Recruitment is a sales process, often mediated by an interested third party. Candidates and hiring
managers go on a journey together, where each party qualifies themselves, either as a suitable
candidate or desirable employer. As the process progresses, due diligence is carried out by both
parties until an agreement is reached, or one party drops out.

The traditional recruitment process is a funnel: a large pool of visitors encounter your job application,
only some will apply; fewer get through to interview, and typically one gets a job offer.

Whether recruitment is being carried out by a contingent or retained agency, managed in-house or
delivered by an RPO, the same constraints apply: cost, quality and speed.

Finding candidates becomes harder due to lower unemployment
rates and the ability of employers to identify and address
potential churn. Your agency needs to step up its sourcing. This
can include better engagement with passive candidates. it’s worth
exploring new recruitment platforms that will optimize
a passive talent pool and increase your applicant number.

It’s likely that your recruiters manually screen a large pool of
candidates to find a perfect fit and schedule an interview with them.
Unless these tasks are automated, your agency is missing out on
high-quality applicants. Look for recruiting technologies that
leverage AI to improve how you process candidates. For example, AI
can shortlist candidates based on who is the best fit for a position,
while a chatbot can screen and schedule an interview with them. 

To benchmark your recruitment team and uncover more opportunities for optimization, download our Executive Guide to ROI and make the most out of your recruitment processes.