Let’s play a game called Why Do We Still Do This to Ourselves?
You spend days (or even weeks) crafting the perfect job description, obsessing over every word to attract top talent.
You host engaging interviews where candidates leave excited, maybe even *gasp* inspired!
Then? You hit them with:
👮 A background check process that feels like an FBI interrogation
📧 Scheduling emails that disappear into the void
👻 Radio silence that would make a ghost say “damn, that’s cold”
Newsflash: Your process may fall into the “needs improvement” category.
Here’s the good news: Automations can be SUPER HELPFUL when it comes to making improvements!
Let’s fix this mess with 3 automations that’ll make your candidate experience the best out there!
And if you need even more support, check out these incredible resources:
📚How to Give Your HR Team the AI Advantage
📚Checklist: What Strategic Talent Acquisitions Teams Need in Their Tech Stack
1. Automated Comms: Stop Ghosting Candidates (Before They Ghost You)
🚩 The Problem: A Lack of Response
Let’s talk about the (literal) silent killer in recruiting. No, it’s not that one hiring manager who takes three weeks to give feedback. 🙄
It’s radio silence.
You know the drill: A candidate pours their heart into an application, maybe even cancels plans to prep for your interview…and then?
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🦗 *Crickets*
For days. Weeks. Maybe FOREVER!!!
GASP!!!!! (It happens, we all know it)
And when you do finally respond?
It’s with some generic, soulless template that reads like it was written by a robot with a grudge!
“Dear [Candidate Name], after careful consideration…” blah blah blah. BORING.
The thing is that candidates don’t hate automation, they hate feeling like an afterthought.
So why are we still sending emails that sound like they were drafted in 2008 by someone who’s never met another human?
🛠️ The Fix: Automation That Feels Human For Once
Let’s get one thing straight: automation isn’t the villain here. BAD automation is.
You know, the kind that churns out emails that make you want to fall asleep just looking at them!
Candidates don’t hate efficiency, they hate feeling like a nameless, faceless line item in your ATS.
So why are we still sending them soul-crushing, copy-pasted nonsense that reads like it could have been sent from any company?
➡️Ditch the corporate zombie-speak and inject some actual humanity.
Send personalized status updates that don’t leave candidates hanging. For example, something as simple as “Hey [Name], we’re reviewing your app. No ghosting, promise!”.
This also includes rejection notes: “We loved your energy, but went with someone whose background fits [X] a tad better. Stay in touch!”
The secret sauce? Thoughtfulness.
Automation should free up your time to be a human, not turn you into a tone-deaf bot!
So if your comms still sound like they were written by a lawyer who’s allergic to personality, do yourself a favor and fix it. Your candidates (and your employer brand’s dignity) deserve better.But in all seriousness, every onboarding plan should have a contingency “what to do if this goes wrong” section.
2. Scheduling: Ditch the Email Tennis
🚩 The Problem: Unnecessary Calendar Chaos
Scheduling interviews in 2025 shouldn’t be rocket science. Yet somehow, we’ve normalized:
🎾 Playing email tennis (“How’s Tuesday?” “No, Wednesday?” “Actually—” *vomits*)
🥴 Begging candidates to pick from a spreadsheet of 47 time slots
🕒 That one hiring manager who may as well only be free a few minutes out of each day
Newsflash: If your scheduling process requires a PhD in logistics, candidates will peace out before you even hit “send” on the third reschedule request!
🛠️ The Fix: Let The Robots Make it Happen
Automate the scheduling, not the charm.
Drop a personalized note like: “Excited to chat about your [specific project]. Please pick a time that doesn’t ruin your week!”
Robots handle the clock and you handle the vibe!
➡️ Tools like Calendly or GoodTime exist so you can stop the back-and-forth emails, slash no-shows by 34% with automated reminders, and finally get some much-needed organization added to your recruiting process.
3. Background Checks: Where Good Hiring Processes Go to Die
Nothing destroys candidate experience faster than a background check process stuck in the Stone Age.
We’re talking about systems that:
❌ Take weeks instead of minutes
❌ Make applicants re-enter the same information until they want to scream
❌ Leaves candidates completely in the dark about where they stand
And don’t even get me started on the compliance risks lurking in those outdated manual processes… that’s a rant for another day.
💡Meanwhile, 90% of companies using Checkr’s modern solutions say they’ve slashed their daily administrative hell.
So why are we still doing this the hard way?!
🛠️ The Fix: Checkr
Checkr is the background check platform that actually understands we’re living in 2025 and that we need modern solutions that reflect that.
From DAY ONE Checkr’s platform has been built on advanced AI-powered technology. They aren’t sticking shiny new AI tools on top of manual processes (which we know always breaks down at some point), they built with automation and streamlining in mind.
And it shows!!!!
Their platform delivers results in minutes (not days), with 97% of their customers confirming they’re faster than competitors. Not bad, huh?
But speed isn’t even the best part—it’s the candidate experience itself!
We’re talking about mobile-friendly portals where applicants can track progress (kinda like the Domino’s pizza app) AND understand reports without needing a law degree.
Oh, and for you compliance nerds? 78% of customers say Checkr reduced their risk while making their lives infinitely easier.
That’s what I LOVE to hear.
It’s not magic, I promise, it’s just what happens when tech is modern and automation is a key focus. g tools.” 🔪✋
Conclusion: Automate the flow and Inject Humanity
With 100k+ hiring teams on their customer roster and the highest NPS in the industry, Checkr is lowkey a no-brainer option.
A whopping 87% of their customers say that they saw dramatic improvements in candidate experience!
TBH, if that number doesn’t make you rethink your current process, I don’t know what will.
This isn’t just about saving time, although Checkr’s 97% faster turnaround time is nothing to forget about.
It’s about not losing great hires to a bureaucratic nightmare they’ll absolutely rant about on Glassdoor or to their friends who are also looking for jobs.
Upgrade to Checkr today, because your candidates deserve better than a process that treats them like suspects, and you deserve better than a compliance headache waiting to happen!
