AI Call Screening Benefits

Reducing Time-to-Hire: Traditional hiring takes ~42 days to fill a role on average. By incorporating automated screening, organizations can cut this timeline roughly in half – many report up to a 50% fasterhiring process with one-way audio interviews. A shorter time-to-hire means you secure top candidates before they get snapped up elsewhere, and you reduce costly vacancy periods by weeks.

• Up to 50% Faster Screening: Automated one-way interviews dramatically speed up early recruitment stages. Organizations using audio screening have seen 50–70% reductions in screening time, shaving weeks off their hiring cycle. Faster initial screening means qualified candidates move through the pipeline sooner.
• Zero Scheduling Delays: No more back-and-forth emails to schedule phone interviews. Asynchronous Q&A allows candidates to respond on their own time, and lets recruiters review responses whenever convenient. This eliminates a major bottleneck – scheduling and coordination can eat up 78% of a recruiter's timein traditional hiring – and prevents no-shows or calendar conflicts.
• Screen More Candidates in Parallel: Instead of conducting 20–30 phone screens one by one, recruiters can record their questions once and send them to 100+ candidates at once. All responses come back in a fraction of the time it would take to hold individual calls. You can swiftly identify top performers from a large applicant pool without extending the hiring timeline.

Average Cost per Hire in the UK: The average cost of hiring a new employee in the UK is about £6,125 per hire, according to CIPD – and this rises to ~£19,000 for a managerial role. These figures include recruiter time, advertising, and interviewing expenses. By automating early-stage screening, companies can significantly lower these costs through efficiency gains and by avoiding costly late-stage mis-hires.

• Lower Cost-Per-Hire: Cutting out repetitive manual steps directly saves money. In fact, firms that implemented audio interviewing report a 30–40% decrease in cost-per-hire on average. Fewer staff hours spent on phone screens and less reliance on external agencies (which 59% of businesses use for recruiting help) mean a leaner hiring budget for each role.
• Save Recruiter Hours (and Salaries): Every hour a recruiter spends on screening is a monetary cost. Automating the screening of candidates can save up to 20 hours of work per vacancy by replacing lengthy phone interviews with quick recorded responses. This frees your HR team to handle more open roles or other tasks without adding headcount, effectively reducing the labor cost of each hire.
• Avoid Expensive Bad Hires: A streamlined screening process improves the chances of getting the hire right the first time. Bad hires are extremely costly – a poor hiring decision at manager level (on a ~£42k salary) can cost a business £132,000 in wasted training, salary and lost productivity. By filtering out poor-fit candidates early, you reduce the risk of these costly mistakes. Not to mention, a bad hire can drag team productivity down by 72%, which is an expense in itself.

Automating early screening doesn't just save time – it also boosts the quality of candidates who make it to later stages. By hearing candidates in their own voice and evaluating their answers to targeted questions, you can make more informed decisions beyond what a CV tells you. This leads to better hires and higher success rates on the job.

• Better Quality-of-Hire: Companies have reported a 25–35% improvement in quality-of-hire metrics after introducing asynchronous audio interviews. The reason is simple: when you rigorously screen for communication skills, role knowledge, and cultural fit upfront, only the most suitable candidates advance. New hires brought in through a thorough screening process tend to perform better and stick around longer.
• Decide on Fit Sooner: Instead of "hoping" a candidate is good based on their CV, you get to hear how they communicateand present themselves from the start. If a candidate isn't right, you'll know after listening to a few minutes of their responses – before investing time in a full interview. Recruiters often find that many unqualified candidates can be ruled out almost immediately (indeed, one-third of employers make up their mind within the first 90 seconds of an interview). With recorded answers, you catch those red flags early and only schedule in-depth interviews with promising talent, improving precision.
• Wider Talent Pool, No Missed Gems: Because automated screening is so efficient, you can afford to consider more candidates without overloading your team. This means you won't prematurely cut the list based solely on CV keywords – great candidates who might have been overlooked on paper get a chance to impress with their voice. By giving more applicants an opportunity to be heard, you avoid accidentally filtering out high-potential hires.

A streamlined process should benefit candidates as well as recruiters. Our platform ensures a positive candidate experienceby making early-stage interviews convenient, fair, and fast. Engaged candidates are more likely to complete the process and feel positive about your employer brand.

• Convenient, Candidate-Friendly Screening: Rather than forcing candidates to take time off for a phone call or commute to an early interview, one-way audio screening lets them respond at their convenience. They can choose the best time and setting to record their answers, which reduces stress. This flexibility leads to high participation rates – for example, trials have shown 90%+ completion rates for asynchronous interview invitations, since candidates appreciate the chance to engage on their own schedule.
• Faster Feedback, Higher Satisfaction: Job seekers hate waiting in limbo. By speeding up the initial screening, you can move candidates to next steps (or provide feedback) much faster than the traditional process. A shorter, more communicative process makes for happier candidates – in fact, companies that embraced hiring automation have nearly doubled their candidate satisfaction rates on average.
• Fair and Consistent Treatment: Every candidate faces the same set of standardized questions, asked in the same way. This creates a sense of fairness and transparency – all applicants get an equal chance to showcase their skills beyond their CV. A fair process improves candidate impressions; they know they aren't at the mercy of an interviewer's bad day or implicit biases in an unstructured chat.
• Reduced Drop-Off Rates: By making the application process more engaging and less tedious, you keep candidates invested. A cumbersome application can drive talent away – 60% of job seekers have abandoned an applicationbecause it was too long or complex. Our one-step audio Q&A replaces lengthy forms or multiple screening calls with a concise, human-centered interaction.

Early screening with our platform helps enforce recruitment compliance checks from the get-go. You can verify critical requirements (like right to work in the UK) upfront and maintain a documented, standardized process that stands up to scrutiny. This not only mitigates legal risks but also promotes fairness and consistency in hiring.

• Right-to-Work Verification Upfront: The platform can ask candidates to confirm their UK work authorization status as part of the initial screen. This way, you only advance candidates who meet legal requirementsto work in the UK, avoiding last-minute compliance problems. This is especially important given UK employers face hefty penalties for hiring individuals without the proper work status – fines have recently increased up to £60,000 per illegal worker.
• Verify Location & Key Criteria: If a role has location or time-specific requirements (e.g. "must be UK-based" or available for certain shifts), you can build those questions into the audio screening. For example, ask "Are you currently based in the UK and available to start within one month?" Applicants' recorded answers will immediately flag any mismatch. Filtering out candidates who don't meet core criteria at the start keeps your pipeline compliant with role specifications.
• Standardized, Bias-Reduced Screening: Automated Q&A ensures every candidate is evaluated on the exact same questions, in the same format. This standardization helps you adhere to equal opportunity guidelines. A structured process like this reduces the chance for unconscious bias to creep in, supporting diversity and inclusion goals. It also creates a clear audit trail of each candidate's responses, so you can objectively justify decisions and demonstrate a fair process if needed.
• Auditability & Data Security: All candidate responses are recorded and stored securely on the platform, giving you an auditable record of your screening process. You can easily show what questions were asked and how each candidate answered. Additionally, our platform is GDPR-compliant – candidates consent to recordings, and data is handled in line with UK data protection laws.