How to Use Tech Tools to Improve Candidate Experience

Are we sacrificing candidate experience for efficiency? We're all hearing the promise that AI frees Recruiters from repetitive tasks to focus on "higher-value work." That's the efficiency win. But what about the experience win? Looking at my feed, it's clear that many job seekers aren't feeling a faster, more transparent, or personal experience. If AI tools are purely driving cost reduction without improving candidate treatment, we need to pause. Senior leaders need to consider, AI implementation needs more than just an ROI calculation, it needs an ROE (Return on Experience). Common mistakes I am seeing companies make: 📉 Misaligned Metrics: Failing to adjust human OKRs (e.g., quality of feedback, time-to-personal-contact) when designing the AI-driven workflow. ➡️ Data Asymmetry: Requiring candidates to provide extensive upfront data (to feed the AI matching/ranking) but giving little in return (updates, feedback, next steps). It's all take, no give. 🔎 Zero Transparency: Not clearly communicating to candidates in simple, layman terms what data is being used and how it shapes their application journey. 🤑 The Efficiency Trap: Using AI only to lower costs, leaving the crucial human element of the candidate experience behind. 3 ways to ensure AI strengthens candidate experience: ✅ AI for personalization, not just screening. Use AI to power hyper-personalized communication based on where a candidate is in the funnel, ensuring timely, relevant updates (the opposite of generic email blasts). ✅ Redefine "high-value" tasks. Make a formal policy that AI-driven efficiency must translate into more human interaction for qualified candidates (e.g., personalized outreach, interview debriefs, substantive feedback). ✅ Mandatory process transparency. Be upfront about the use of AI. Add a simple, clear statement in your application process explaining how AI assists screening and what a candidate can expect from the automated vs. human steps. Let's use AI to build better relationships, not just faster funnels. #CandidateExperience #TalentAcquisition #HRTech #FutureofWork

How I Use ChatGPT to Truly Understand My Clients (and Help Candidates Do the Same) One of the biggest challenges in recruiting isn’t just finding candidates—it’s helping them understand the opportunity in a way that gets them excited and prepared. Lately, I’ve been using ChatGPT as a cheat code to break down complex industries, technical products, and niche companies into clear, simple explanations I can use in my conversations. Game-changer. 𝗧𝗵𝗲 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 𝗦𝗵𝗶𝗳𝘁 𝗧𝗵𝗮𝘁 𝗖𝗵𝗮𝗻𝗴𝗲𝗱 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 Instead of treating ChatGPT like a search engine, I approach it like I’m sitting down for coffee with an expert in the field I’m asking about. No pressure to write the perfect prompt—just a natural conversation where I explain my situation, ask questions, and refine my understanding. 𝗠𝘆 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗳𝗼𝗿 𝗨𝘀𝗶𝗻𝗴 𝗖𝗵𝗮𝘁𝗚𝗣𝗧 𝗶𝗻 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗦𝘁𝗲𝗽 𝟭: Explain My Role & the Challenge I start every ChatGPT session like I’m explaining my situation to a human: "I run a federal talent firm, helping small businesses recruit go-to-market, technical, and engineering talent. My client, Acme Inc., does something in the defense space, but I don’t fully understand their impact. Can you break it down for me? Who do they serve, what problems do they solve, and why does it matter?" 𝗦𝘁𝗲𝗽 𝟮: Let ChatGPT Ask Me Questions I always tell it: "Ask me any questions that would help make this explanation more accurate." This prevents vague, surface-level answers and ensures I’m getting the right information to explain to candidates. 𝗦𝘁𝗲𝗽 𝟯: Request Simple Explanations + Analogies I ask ChatGPT to explain it in plain English—like I’m five. Then, I request multiple analogies. This helps me absorb the concept better and gives me ways to explain it differently depending on the candidate’s background. 𝗦𝘁𝗲𝗽 𝟰: Get Recommendations on How to Improve I don’t just ask for information—I also ask, "How can I be doing this better? How should I be thinking about this differently?" This often leads to new insights I wouldn’t have thought of myself. --- Helping Candidates Use This Strategy Once I’ve got a solid grasp of the company, I don’t stop there. I show candidates how to use ChatGPT to do their own research before interviews. 💡 I’ll hop on a Google Meet, share my screen, and walk them through the exact process. 💡 I tell them to start a ChatGPT project, upload the job req, and ask follow-up questions over time. (Most candidates aren’t doing this—huge advantage.) The Result? I walk into conversations better prepared. Candidates go into interviews sharper. Clients get talent that actually understands the business before Day 1. #InTheArena

