Still, Using ATS or HRMS for Recruitment Automation? Discover What Recruitment Agencies Are Missing

Introduction

We are in the year 2025, and AI has become an essential ingredient without which no recipe tastes quite right, whether it’s the automobile industry, smartphone industry, or recruitment, for that matter. AI plays an important role in making it efficient, productive, and simpler. Most recruitment agencies nowadays are still using ATS software (Applicant Tracking Systems) and HRMS solutions (Human Resource Management Systems) to streamline their hiring processes. These systems assist recruiters with organizing job listings, filtering applications, arranging interviews, and streamlining overall hiring operations.

But the challenge many agencies now face is that ATS and HRMS systems alone are no longer enough. As job seekers demand more and hiring gets increasingly competitive, agencies relying only on these systems are likely missing out on opportunities to stand out and perform better.

What Do ATS and HRMS Systems Actually Offer?

Applicant Tracking Systems (ATS):

• Help automate job postings and resume filtering
• Track candidates through the hiring process
• Organize communication and interview feedback
• Improve compliance and internal collaboration

Human Resource Management Systems (HRMS):

• Connect recruitment workflows with broader HR responsibilities such as employee onboarding, payroll management, and performance evaluation
• Automate shortlisting and messaging
• Provide analytics to support decisions and reporting

Together, they build a reliable base for recruitment automation. But they don’t cover everything, especially when it comes to creating a great candidate experience, offering real personalization, or making smarter, faster hiring decisions.

The Benefits So Far

Agencies using ATS or HRMS software usually enjoy:

• Time saved by automating repetitive work
• Improved candidate matching with data-based screening
• Better engagement through automated updates
• Reduced bias with standardized filters
• Handy insights on what’s working and what’s slowing you down

These benefits are valuable. But they also show just how much more is possible when newer technologies are added to the mix.

Where ATS and HRMS Tools Fall Short

Even though ATS and HRMS platforms are helpful, they can also cause gaps in your recruitment strategy.

1. You Might Be Missing Out on Top Talent

Many systems use fixed filters that screen out candidates who don’t fit traditional criteria:

• People with career gaps or unconventional paths
• Talented candidates who use different terms on their resumes

Industry reports suggest that a significant portion of qualified applicants may be unintentionally filtered out by overly rigid automated screening systems.

2. The Experience May Feel Too Robotic

Automated emails and form-based applications lack the warmth and human touch candidates want today:

• Messaging feels generic
• Communication is slow or one-sided
• There’s no personal connection

A more human-like and real conversation can be far more engaging for candidates than robotic interactions.

3. Data Is Often Wasted or Disconnected

Agencies collect a lot of data, but it often stays unused:

• Candidate information is rarely revisited
• Insights are stuck in separate tools
• Valuable patterns aren’t being tracked or used

4. Automation Without Human Oversight Can Backfire

Blind trust in automation has its downsides:

• Algorithms can introduce hidden bias
• Soft skills and tone of communication get ignored
• You may miss out on great fits who don’t match every checkbox

Recruiters still need to apply judgment to make sure good talent isn’t being lost.

5. Today’s Candidates Expect More

Modern applicants want:

• Instant updates and real-time progress tracking
• Easy communication through multiple channels like WhatsApp, email, and calls
• Mobile-first job applications
• A smooth, conversational process—not just filling forms

Most ATS and HRMS tools aren’t built for that level of interaction.

Voice AI Recruiters

This is where next-gen tools like Bot Shreyasi come in.

A Voice AI recruiter adds a smart, conversational layer of automation that works alongside your ATS or HRMS:

• Conduct automated voice interviews
• Understand intent and tone using Natural Language Processing (NLP)
• Engage in multiple languages
• Integrate directly into your current systems
• Assess candidates using frameworks like CBTE, CERP, etc.

They don’t replace your platforms, they elevate them.

How Voice AI Boosts Your Existing Recruitment Tools

What Should Agencies Do Next?

1. Pairing Your ATS/HRMS with Voice AI

Don’t replace your current system. Add tools that enhance it with better engagement and communication.

2. Blending Automation with Human Interaction

Use automation to handle the first steps. Let your recruiters take over where human judgment matters most.

3. Making Use of Your Candidate Database

Revisit past applicants using smart search and rediscovery tools to save time and cost.

4. Reviewing Your Filters

Keep algorithms fair and inclusive. Check them often to avoid missing out on great talent.

5. Focusing on the Candidate Experience

The better your hiring journey feels, the more likely top talent will complete it. Make the process responsive, mobile-friendly, and human.

Final Thoughts

This doesn’t mean that ATS and HRMS are obsolete or should be abandoned. But if they’re all you rely on, you’re missing a vital piece of the recruitment puzzle. Voice AI tools like Bot Shreyasi help merge structure with smarter, engaging, and scalable experiences.

So here’s the real question: Are you just tracking applicants, or are you truly connecting with them?