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Agile recruitment is the modern talent acquisition approach to boost flexibility, collaboration, and adaptability in hiring competitive talent at the most favourable prices. The method helps to break recruitment silos, fasten the process, and encourage rapport building with candidates. 

Recruiters learn to take in the requisition manager’s requests and expectations before hiring and shortlisting candidates. They make use of CV Parser, AI Suggest, and more such advanced tools to be more flexible and adept at hiring for tougher roles and complex job profiles in less time. 

A new recruiter might find this type of speed and efficiency in hiring difficult to achieve. With time, practice, and more knowledge of the CEO’s and requisition manager’s requirements, recruiters learn to provide exceptional candidate experience to those who are actually fit for the current company culture. 

When you’re a seasoned recruiter, knowing about agile recruitment helps you to go one step ahead in recruitment marketing and create the best image of your firm in the job market. 

So, learn more about the agile recruitment process below in terms of its benefits that an HR like you can reap. 

Also read: Achieve Your Recruitment Goals

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How to Benefit from Agile Recruitment as an HR?

  • Clear communication for hiring the right people on time. 

Hiring managers need to communicate clearly with the reporting managers and requisition managers. They’re the ones who need immediate help in their respective teams. Hiring managers must know about these KPIs and job roles for the new hire. Accordingly, they will start looking for the same talent in the market. 

  • AI smarts in your recruiting engine to be more agile. 

Add AI smarts like AI Suggest and CV Parser we offer in your recruiting arsenal. That means fastening the process to complete a J.D., skill sets, interview questions, and more with AI Suggest within seconds. 

Empower your hiring strategies with CV Parser to remove bias and focus on people having the right talent, mindset, and behaviour. 

  • Leveraging the manpower planning feature in our HRMS. 

We provide recruiters like you with a manpower planning feature. Get approvals on the total number of hirings to be done in a year, along with the budget. Set the budgets right in the manpower planning as the new financial year starts. Now, you won’t have to run or chase the CEO or the CFO to get budget approvals on a particular hire. 

You can negotiate and post the job offerings on your terms that way when you know the upper limit. This way, you can utilise the budget and ensure that the company is always meeting the demands of the talent required to beat the competition and sustain in the market. 

  • Seamless integration of job portals with your company’s career page. 

You need to connect the job portal with the career page of your website. We empower you to do that with our software. This saves you time to post the vacancies on different portals. In fact, you get all the resumes in a single candidate pool at the backend. So, the candidate data is never scattered for you. 

This allows you to make hiring and shortlisting decisions faster when you are engaging with the candidate. At the same time, candidates can land on the company’s career page to fill out their applications and be aware of the company branding and positioning automatically. 

  • Automated reminders to the candidate to complete their KYCs. 

To bring speed and efficiency in hiring, you need to send automated reminders to your candidates. If they’re not filling out the application and uploading their KYCs on time, how do you think you’re going to complete the hiring and onboarding process? 

So, our system allows you to send automated and scheduled reminders to your chosen candidates to fill in/upload their KYCs docs on time. 

  • Enough time to engage with the candidate during the interview loop. 

To be more agile in recruitment, create a rapport with your candidate. Deliver them an exceptional experience when you send them automated educational newsletters about the firm, its culture, and upcoming events. 

Show them that they’re already connected to the firm once they accept the offer letter. This way, candidates would not lose the hope or interest to join the firm as the interview loop is going on. 

  • Seamless pre-boarding experience for candidates. 

Allow your chosen candidate to complete their KYC on their own. That means that once they accept the offer letter email, you can send them a pre-boarding link automatically. They will be directed to a page that asks them to complete their documentation. 

There is no manual intervention from the HR manager or recruiter at this moment. However, a recruiter can always be there in person or on call for the candidate to explain the process and create a better/positive experience with the candidate. 

The automated pre-boarding link helps to shorten the onboarding process turnaround time. It also reduces the candidate dropout rate when the candidate gets the pre-boarding link on time. 


We hope the above post was enough to read about agile recruitment and the benefits HR managers can get out of such a process. If you’re ready to revamp and reimagine your current hiring and recruitment process, we’re a click away to help you do that. 

Contact us to know more. 

FAQs on Agile Recruitment

How can Agile principles be applied to the recruitment process?

Applying Agile principles involves breaking the recruitment process into smaller, manageable tasks known as sprints, fostering continuous communication, and adapting strategies based on feedback to improve the effectiveness of the hiring/recruitment process.

What role does collaboration play in Agile Recruitment?

Collaboration is fundamental in Agile Recruitment. It involves close interaction between hiring managers, recruiters, and other stakeholders throughout the process, promoting real-time feedback and ensuring that the hiring strategy aligns with the evolving needs of the organisation.

How does Agile Recruitment handle changing priorities or sudden shifts in hiring needs?

Agile Recruitment is designed to be adaptable. When priorities change, or there are shifts in hiring needs, the Agile approach allows for quick adjustments. Regular reviews and retrospectives enable teams to identify areas for improvement and implement changes promptly.

Can Agile Recruitment be applied to different types of roles and industries?

Yes, Agile Recruitment is versatile and can be applied across various roles and industries. It is not limited to a specific sector and can be changed to match the current and unique requirements of different job profiles.

What role does continuous feedback play in Agile Recruitment?

Continuous feedback is crucial in Agile Recruitment for identifying strengths and weaknesses in the process. Regular feedback loops allow for quick adjustments, fostering a culture of improvement and ensuring that the recruitment strategy stays aligned with business goals.

How does Agile Recruitment enhance candidate experience?

Agile Recruitment focuses on creating a positive candidate experience by providing timely feedback, maintaining transparent communication, and involving candidates in the process. 

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