Let’s say we have two candidates who apply for a job at Keygroup. After applying, Occy’s automated screening tools analyse both applications. The hiring manager at Keygroup receives the application of candidate one – as they meet the criteria.

It then goes into a database of candidates ranked from most relevant to least. Occy rejects the application of candidate two, as they do not meet the required criteria. 

The benefit here, is recruiters getting a list of qualified candidates they didn’t spend hours finding. 

They’ve achieved the needed result but with much less time and effort.  Faster hiring processes mean candidates stay more engaged. That means the more candidates stay engaged, the bigger pool you can choose from. It’s a win-win.

Balancing AI Screening with the Human Touch

AI has become increasingly prominent in the hiring process, particularly at the top of the funnel where large volumes of applications need to be reviewed quickly. While automated screening tools can help recruiters save significant time by filtering CVs and highlighting potential matches, they also bring risks if used without care. Algorithms may unintentionally reinforce bias or overlook strong candidates whose skills don’t fit neatly into rigid criteria.

The challenge for employers is to strike the right balance: using automation to handle repetitive, time-consuming tasks while ensuring that people remain at the heart of candidate engagement. Human interaction is vital in building rapport, understanding nuances that technology may miss, and making candidates feel seen rather than processed. Employers that blend efficient AI-driven systems with authentic, human-led touchpoints will not only streamline their hiring but also enhance candidate experience—demonstrating empathy, fairness, and genuine interest from the very first stage.

How can I start automating my screening?

The first thing you can do is use an automated recruitment system. Depending on your specific needs, you want a system that’s tailored for your hiring needs.

If you work in corporate white-collar recruitment there’s plenty of systems out there for you. 

But if you work in an industry where your hiring is recurring and involves lots of admin, you have a lot less choice. In which case you’d want to choose a system designed with your hiring demand and recruitment needs in mind.