Great news! You’ve got a hundred applications for your job posting. But you’ve also got a thousand other things to do. You’ll be lucky to get through half of them just based on the time commitment needed. Screening candidates should be fast, but it isn’t for some reason.

The current system of reviewing resumes and screening candidates is inherently flawed, and it isn’t completely about getting through a large volume of candidates. Instead, it’s about how inefficient the system is. We both know you aren’t scanning resumes in just a few seconds, your tools aren’t as efficient as they could be, your candidate outreach isn’t fully automated, and there is a cost to the slowness of the process.

The Resume Review Myth

Of course, the candidate screening process starts with reviewing resumes. Despite what your ATS might output as a star candidate or a 90% match, you know it isn’t always so accurate. I’d like to see you complete a simple exercise: open your list of applicants for a job you’re working on right now. Now start a stopwatch or timer on your phone, start combing through the newer applications, and once you’re done, stop the timer.

Surprised by what you see? It takes so much longer than anyone actually realizes to review resumes. Sure you’re looking for specific keywords, making sure they have the bare minimum requirements, but you’re also expected to find the perfect match so you read through their experience, notice the name of a company you’re unfamiliar with so you do a quick bit of research to see how applicable it is to your position. They submitted their LinkedIn profile so you cross reference and see if they have any additional information or a link to a portfolio.

Now your manager said they want to review the candidates before the initial screen and you know it’ll consistently take days for them to review. We aren’t even at the screening process yet and you’ve only looked at one candidate.

Why Automation Isn’t Speeding Things Up Enough

Okay, you have some candidates you’re interested in reaching out to, and luckily your ATS has some automation. So, you manually select all the candidates, use your phone screen invite template, double check for errors, and send it off. But what about everything else you have to do?

Now you’re going to hit your multiple points of contact. You’ll open back up each candidate profile, call them, not get an answer (of course), and leave your voicemail. You may even shoot a text out with a more casual approach. None of this outreach is automated though.

Instead, you’ve just spent close to an hour handling the outreach of only 10 of the 100 candidates who applied. And I mean sure they aren’t all going to be worth reaching out to but I know you have more qualified candidates than you have time. We are only now about to screen our first candidate.

The True Cost Of Slowness

All of these issues with the inefficiencies in the process have a price: your time. You spend a large amount of your limited resources that can be used to fine-tune processes, implement new ones, or finally get to your backlog of to-dos. Improvements to the screening process can also simply reduce your overall workload and work related stress. Every recruiter I know could use a little bit of this!

You’re also paying the price of losing great candidates. With how clogged up the process is you can easily lose the perfect candidate to another role because you weren’t able to get to their resume in time, schedule their phone screen, or get them in for an interview.

You simply can’t get through the stack of applications piling up quick enough to get to everyone in a timely manner. This is simply the current state of the job market. And what does that cause? Bad impressions that could potentially hurt your company branding. No one wants to be known as the employer who never actually reaches out or follows up.

It’s even worse if most of your hires are local and you get a bad name within the community. I’ve talked to too many candidates during interviews that talk about the issues they had with the processes of other local businesses.

What If Screening Was Fully Automated

What if you had your own personal representative that could speak on your behalf 24/7? They’ve learned your process, how you like to approach candidate screenings, and even the particular vocabulary that you prefer to use. They review resumes, handle candidate outreach, and screen candidates for you! I’d bet you’d say that it would be the perfect solution.

I’d like to introduce you to Nurofile. Nurofile is a change in the way recruiters review and screen candidates. This isn’t a new ATS, it is an entirely different way to recruit. Recruiters can create their very own AI counterparts to perform all of the pre-screening and screening tasks in the recruitment process. The only candidates you’ll see yourself are ones your AI has already vetted. From there, you can continue your process directly into the interview stage! Imagine the freedom Nurofile can bring to you.

It’s Time To Rethink Recruiting

With all the problems that exist in the current recruiting space and job market you’d think that a solution already would have existed by now. The industry has been consistent in being stagnant and there is a strong lack of new and innovative recruiting tools. Current companies in the space are going along with the status quo and lack any motivation to create better solutions.

With the widespread use of AI you’d also think more solutions would become available but it is barely used as supplemental in the industry. There is too much fear of AI completely taking over and leaving recruiters jobless.

Nurofile isn’t a solution that was created to replace recruiters. It was created to be the best supplemental recruiting tool on the market and to change the entire dynamic of recruiter and candidate interaction. Screening is a bottleneck for what you are truly capable of. It’s about time we start rethinking recruiting.