Automated recruiting is the future - but that doesn’t mean humans will be out of the equation.
Because instinct-based recruiting powered by relentless hustle and handwritten notes is no longer enough.
In 2025 and beyond, we’re noticing a pattern: recruiters are expected to do more with less.
But those expectations can’t be met with traditional hiring pipeline management methods.
They just don’t keep up.
That’s why automated recruiting is now a super-crucial piece in your hiring stack.
One that depends on an ATS, a good AI notetaker (built specifically for recruiters), and your expertise as a recruiter.
And adoption is already well underway.
So the question isn’t “Should I automate?”...
The question is, “How much of my recruiting process can I automate without losing the human edge?”
This article will look into:
It’s a long breakdown, so buckle up Quilers!
ATS systems were first launched back in the 1970s. Back then, they were literally used like filing cabinets.
However, their usability changed with time.
They segued into a more sophisticated tool that helped with resume parsing.
And in 2025, ATS systems aren’t just used to “keep records”.
They drive revenue.
They’re the must-have tool for literally every recruiter out there.
And with AI, automation, and deep integrations (like Quil’s), the next wave of recruiting is built around systems that work for you.
Not ones you work on.
The name pretty much gives away what an AI-enabled ATS means.
But the definition comes down to this:
An ATS is a software that helps automate your hiring process. It serves as a job ad board, collects candidate information, sorts through that information, and facilitates the connection between recruiters and candidates.
AI-enabled means that ATS can source candidates using advanced algorithms and analytics through different channels.
Plus, it can have a chatbot to reply to basic candidate inquiries.
All this and more help create a great application experience, not just for the candidate, but for the recruiters too.
Some more features an AI-enabled ATS brings to the table:
If there’s one thing recruiters don't love doing, it’s admin work.
Those mundane tasks that can be easily automated take up a lot of time.
And when all the manual labor is out of the way, recruiters can focus on spending time with people.
That’s why recruiting automation is so important. It accelerates the entire hiring process and makes it as seamless as possible.
We have stats to prove this (so you know these aren’t just claims):
75% of recruiters already use tech tools to manage applicants.
62% of teams that use an ATS tend to find more suitable candidates
73% of job seekers are passive, and ATS helps find those candidates, too
In short: the pressure is on. And automated recruiting helps teams keep up without burning out.
A ton of stuff gets automated. And this is just the beginning of what the future holds for ATS systems.
But let’s take a look.
Automatically distributes open roles to job boards like LinkedIn, Indeed, and internal career pages. This widens reach, speeds up sourcing, and ensures consistent job descriptions across every channel.
AI parses incoming resumes and ranks candidates based on skills, experience, and job fit. This saves hours of manual screening and improves shortlist accuracy.
This means automated email and SMS updates keep candidates informed throughout the process. Plus, it boosts engagement and reduces drop-off.
Another awesome feature that ATS tools bring: send calendar invites, confirm availability, and automate reminders.
That means fewer emails going back and forth.
This is where we step in.
Quil joins live interviews, records them, and creates structured notes with key takeaways… synced directly to your ATS, so recruiters can focus on the conversation.
Candidate records are automatically updated with interview feedback, status changes, and next steps. This keeps your CRM clean and current without extra admin work.
@https://www.youtube.com/watch?v=Z8XGLAbsa5s
When we say AI interviews, we don’t mean a literal robot taking an interview from a human.
We refer to AI interview assistants.
When you have those running in the background, you get to do the fun stuff, and the robots handle the mundane stuff.
Like notetaking.
Or updating the ATS.
Or generating submittals.
We’re well aware of the tools that offer AI interviews. But we don’t endorse them. Especially when hiring for senior roles.
So, interviews completely reliant on AI are a complete no-no from our side.
But interviews backed by AI assistants? We’re here for them!
Recruitment isn’t just about speed anymore. It’s about substance. Because candidates look for a great experience and a sense of purpose and transparency.
Stats back this up: 45% of candidates say employer values are the most important content they look for when researching a company.
That means your ATS can’t just be a tool for screening or parsing resumes.
