How to Use Automation in the Hiring Process

How we rebuilt an ATS using Clay (and why it works better for dynamic revops, sales & marketing roles) Hiring for sales, marketing, and revops is always a challenge, especially when the roles are niche, dynamic, and hard to spec. Most teams either outsource to rigid recruiting firms or burn cycles filtering through 300+ resumes manually. Neither approach scales well. So we built something better. My team and I engineered a recruiting workflow in Clay that acts like a lightweight ATS—but more flexible, more intelligent, and tailored to how we hire at FullFunnel. Here’s how it works: 1. Export all applicants from LinkedIn Recruiter into CSV 2. Upload to Clay and enrich profiles with AI 3. Score candidates on: • Role fit • Skills match • Red flags or gaps • Seniority & experience • Industry/domain knowledge 4. Auto-route based on fit score: • 9–10: Direct to scheduling • 6–8: Trigger a Google Form for more info • <6: Rejected * You can create whatever works for your organization. This entire process saves time, removes bias, and keeps us nimble. We’re even automating the screening process now. We processed 335 applicants in 5 min and boiled it down to 30+ interviews with the best candidates possible. I haven’t seen anyone do it this way yet (I bet someone already has), but this has been a game-changer for us. AI is replacing humans - full stop. Our recruiting team has gone from a fair amount of human capital to process engineering time, directly into the hiring manager now. Speed + Quality = efficiency => margin improvements and better outcomes. #recruiting #saleshiring #revops #ai #workflowautomation #clay

Everyone keeps telling HR professionals they need to start leveraging AI more. More AI! More automations! More efficiency! But no one ever seems to offer specific examples of how exactly People leaders are supposed to start incorporating AI into their everyday workflow. So here are a few examples — both free and paid — on how to incorporate #AI into your everyday #HR work streams: 🙌🏼 Free: - Need to write a company policy and FAQ? Just draft your messy thoughts (exclude your company’s name) into ChatGPT and have it draft the entire thing for you. - CEO asking for the financial ROI on a particular initiative? Have ChatGPT recommend a formula to calculate this -Have ChatGPT draft all job descriptions (it’s scarily good at these), take home assessments, and interview Qs. - Have CharGPT calculate your average number of hours spent per open req so you can more effectively calculate recruitment needs - Tell ChatGPT about a complex spreadsheet you need to create and ask for formulas and tricks to automate and otherwise improve the process so you’re not losing time manually copy and pasting - Ask ChatGPT for a list of stats on anything from the business case for DEI to the top reasons employees quit — these will come in handy when presenting proposals to your leadership team - Have it recommend an offsite agenda based on goals you’re trying to achieve + recommended location and hotels based on your offsite budget 💰Paid (ie internal AI license to protect your data): - Throw in all free form responses from your engagement survey or exit interviews and have it analyze the data for trends - Anything to do with numbers crunching: have it calculate your turnover rates, retention stats, ELTV (employee lifetime value), average cost per hire - Have it review your internal company policies for gaps in compliance with state and federal law - Share existing processes (ie recruitment, onboarding, etc), and ask it how to cut the required time by 25% via automations Obviously, you should always apply your own sound logic to AI data and lean on trusted experts to verify any info. It’s definitely not a good idea to replace your employment lawyer with AI. But AI is a great starting point to get your ideas churning, crunch numbers, and quickly analyze large volumes of data. Want more tips for how to use AI, including specific prompts to help you get started? 👉 Check out my recommended list here: https://lnkd.in/edQZfspg 👉 Free AI usage policy for your employees here: https://lnkd.in/e-F_A9hW What cool tips did I miss?

AI in Recruiting: It’s only as good as your strategy. Here’s what works: ✔ Screening: AI is pretty great at screening resumes, ranking candidates, scheduling interviews—it can even use predictive analytics to find the best talent. ✔ Chatbots: a game-changer for 24/7 candidate engagement. ✔ Candidate Matching: AI tools analyze profiles to predict job fit. Fun fact—candidates picked by AI are 14% more likely to ace interviews and get offers than those chosen by humans. (Carv) Here’s what doesn’t work: ✘ Over-Reliance: AI alone can feel impersonal—38% of job seekers would reject offers from AI-heavy hiring processes. Keep humans involved. (Business Wire) ✘ Bias & Errors: AI can inherit biases from training data or reject great candidates because of rigid filters—up to 75% get ruled out by ATS keyword mismatches alone. (Oorwin) How to make AI work for you: ∎ Set clear goals. Focus on solving real challenges like time-to-hire or candidate experience. ∎ Human. Judgment. Always. Let AI streamline but keep humans in the driver’s seat. ∎ Be transparent. Explain how AI fits into the process so you build trust with applicants. ∎ Audit and adapt. Regularly review AI’s performance to stay ethical and effective. AI shouldn’t replace recruiters. It should help us work smarter. #recruitingtechnology #candidateexperience #hiring

Recruiters, I’ve seen so many agencies using AI the wrong way. But let’s be honest. ChatGPT isn’t a silver bullet. And AI won’t save your pipeline if your strategy is broken. What I’m seeing too often: ❌ Spray-and-pray Boolean search prompts ❌ Generic outreach at scale ❌ “AI personality” assessments with zero science behind them If you’re serious about using AI to hire better, faster, and more inclusively, there’s a better way. Here are 5 tips to use AI the right way for sourcing, engaging, and evaluating talent: ✅ Start with structured data – Feed AI high-quality job descriptions and candidate criteria. Garbage in, garbage out. ✅ Use AI to prioritize, not replace – Let it scan thousands of resumes to surface the top 5%. You make the final call. ✅ Engage with personalization at scale – Use AI to draft outreach that actually sounds human—then add your magic. ✅ Bias-check your process – Use AI to review language and scoring to minimize hidden bias, not amplify it. ✅ Automate the boring stuff – Reference checks, scheduling, and initial screening? AI can do that in seconds. The key? 👉 Let AI work for you—not the other way around. If you’re looking for an AI hiring partner who can help you do all of the above, we built MissionHires to make this effortless for agencies looking to work more efficiently while increasing revenue.

300 resumes for one role and your best candidate just ghosted you after waiting three weeks for feedback. This scenario plays out daily in recruiting teams everywhere. AI Recruiting Agents offer a different path forward. Think beyond the hype for a moment. These agents handle the repetitive tasks that drain your team's energy: resume screening, candidate ranking, interview scheduling, skill test deployment. All automated. What fascinates me is how they learn. Every hiring decision becomes training data. They recognize patterns, spot which traits predict success in your organization, and identify potential beyond the resume. The integration piece matters too. They plug into tools you already use while your recruiters focus on what humans do best: building relationships, reading between the lines, and making nuanced judgment calls. The data tells the story: 35% faster time-to-hire and 20% higher candidate satisfaction for companies using AI in 2024. That's competitive advantage. Of course, bias remains a real concern. Unchecked AI can perpetuate hiring mistakes from the past. Building in transparency and audit trails isn't negotiable. How are you balancing speed with quality in your hiring process right now? My thoughts on this are below in the comments. #recruitment #recruiting #hiring #HR #HumanCapitalist