There’s a lot of talk about recruiters being ‘replaced’ by AI. AI can’t replicate expert recruiters’ skills. However, recruiters should not waste time on tasks that should be automated by now. Off the top of my head: KICK-OFF MEETING: For new or tough roles, recruiters should lead hiring manager meetings. AI tools like BrightHire, Metaview or Screenloop can transcribe, summarize, and allocate tasks. TALENT MARKET RESEARCH: AI-powered tech like Poetry or Horsefly can deliver labor market insights and competitor analysis. Recruiters don’t need to Google this anymore. JOB DESCRIPTION WRITING: Use AI tools like Poetry or RoleMapper which deeply understand your company context. Hiring managers can review and refine. #RECRUITMENTMARKETING: AI products like Poetry, which understand your #EmployerBrand, tone-of-voice and existing assets can turn JDs into job ads and create social posts, colleague stories and personas while aligning with brand guidelines. JOB AD DISTRIBUTION: AI-powered tools like Adway or VONQ automate audience targeting, pricing and distrobution. TALENT SOURCING: Poetry creates Boolean strings, outreach messages, and objection handling scripts. Tools like Dripify distribute messages effectively. RESUME SCREENING: Activate resume-matching features in your ATS. If unavailable, get a new ATS or implement a tool like Textkernel. INTERVIEW SCHEDULING: It's 2025. Automate scheduling with tools like Cronofy to free up coordinators for higher-value tasks. INTERVIEW QUESTIONS: AI tools like Poetry can create role-specific, on-brand interview questions for recruiter and hiring manager review. CANDIDATE ASSESSMENT: Use prebuilt assessments from providers like Arctic Shores instead of designing them from scratch. OFFER MANAGEMENT: Leverage your ATS for offer automation, references, and compliance tasks. For senior and critical hires, recruiters should personally call with the good news, address objections and then hand over to hiring managers. Key observation - your approach will vary according to various criteria, summarized crudely as follows: In-Demand Talent (when skills are scarce or for senior hires): Recruiters should prioritize relationship building and strategy. Tools like Poetry handle time-intensive tasks like outreach and intelligence gathering. Candidate Surplus: AI and automation can manage most workflows, ensuring efficiency, scalability, and consistency.

𝗬𝗼𝘂 𝗽𝗼𝘀𝘁 𝗮 𝗷𝗼𝗯 𝗼𝗻 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻. 𝗪𝗶𝘁𝗵𝗶𝗻 𝗮 𝗱𝗮𝘆, 𝟮𝟬𝟬+ 𝗿𝗲𝘀𝘂𝗺𝗲𝘀 𝗳𝗹𝗼𝗼𝗱 𝗶𝗻. 𝗬𝗼𝘂 𝗽𝗮𝗻𝗶𝗰 𝗮𝗻𝗱 𝘁𝗮𝗸𝗲 𝗶𝘁 𝗼𝗳𝗳𝗹𝗶𝗻𝗲. The result? Sure, you have fewer resumes to sift through—but you’ve probably missed your next rockstar candidate. When you see 50+ resumes in your inbox, you tend to slack. I was speaking with a hiring manager recently, and he admitted his team took a full week just to handle 35+ resumes. 𝗧𝗵𝗶𝘀 𝗶𝘀 𝘁𝗵𝗲 𝗻𝗲𝘄 𝗻𝗼𝗿𝗺𝗮𝗹. Ironically, making it easy to apply is backfiring. Thanks to ChatGPT and countless AI-powered resume services, every application now reads like a dream hire. And it’s only getting worse. Soon, you’ll face resumes crafted by human job agents overseas—or even personal AI bots that apply automatically. Good luck distinguishing genuine talent from polished mediocrity. 𝗜𝘁’𝘀 𝘁𝗶𝗺𝗲 𝘁𝗼 𝗿𝗲𝘁𝗵𝗶𝗻𝗸 𝗵𝗼𝘄 𝘄𝗲 𝘀𝗰𝗿𝗲𝗲𝗻 𝗮𝘁 𝘀𝗰𝗮𝗹𝗲. 𝗔𝗜 𝗰𝗼𝗺𝗲𝘀 𝘁𝗼 𝘁𝗵𝗲 𝗿𝗲𝘀𝗰𝘂𝗲: ✅ Technical screening at scale: Rapidly screen hundreds of resumes objectively. ✅ Structured skill evaluations: AI objectively separates genuine talent from polished fluff. ✅ Automated interview loops: Immediate candidate feedback; less guesswork, more meaningful hiring. Especially for junior-to-mid roles with high applicant volumes, AI isn’t optional—it’s essential. 𝗠𝘆𝘁𝗵: AI-driven screening means a robotic, poor candidate experience. 𝗙𝗮𝗰𝘁: Candidates consistently report structured AI interviews feel fairer and less stressful—improving employer brand and satisfaction. We’ve seen companies: • Screen 100% of applicants, never missing a potential star. • Save 30+ hours per open role, accelerating hires by over 60%. • Improve hiring team morale—less grind, more meaningful conversations. 𝗧𝗵𝗲 𝗿𝗲𝘀𝘂𝗺𝗲 𝗱𝗲𝗹𝘂𝗴𝗲 𝗶𝘀𝗻’𝘁 𝗴𝗼𝗶𝗻𝗴 𝗮𝘄𝗮𝘆. 𝗕𝘂𝘁 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗵𝗮𝗻𝗱𝗹𝗲 𝗶𝘁 𝗰𝗮𝗻 𝗰𝗵𝗮𝗻𝗴𝗲 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄. 👇 Ready to see it in action? Drop a 🚀 below or DM me for a quick walkthrough.

