Application screening and shortlisting

-70% screening time

Screening a hundred applications takes between 3.5 and 8.5 hours of work, at six minutes per CV. Deloitte's human capital research puts the share of recruiters' time spent on this screening alone at 40 to 60%. Screening then becomes partial and inconsistent from one recruiter to another, and relevant profiles stay lost in the pile.

The automated workflow

A structured process for fast, reliable results.

Application import

CVs and cover letters are collected automatically from your recruitment channels (ATS, email, job boards).

Profile analysis

Skills, experience, education and relevant keywords are extracted from each application.

Multi-criteria scoring

Each profile is assessed against the job description: skills fit, experience, soft skills.

Shortlist and report

A ranked shortlist with the reasoning behind each score and unusual profiles highlighted.

Tangible results

-70%

CV screening time

-26%

Time to hire

100%

Applications reviewed

Up and running in 3 to 4 weeks

From specification to deployment, with visible results from the first few weeks.

Rapid scoping (1 week)

Working prototype at the halfway point

Deployment and training included

Frequently asked questions: Application screening and shortlisting

The tool assesses skills against the role, and discriminatory criteria (age, gender, origin) are excluded from scoring. Regular audits check the fairness of the results obtained.

It supports them. The recruiter sets the criteria, approves the shortlist and runs the interviews. High-volume initial screening is handled by the tool, which frees time for qualitative assessment.

The SmartRecruiters benchmark puts the French median time to hire at 39 days and measures 26% faster hiring among teams equipped with AI tools. The gain mostly comes from initial screening and interview scheduling.

The GDPR requires candidates to be informed of automated processing. The tool supports that transparency by generating the appropriate information notices.

Yes, the main ATS on the market are supported via API or import/export, and applications can also be imported manually.

More workflows: Human Resources

-55% writing time

Job description generation

Writing job descriptions that are complete, attractive and consistent with company standards takes time. Managers express their needs in different ways, and an imprecise advert has a knock-on effect: more unsuitable applications, longer screening, and a risk of early departure when expectations diverge from the start.

2 to 3 weeks

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-50% preparation time

Automated onboarding journey

Preparing a new employee's onboarding means personalising many documents: welcome booklet, first-week schedule, training path. The work is usually done in a rush in the days before arrival, so steps get missed and the welcome is standardised where the employee expects a framework designed for them.

3 to 4 weeks

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Trends identified in minutes

Annual review analysis

Annual review write-ups hold valuable material on training needs, career wishes and points of concern. Across several hundred employees, that material goes unused: a consolidated reading exceeds the time an HR department has.

3 to 5 weeks

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See all workflows: Human Resources