standards for data lifecycle management and data destruction.
  3. It meets SAP Store-recommended service levels.
  4. It meets SAP Store-recommended standards for support levels and turnarounds.
  5. It complies with relevant AICPA standards for internal controls over financial reporting and for information system security, availability, processing integrity, and confidentiality or privacy.

Sudhanshu Ahuja, CEO and Co-Founder of, said “We aim to seamlessly integrate our ecosystem with all our clients’ existing tech-stacks including Applicant Tracking Systems such as SAP SuccessFactors. The integration will help companies dramatically improve their hiring efficiencies and effectiveness, while simultaneously reducing costs – all by leveraging the power of Artificial Intelligence. It’s a joyous moment for to be endorsed by SAP and to have gotten its premium certification, and we look forward to expanding our offering for SAP clients.”

In other news, recently closed US$3 million in pre-Series A funding led by Summit 29K and joined by Seeds Capital, the investment arm of Enterprise Singapore. The funds raised will be used to expand into new markets such as Australia and New Zealand, while also accelerating product development, boosting marketing efforts, and attracting talent.

To find out more about and its integration within SAP SuccessFactors Recruiting, you may visit