I hate the idea of candidates sending job applications into the void, wondering if anyone will ever see them. It doesn't have to be such a black box. What happens to your resume once you hit "Apply" depends on the company's ATS (or Applicant Tracking System) and the team using it. Here’s how an ATS can create a better experience for candidates and hiring teams: 1) Transparent job requirements Hiring teams input their detailed requirements for the job. Candidates can tell upon submission how well their application matches the hiring criteria — and have a chance to explain when they don’t exactly meet the listed qualifications. 2) Streamlined application review Hiring teams can immediately view applications from all candidates in one view. They can quickly pick who they want to interview since applications are prioritized by best match — and reordered when the hiring criteria changes. 3) Faster next steps Hiring teams can send scheduling and rejection emails from the same view where they're reviewing resumes, so candidates can find out next steps quickly. 4) Transparent status & process Candidates can view their application stage and status in a portal. It’s clear where they stand, what next steps are, and who they’re meeting with next. A different kind of ATS can enable this experience pretty easily. That’s why we’re building it at Dover! What other ideas do you have to fix the application process? Lmk in the comments and I'll share back with the team👇

Building trust with candidates is the foundation of a great hiring experience. And AI, when used thoughtfully, can help build that trust instead of breaking it. Candidates want speed in engagement and expectations/next steps set clearly. In addition to instant engagement (a must), here's how how AI can create a more transparent, candidate-friendly hiring process: ✅ Make it a two-way street – Candidates should be able to evaluate your company just as much as you evaluate them. Give them real insights, and know what parts of your employer brand promise resonate most. ✅ Be transparent – Don’t try to trick candidates into thinking they’re talking to a human. AI is part of the process—just be upfront about it! (That’s why we don’t give ours a human name.) ✅ Respect their time – Asking candidates to repeat the same info over and over? That’s a fast way to lose them. Use AI to streamline, not frustrate. ✅ Show your work – AI shouldn’t be a “black box.” Candidates (and hiring teams) should know how and why hiring decisions are made. No Wizard of Oz mystery here. Used the right way, AI can make hiring more human, not less. Let’s build trust by making the process clearer, fairer, and more efficient for everyone.

Recently I was asked how we’re using AI at BRUNT Workwear through the lens of HR — and it’s a great question. Like many People teams, we’re exploring how AI can streamline operations and create better experiences for both employees and candidates. Here’s a quick snapshot of what we’re currently using — and where we see opportunity ahead: 🔹 Lattice AI We’re actively using AI in Lattice to support performance management, feedback, and goal alignment. It helps managers draft review inputs, summarize peer feedback over time, and tighten goal phrasing — saving 30–50% of the time typically spent on manual writing. We also use Lattice’s analytics to surface engagement trends, flag sentiment shifts, and analyze survey themes as a addition to our 1:1 and in-person human-connection. This allows us to be more data-driven and proactive around morale and retention. We’ll be joining the BETA for Lattice’s HR AI Assistant, which uses our internal policies to answer employee routine questions in real time. It’s helping reduce repetitive inquiries so our People team can stay focused on community building, inspiring and connecting. 🔹 LinkedIn Recruiter AI We're tapping into AI filters and suggestions to identify top-tier passive talent — even before they apply. The AI-assisted outreach messaging is also helping us personalize candidate communications more efficiently. These features are part of how we plan to scale our recruiting efforts as we grow the team. 🔹 Google Gemini Using Gemini to synthesize interview notes and summarize candidate feedback — a small shift that’s saved meaningful time in early-stage debriefs. 🔮 What’s Next? We’re actively exploring: 1️⃣ Greenhouse Software AI Tools – Automating sourcing, personalizing outreach, and generating structured interview plans 2️⃣ AI-Driven L&D Platforms – To deliver skill-based, personalized learning plans for employees and to teach AI responsible use (where is it reliable and where it is shaky). 3️⃣ Org Design Tools – A space we’re watching closely for more intuitive, scenario-based modeling tools. I’m energized by what these tools can unlock — not just in terms of efficiency, but in building a more thoughtful, high-impact People function. If you’re testing or scaling AI in HR, I’d love to swap ideas. #AIinHR #FutureOfWork #HRTech