Automated recruitment cuts the hiring process from 4-5 days to 1-2 days

An automated recruitment process takes 1-2 days, compared to 4-5 days for the standard one, says CGS, one of the largest outsourcing companies in Romania, which says it currently recruits over 20% of new employees through automated processes.

Artificial Intelligence (AI) tools shorten the duration of the recruitment process and increase the accuracy of candidate selection, say CGS representatives. The company thus pointed out that automated recruitment has led to a shortening of the process by about 50%, while feedback provided by candidates can be monitored in real time for each stage of recruitment. Thus, on average, the entire automated process takes 1-2 days compared to 4-5 days for the standard one.

“Automated recruitment is increasingly used. Domestically, today about 20% of new candidates participate in the selection process this way. We have started automating the recruitment process for entry level roles available in the company, except for those that require a different approach than the standard one, such as creative, management or consulting roles. It is also important to mention that we are increasingly moving towards hiring staff for exclusively remote positions, even in areas where we do not have physical offices, and this recruitment system is a real help”, said Vladimir Sterescu, Country Manager CGS Romania.

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Also, one of the most important advantages of the new recruitment system is that it can provide more details about a candidate, compared to the information that can be obtained from a CV or a time-limited interview. There is also the advantage that all candidates complete the application process at home, without the pressure of a face-to-face interview, so their character and natural performance can be more accurately assessed. Last but not least, the major advantage of screening with Artificial Intelligence (AI) tools is that it accumulates information as the number of interactions increases. Thus, through the validations that are subsequently made by the human factor, it “learns” to select profiles as close as possible to the “ideal candidate” sought by the company.

“Both for us and for the candidate, the great gain of this process is not only the time saved, but also the fact that we are able to better understand in which department each person interested in a position in the company would perform best”, emphasized Vladimir Sterescu.