How People Search International Transformed Hiring Efficiency with iSmartRecruit

The recruitment team had to manage hundreds of CVs and applications by hand, a process that consumed valuable hours each week. With so much time spent on paperwork and repetitive tasks, recruiters had less opportunity to focus on candidate engagement or client relationships.

This reliance on manual methods also made it easy for strong candidates to be overlooked. In a fast-paced hiring environment, delays and inefficiencies meant missed opportunities and, at times, dissatisfied clients.

Operating in a highly competitive market, People Search International often found it difficult to attract the best candidates consistently. Larger firms and rival agencies competed for the same pool of skilled professionals, raising the stakes in every search.

Without the right tools to differentiate their approach, the team struggled to engage high-calibre candidates quickly enough. These challenges highlighted the urgent need for hiring process improvement to ensure consistent results.

Candidate information was stored in multiple locations and formats, from spreadsheets to emails, making it difficult to maintain a clear and centralised database. This not only created inefficiencies but also raised concerns around data accuracy and security.

The lack of a single source of truth often led recruiters to waste time tracking down information. This hampered collaboration within the team and reduced their ability to make fast, informed decisions.

Evaluating candidates for open roles required extensive manual checks, from reviewing CVs to cross-checking references. This process was not only time-consuming but also inconsistent, as different recruiters followed different approaches.

These delays often extended hiring cycles, which frustrated clients who expected timely results. In a competitive market, speed is critical, and slow evaluations placed the firm at a disadvantage.

Without a structured and reliable system for screening, recruiters faced difficulties in consistently identifying the most suitable candidates. This often resulted in mismatched profiles being shortlisted, creating extra work for hiring managers.

Over time, these inconsistencies reduced client confidence in the recruitment process. They also placed added pressure on the team to constantly refine their searches, further slowing down operations.

The absence of integrations with established job boards restricted the firm’s visibility in the market. Recruiters were unable to distribute jobs quickly or connect with wider candidate pools in real time.

This lack of reach made it harder to attract top candidates and limited their sourcing options. It became clear that only advanced recruitment automation could help the firm compete effectively.