Imagine a hiring process that does not require you to review every single job application and delivers pre-scored, pre-qualified candidates right to your inbox. If this sounds like wishful thinking, we’re here to tell you that pre-scored applicant delivery is very much a reality. In fact, this applicant tracking software feature is enabling faster, more efficient hiring for thousands of businesses.

To help you understand how applicant tracking software can make your hiring process easier, take a look at the differences between manual and automated applicant scoring here.

How Manual Applicant Scoring Works

Before you consider requesting an interview with an applicant, ideally you’d have a fairly good indication of how this candidate stacks up against your dream candidate. You use the clues you’ve gathered by reviewing their cover letter and resume to make a general assessment about the skills they possess and their qualifications. 

You pick your favorite applicants based on what you’ve been able to uncover from their resumes and then you compare them side-by-side to figure out whom you should bring in for an interview. If you want to narrow your list down even further, maybe you reach out to applicants via email and ask them to answer a few questions about their skill sets. 

Even after reviewing every resume and loosely scoring each applicant against one other manually, you risk missing out on better candidates because you couldn’t manage the giant stack of resumes or objectively evaluate each applicant.

Why Automated Applicant Scoring Makes Hiring Easier

When you create a job posting in applicant tracking software like Hyrell, you have the option to add different assessment areas that will require applicants to provide more information before they can be considered for hire. By asking applicants job-specific questions, the system can assess and rank each applicant according to your ideal candidate, essentially completing your first round of interviews before you even have to review the applicant’s resume. 

Below are three qualifiers you can use to automatically score applicants in Hyrell:

Hard Skills: These are sets of Yes/No questions that pertain to requirements of the job you are hiring for. Answers to these questions help you determine if an applicant meets the minimum education, training, and/or skills required for that position. Based on the applicant’s response, the system automatically calculates a percentage score.

Soft Skills: These are Yes/No questions about an applicant’s personal qualities, attitudes and ethics. These questions may also inquire about background screenings or criminal histories. Like Hard Skills Assessments, the system calculates a percentage score based on the applicant’s responses.

The Virtual Interview: This is a set of qualitative questions that require a more in-depth response from the applicant. HR can weed out unqualified applicants, and applicants can demonstrate why they would be the perfect fit for the open position. You can review, rank and score applicants’ responses and easily compare them against other assessments or applicants.

Based on the applicant’s assessment scores, the system objectively ranks each applicant so you can spend your time focusing on top candidates who match your specific hiring criteria.

Why waste time sorting through the haystack when you can start with the "needle" right away? With Hyrell, unqualified applicants are removed from the hiring process, leaving only pre-qualified applicants for your evaluation. Download Hyrell’s guide about the benefits of automation and learn how applicant tracking software can make applicant qualification even easier.