Driving Global Recruitment Excellence: Antal International's Success with iSmartRecruit

Before adopting iSmartRecruit's AI recruitment software, Antal's recruiters had minimal visibility into recruitment performance. Important metrics such as time-to-hire, drop-off rates, or sourcing quality were either not tracked at all or required manual effort to calculate. Without clear insights, it was challenging to make informed decisions or identify areas that needed improvement.

This lack of visibility also meant that recruitment strategies were often based on assumptions rather than evidence. Recruiters found it challenging to justify changes to clients or internal stakeholders without reliable data, which sometimes slowed down innovation and reduced confidence in the process.

Antal's recruitment processes were largely manual, with recruiters spending a significant amount of time handling repetitive administrative tasks. Simple actions such as tracking applications, updating candidate progress, and sending follow-up emails consumed hours that could otherwise have been invested in engaging with candidates. Recruitment automation was necessary to streamline operations.

These inefficiencies not only extended the overall time-to-hire but also created frustration among recruiters. The longer the workflows became, the higher the risk of losing qualified candidates to competitors who could move faster in the hiring cycle.

Managing candidate information was a constant struggle. Profiles, CVs, and communication records were scattered across different systems, spreadsheets, and inboxes. A robust applicant tracking system was required to centralise all candidate data.

This fragmentation caused duplication of effort and, in some cases, even the risk of losing valuable information. It also made it difficult to build strong, lasting relationships with candidates because their data wasn't always up-to-date or easily accessible.

With multiple offices and teams spread across different regions, maintaining clear and consistent communication was a challenge for Antal. Recruiters, hiring managers, and leadership often worked in silos, which slowed down decision-making and created confusion about candidate progress.

The lack of streamlined communication tools also impacted the candidate experience. Without a unified approach, updates were delayed, and candidates were left waiting for responses, something that often led to disengagement and higher drop-off rates.