It has to support a candidate’s journey from start to finish.
Here’s how modern ATS platforms are helping recruiting teams meet those expectations:
Candidates are more likely to apply when the role fits.
That’s why smart ATS platforms personalize job suggestions based on skills, interests, or past applications.
No more ghosting. Chatbots and auto-email flows now keep candidates updated, with no manual follow-ups.
And if the candidate still wants a human response, make sure to give them that.
Make your process mobile-friendly, because a ton of candidate inflow will apply using their mobiles.
ATS systems with clean mobile flows help reduce drop-offs.
Today’s platforms make it easy to embed real employee videos, DEI statements, and authentic testimonials right in your job descriptions (that is, if your team is okay with it - no pressure)
This clearly shows that authenticity > over anything is what candidates value.
DEI isn’t just corporate lingo that folks through around. It’s a set of crucial policies that support people from different backgrounds and help them thrive.
ATS systems might not directly support DEI goals, but they do have an indirect impact.
Here’s the impact it has:
Some ATS tools scan postings for gender-coded or exclusionary language, helping teams write roles that attract diverse candidates from the start.
Removing names, photos, and education in the early stages reduces unconscious bias. It keeps the focus on skills, not assumptions.
Custom fields for pronouns, veteran status, or accessibility needs help teams respect candidates and build better candidate experiences.
Bottom line: a good ATS may not magically solve DEI for you, but it definitely helps build a hiring process that supports DEI.
We all know how recruiters spend hours and hours manually updating candidate records - notes, statuses, reminders, contact logs, and whatnot.
But what we don’t know is how automated recruiting tools like Quil are changing how we update CRMs in real-time. This results in:
The second feature - AI-generated submittals.
This is a super useful feature for recruiters. Here’s what it brings:
Result: 8 hours saved per recruiter, per week.
@https://www.youtube.com/watch?v=97CWTsariyI
Applicant tracking systems (ATS) are now the backbone of every hiring process. And as recruiter workloads increase and talent markets tighten, ATS platforms are becoming more important.
In 2025 and beyond, ATS will continue using AI to parse resumes, match candidates, and maintain their records. AI algorithms will continue to improve and help make better hires.
That means your ATS will become a central nervous system for hiring ops
Nonetheless, here are some trends to watch:
Manual notes are inconsistent. AI recruiting tools like Quil now auto-generate structured summaries from calls.
This saves time and standardizes evaluations across candidates.
Next-gen ATS systems surface candidates from your own database. This’ll match profiles to jobs before sourcing even begins.
Fewer tools, faster hires.
Modern ATS platforms adapt to feedback patterns. Which, in turn, improves how candidates are scored, ranked, and recommended based on what each team values.
With global privacy laws tightening, top ATS tools now offer built-in compliance: consent tracking, auto-deletion, and region-specific data handling. Secure by design.
Pick AI-native partners
And not retrofitted tools.
Like Quil. It wasn’t built to just take notes. It was built to help recruiters hire faster and smarter.
So, look for partners that understand your workflow end-to-end.
And if you’re intrigued by what Quil has to offer, here’s a 7-day free trial that you can try!
Quil is an AI notetaker that assists you with automation. It counters redundant tasks like note-taking and manual updates to your Applicant Tracking System (ATS). Plus, it integrates with your favorite platforms like Zoho Recruit, HubSpot, and Salesforce, making the entire hiring process feel like a breeze.
Some commonly asked questions…
Automated recruiting uses AI and software like an ATS to streamline hiring tasks like screening, scheduling, and follow-ups. This helps save time and improves accuracy.
An automated selection process uses algorithms to filter candidates based on skills, experience, and assessments, reducing manual decision-making.
AI in recruitment handles resume parsing, candidate ranking, and interview notes. It brings benefits like boosted speed, more consistency, and better hiring quality.
An ATS (Applicant Tracking System) manages job postings, tracks applicants, and automates workflows to improve the hiring process.
An AI notetaker records, summarizes, and structures interviews—syncing key details to your ATS and saving recruiters hours each week.
