It can feel like a race against time to land a great candidate for an open position at your company. After all, in competitive industries, you’ll need to move quickly with your recruiting efforts to overtake rival companies. That means creating efficient processes within your Applicant Tracking System (ATS).
AI agents in your ATS can tackle the mundane responsibilities of researching, scoring, and communicating with potential candidates. For recruiters, relying on agents to deal with the repetitive duties means they can focus on truly assessing what a candidate has to offer. Read on to learn how to build better agent workflows in your ATS.
Identify Your Preferred Candidate Profile
It’s best to build an Ideal Candidate Profile (ICP) before doing anything else. The ICP is where you’ll define your preferred skills and educational background for an applicant. You’ll also identify how much experience you want someone to have, as well as any extra industry-specific credentials for your business.
With a strong and focused profile, you’ll lay the foundation for the work your agents do. They’ll be able to isolate matching applications more easily.
Link Your ATS to Internal and External Sources
To make the most of agents, you’ll want them to have access to all of your key data sources. That means linking internal CRM systems and candidate databases. You’ll want agents to connect with career sites, job boards, and company sites, as well.
Using an agent-native interface to ZoomInfo, for instance, can help facilitate better candidate profiles. With GTM AI, agents can collect critical information, and the GTM Context Graph can provide updated company profiles, deep metrics on candidates, and automated messaging. In short, connecting ATS to rich sources can enhance workflows and help companies make better decisions.
Assign Tasks to Agents
Connecting data is a key step, but agents need direction from there. You can assign responsibilities like browsing for relevant candidates or reviewing their qualifications.
Agents can even generate messages to send to potential candidates, or summarize a sequence of events. Agents can review ATS records and help score potential candidates.
All of these tasks help your business arrive at more targeted candidates before the interview process begins. Once agents reach out to candidates, recruiters and hiring managers can actively enter the outreach process. Hiring managers can craft personalized messages to promising candidates that speak to the job’s responsibilities, growth potential, and broader company goals.
Don’t Overlook the Risks
While agent workflows can enhance your ATS and improve hiring, it’s still critical to be aware of possible challenges. For instance, you may miss out on some good candidates due to inaccurate data.
Similarly, you should monitor scoring trends, since quality scoring depends on high-quality data. Check all templates in your workflow, too, especially after updates. Keep tabs on processes and results to ensure your agent workflows are operating well.
Build Effective Agent Workflows
Agent workflows are an integral part of your ATS, and you want to make sure they’re a help and not a hindrance. Develop a solid candidate profile and turn to reliable data to inform their actions. Assign tasks, and monitor agent workflows regularly.
With a diligent approach, your agents can be an asset to help you find well-matched candidates.