While there’s plenty to be grateful for this Thanksgiving (like AI tools that integrate seamlessly with your ATS), let’s take a look at some of the roadblocks recruiters dread that can be alleviated using AI recruitment coordination tools like My Ally.

Monday morning – the aroma of freshly ground coffee at the start of a new week is enough to make up for the roughness of getting back into the swing of things. You fill up your mug and head down to the conference room, where you need to set up for a 10 am interviewer with a highly promising candidate.

That’s when you hear your email notification go off. Trained to expect the worst, your fears are confirmed when you read the candidate’s last-minute request to reschedule because he couldn’t get out of the office.

Now you’ve got to get a hold of the manager hiring for this position, ask them to put more time aside to meet this candidate (who is too brilliant on paper to just dismiss) and then hope that nothing goes wrong next time.

Suddenly, that inspiring cuppa brewed with promise and hope has just turned into the liquid representation of your tepid, bitter disappointment. ‘Here we go again,’ you think to yourself as you draft yet another ‘What’s-your-availability-for-this-week’ email to yet another hiring manager.

As a recruiter, you probably know the pain all too well. More importantly, you know that this is only one of dozens of scenarios that can tear even the best laid plans asunder. And if your company has already automated recruitment coordination, you know how much distance it’s put between you and these dreadful situations.

While there’s plenty to be grateful for this Thanksgiving, let’s take a look at some of the roadblocks recruiters dread that can be alleviated using AI recruitment coordination tools like My Ally.

Inaccessible & Inflexible Candidates

When your recruiting coordination process is fully manual, few things are quite as frustrating as dealing with candidates who are difficult to get in touch with – especially when the requisition you’re trying to fill is a top priority. There isn’t a recruiter worth their salt who hasn’t had to deal with this type of candidate, whether they’ve taken too long to reply to emails, screened your phone calls or simply found reasons to reschedule multiple times.

In a similar category, inflexible candidates can also grind any recruiter’s gears. You know the deal – you send them a list of possible interview dates and times, hear nothing for 24 hours (or longer) and finally get a response saying none of them work.

It’s understandable that candidates might not be able to make time right away. If they’re working, it’s understood that they might have other tasks to prioritize. If they’re job hunting, they might already have several interviews lined up.

Hiring Managers with Crazy Schedules

At times, the hold-up to scheduling an interview isn’t candidate inflexibility, but a problem with the hiring manager or interviewer’s scheduleWhether they’re in the final days of a busy project, extremely in-demand or performing a high-level executive role, it can sometimes be nearly impossible to get hold of an interviewer when you need them.

And that’s just one-on-one interviews. For panel discussions or highly technical interviews, this particular problem becomes several times more stressful.

Fortunately, on-demand video interviewing services can help you pre-record a set of greetings and questions that candidates can reply to at their availability. Other automated recruiting coordination tools sync with their calendars, comparing open slots with candidate availability parameters to book time well ahead of schedule (and automatically reschedule if necessary).

Poor Hiring Team Coordination

Like any team, a recruiting process can only function as intended if everyone involved is on the same page. So it helps to have a few parameters or guidelines in place before everyone breaks off to get things done.

While you’ll probably have no issues setting things up with your fellow recruiters, you might need to expend a bit more effort with hiring managers and interviewers. Taking these steps ahead of the hiring process will save you the trouble later on.

Ask your interviewers to let you know if they will be unavailable at specific times, such as for a weekly scrum or scheduled business trips over the next 4-6 weeks. You can also ask about potential downtime when they can attend interviews.

Having these convenient time slots makes it much easier to negotiate with candidates without having to come back to an interviewer.

AI: The Answer to Recruiter Woes

Whether they work for staffing firms, tech startups or Fortune 500 enterprises, recruiters all want the same thing: job satisfaction.

Automated recruiting coordination tools complement them by removing mundane admin tasks from recruiters’ task lists, leaving them free to build relationships with candidates and network with fellow professionals.

Without these intelligent new tools, recruiters will be forced to continue devoting significant portions of their productive hours to doing things that machines can without fuss, fatigue or error.

And their companies will be forced to watch as competitors who adopt AI for recruiting win the war for talent.