Automating burdensome admin tasks significantly reduces redundancy in a work environment, allowing teams to regain hundreds of hours of productivity annually. One such task worth automating is hiring.
We've discussed hiring FluxAI Agents on demand, but now you can hire an agent to do the hiring. Discover how to expedite hiring processes and fill open positions in days, not weeks, with today's workflow.
Talent Acquisition and Recruitment
Today, we are introducing a talent acquisition workflow that automates candidate sourcing, application review, and candidate follow-up, allowing recruitment teams to focus more on interviewing and onboarding.
When organizations face rapid scaling, job postings can be rushed and advertised across many channels in an attempt to fill positions fast. As a result, prospective candidates apply for expired positions as recruiters lose track of outdated postings when hiring needs change.
Tanya consolidates scattered job posts and funnels applications into a reliable pipeline that smoothly transitions candidates from requisition to interview with fewer hand-offs and generic scope calls that don't actually contribute to the hiring process.
Tanya integrates with Application Tracking Systems (ATS), calendars, and Human Resources Information Systems (HRIS) to standardize repetitive tasks, allowing recruiters to focus on candidate conversations. Tanya delivers shorter time-to-hire and a better candidate experience.
How Tanya Works
Job Posting
Hiring manager posts to multiple job boards simultaneously
Application Collection
Tanya aggregates applications from all sources
Resume Screening
Tanya screens and ranks candidates using AI
Initial Assessment
Tanya calls/emails/sms candidates to asses match to job
Interview Scheduling
Tanya coordinates interviews with hiring team
Interview Process
Hiring team conducts interviews
Reference Checks
Tanya prepares automated reference verification
Offer Generation
Hiring team prepares offer letter and negotiates
Onboarding Prep
Tanya initiates onboarding workflows
Step 1: The first step is job requisition; a hiring manager submits a new position request to the C-suite for approval with outlined job requirements and candidate success criteria.
Step 2: Once approved, the hiring manager publishes the job posting to job boards and other channels, which Tanya begins tracking to record the number of hits and application submissions.
Step 3: Tanya aggregates all applications to construct candidate profiles.
Step 4: Tanya performs resume screening and utilizes FluxAI Grader to evaluate submitted application documents and rank profiles accordingly.
Step 5: This is where the workflow executes the initial candidate follow-up through phone, SMS, and email to confirm interest in the position.
Step 6: After confirmation of interest is received, Tanya then schedules an interview by coordinating recruiter calendars with the candidate's availability.
Step 7: Tanya assists in the interview process by scoring candidate performance based on established success criteria and preparing feedback artifacts.
Step 8: Once the interview process is completed, the workflow automatically reaches out to candidate-provided references.
Step 9: If references come back positive and the rest of the application fulfills the success criteria, then an offer is generated. This step returns the workflow to the hiring manager, who then sends the candidate the job offer and handles any necessary negotiations.
Application
It's easy to explain how Tanya functions as an automated workflow, but let's imagine her in a scenario where she will actually bring value. So, imagine this: a consumer fintech firm has to staff multiple multilingual support reps with only a few weeks to do so. This scenario poses two significant challenges: a limited hiring window and a demand for highly qualified multilingual candidates.
Job requisitions outline language requirements and fintech security clearance. The hiring manager publishes job postings first to multiple niche language boards and then later to major boards, which attract a large number of applications. Tanya begins by consolidating over 1,000 applications into clean, structured profiles that detail candidate location and availability.
Profile screening evaluates candidate qualifications and language proficiency, ranking them against the success criteria of the job posting. Tanya automatically detects and removes duplicate applications, and then begins initial outreach processes to schedule interviews and conduct reference checks. Offers are then generated and sent out to successful candidates.
Tanya saves time on hiring by automatically starting the new-hire steps once a candidate is approved. Candidate approvals trigger the automatic initiation of background checks and HRIS tasks, ensuring employees are ready to start immediately upon hiring.
Conclusion
Tanya provides recruiters with an organized, predictable, and auditable hiring funnel that expedites the talent acquisition process. Now, hiring teams don't have to waste time deleting expired job postings or sourcing unqualified candidates.
HR teams can focus on interviewing candidate profiles that fulfill position success criteria. Explore FluxAI Agents today to discover how similar workflows to Tanya's can boost productivity through automation.
