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More candidates were not the answer. š
Better fit was.
In one automation program for an international staffing company, the important question was not how to push more profiles through the funnel.
It was how to help the right information reach the right decision at the right time.
The program started with a process audit. Then the team tested short pilots and built automation around recruiting, sales operations and internal operations. āļø
The result was not only less manual work.
Better candidate fit in the shortlist increased from 5% to 15% in the first year. š
That is a useful reminder for recruiting leaders.
Automation should not make a weak workflow move faster. It should help the team apply clearer criteria, keep data complete, reduce missed handoffs and focus human attention where judgment matters.
Volume is easy to count.
Fit is what clients and candidates actually feel. šÆ
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