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Automating Candidate Pre-screening to Reduce Time to Hire

An automated candidate pre-screening process can help employers handle 100x the application volume and hire faster without increasing your recruitment team's headcount!     Technological adv...
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Nikky Enemchukwu
Nikky Enemchukwu
Content Creator at Talkpush

Automating Candidate Pre-screening to Reduce Time to Hire

An automated candidate pre-screening process can help employers handle 100x the application volume and hire faster without increasing your recruitment team's headcount!




Technological advancements have improved and, in some cases, eliminated recruitment practices that overwhelm recruiting teams and lower productivity. Employers who engage in regular volume hiring should always be on the lookout for solutions that can streamline recruitment processes, save costs and reduce hiring time.

The job market is evolving, and organizations that do not adapt to changes in candidate behavior will continue to lose a considerable percentage of qualified candidates to the competition.


Automating stages of the recruitment process

Certain aspects of the recruitment process, like pre-screening candidates by calling them, are becoming automated. Why? It’s simple; people are screening calls. Research suggests that although millennials may live on their phones, they do not like to pick up phone calls for many reasons, including the fact that it is too time-consuming. More so, a phone call from an unknown number will likely go unanswered, which means candidates are not being reached. 


Also, candidate calling can be laborious. Picking up the phone, dialling a number, waiting for the phone to ring and then introducing yourself as a recruiter before beginning the screening process can lengthen the time it takes to get back to applicants.


Automated candidate pre-screening can help recruiting teams confidently manage high application volumes, select qualified candidates faster and shorten the time to hire without increasing recruiter headcount.


So, what are best practices for automated candidate pre-screening in volume hiring? Using a tool that can administer a predetermined set of questions to applicants via their preferred communication channel, whether via WhatsApp or other messaging channels and then carry on personalized, asynchronous conversations with candidates can speed up candidate selection and eliminate the arduous task of phone screening entirely.


Why should employers automate the pre-screening stage?

According to research, a typical pre-screening phone interview will last about 20 to 30 minutes. This is because most recruitment teams follow a script to ensure a fair and unbiased selection process.

But what happens when a company faces time-sensitive hiring ramp-ups that demand recruiting hundreds or even thousands of talents in a matter of days? Phone pre-screening becomes time-consuming, inundating your sourcing team with grunt work that slows your response time to candidates, resulting in candidate drop-offs and negative candidate experiences.

A time-efficient qualitative process that will shorten the length of the selection process becomes essential.


When should you automate candidate pre-screening?

automating candidate prescreening 2

1. If you are engaging in multiple pre-screening interviews

Volume hiring comes with many challenges, including managing the number of applications received per vacancy. Automation can help you set parameters that will disqualify candidates who do not meet your requirements, discontinuing them from moving on in the application journey and reducing the amount of grunt work your recruiters do.


2. If you do not want to increase your current number of recruiters

Employers who do not want to increase hiring costs can use automated candidate pre-screening to ensure that recruiters do not feel overwhelmed with the sheer number of applications received per vacancy. Automating your pre-screening process can ensure recruiters only engage with qualified candidates. This frees them up to focus on other more important hiring tasks that can speed up conversion.


3. If you are facing time-sensitive schedules

When faced with tight deadlines and need to be fast and detailed, automated asynchronous, personalized pre-screening can help. Even when you need to test for language ability in the pre-screening stage, a simple language test tool can seamlessly integrate into your top-of-the-funnel hiring stage, quickly disqualifying those who do not have the desired language proficiency.


4. If you want to improve candidate experience

Candidates do not want to wait around for recruiters to eventually call them just for pre-screening. These processes can be stressful, especially if the recruitment process will require multiple video interviews in later stages. Automated candidate pre-screening reduces anxiety and gives candidates a fair chance to answer questions without feeling pressured. They can even delete their pre-screening responses multiple times until they get it right before submitting applications.


5. If you want data-backed processes for accurate reporting

Do you need to accurately report the number of applicants who went through pre-screening and submitted applications? Your pre-screening tool should accurately represent those figures so you can make better hiring decisions. Do you have an increased number of incomplete applications? Perhaps your pre-screening questions are too much and need to be reduced. An efficient tool can show you this valuable data at a glance.


Implementing the automated candidate pre-screening process

In today’s mobile-first world, meeting your talent where they live is a critical success factor in your recruitment strategy. This is why many employers are embracing social recruiting as a means of meeting volume hiring demands since social media usage among young adults is very high. But it doesn’t end with just attracting candidates via social.


Pre-screening candidates, keeping them engaged throughout the application journey and ensuring a great candidate experience can also be augmented via social media and instant messaging. Your automation tool must be flexible enough to integrate with your various sourcing channels, whether job boards or social media.

So, what can you do to ensure you are automating the right way in volume recruitment so that valuable data will not get lost in the sea of already existing tech?

We will go over factors to consider when automating your application process.


Technical factors to consider when automating your pre-screening process

  • Will you be redirecting interested applicants who click on your job ads to landing pages, instant messaging channels or other social media channels? Or will they be completing the application right there on the job site? For example, Talkpush can collect leads directly from your sourcing channels.

  • How many questions will applicants have to answer? Will the responses be in text, audio or video format? The automation tool should be able to collect all forms of files.

  • Where will submitted responses be stored, and how will they look at the back end? A traditional ATS is not usually equipped to handle integration with your social media sourcing channels and pre-screening functions. So will the recruiting team log into a separate automation platform that can be integrated with your ATS? Can this separate platform integrate with your ATS? For example, Talkpush integrates with major ATSs and can store all forms of files for processing.

  • Will the submitted responses be segmented into different folders in the backend to simplify processing for recruiters?

Integrating Talkpush into your tech stack


Talkpush is a recruitment automation platform that allows employers to automate their recruitment processes, engage at scale on social media and improve the candidate experience. This robust platform automates your hiring process so you can maximize your volume hiring results.


Talkpush captures leads from your various sourcing channels, including job sites and Facebook ads, in one place, creates a profile for each lead and immediately prescreens them. These leads are then segmented into different folders to show those who have completed the application process, incomplete applications, qualified and unqualified candidates for easy management.


With Talkpush, you can engage with candidates at scale on social media, guiding them through the application journey, keeping them informed and interacting with them via their preferred messaging channels, including Whatsapp, Instagram, Facebook, and more. With Talkpush, employers can even personalize candidate engagement even in asynchronous conversations, thus improving the candidate experience.



Want to see how Talkpush can automate your candidate screening process and improve your hiring results?


Schedule a Demo






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