May 15 2019
“By combining the power of targeted digital job ads with multi-channel job posting, you can reduce the amount of unqualified applicants while saving time that was spent on posting jobs manually on each portal”
With the deep tech advancements that we have seen in the past 10 years, it’s hard
that most companies today still do recruitment using legacy technologies such as
classified job boards, phone calls and administrative work such as scheduling
These technologies have been around for more than 20 years, and
while they have delivered great results in that time period, they deserve to be
updated to keep up with the competition in recruitment.
It’s about time we automated the whole process!
As we all know, the recruitment funnel has 3 main stages before the offer:
We’re not looking to remove or replace any of these stages, but in
an ideal world, all stages above would be automated seamlessly, while enabling a
human to conduct face-to-face interviews during Stage 3.
Talent Attraction Automation
Talent Attraction used to be a very tedious process, with recruiters having to
manually post jobs on job sites and sifting through candidate databases
― it was time-consuming and reach was limited.
Thanks to Social Media, Google and the proliferation of job boards, any company
reach millions of potential candidates with just one click of a button. Today
the entire process can be fully automated by multi-channel job boards and
digital ads on Social media and ad networks such as Google. After all, marketers
have been using online ads for over a decade to attract users
― it’s about time HR teams woke up to use them to attract
By combining the power of targeted digital job ads with
multi-channel job posting, you can
reduce the amount of unqualified applicants while saving time that was spent on
posting jobs manually on each portal.
Applicant Screening Automation
As an ex-recruiter, I used to read through hundreds of CVs a day. It was an
extremely time- consuming and inefficient task, having to slowly (and manually)
open each email and reading Microsoft Word/ PDF CVs from email attachments.
Moreover, I would spend half my day calling applicants to screen them with the
same questions over and over. It was dreadful, and a waste of my time.
Thanks to technology and automation, the days are brighter! I now use an
interview chat bot
that does all the work for me. The bot screens applicants versus job
requirements, asks them
the initial screening questions I would want them to answer, and ranks them by
This is particularly useful if you’re doing high-volume recruitment; sometimes
you just need to know the availability period and years of experience! Instead
of digging through confusing CVs, the bot will jump straight to the important
questions you need answered.
Best of all, I no longer need to schedule applicants for interview;
the bot automatically invites the top 10% of applicants for interviews.
Stage 3 is the hardest to automate, due to the complex nature of interviewing.
There’s nothing quite like the human touch, but even then, interviews can
benefit from new technologies such as virtual interviews and digital interviews.
I can now save time by allowing a bot to ask questions through a one-way
interview video call, and then use that footage to further screen potential
candidates. Of course, candidates that are shortlisted after will still have to
meet with a recruiter in the end, but there’s a big difference in time savings
between meeting 20 candidates versus meeting with 10 finalists!
At GrabJobs, our aim is to create a fully automated and seamless recruitment
process so that
your HR team can focus on productive tasks such as face-to-face meetings,
development and employee engagement. The GrabJobs platform automates Talent
by posting your jobs on over 15 job-sites and posting online digital ads with
just a click of a single button. It then automates screening and interview
scheduling with a proprietary
interview chat bot.
Emmanuel Crouy is passionate about technology and innovation and constantly strives to find solutions to real world problems. Emmanuel graduated from McGill University with a BSc. degree in Computer Science. He started his career as a Software Developer in Singapore before making a career switch as a Recruitment Consultant. Shortly after he co-founded Aster Lion, a recruitment firm, with Mark Melo. It was his mixed background in Technology, Recruitment and Entrepreneurship that led him to conceive GrabJobs.
The interview is dead, long live the interview
Recruitment Redefined: A Game-Changing Way to Attract Top Talent
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