# Recruiting and applicant management

Source: https://dropdigital.de/en/leistungen/recruiting-bewerbermanagement
Language: en
Site: DropD., https://dropdigital.de

## Recruiting and applicant management

Reply faster, document cleanly, and hold the line the AI Act draws around candidate scoring.

Applications sit for two weeks because nobody gets round to them. Good people are gone before the first interview happens. Every rejection costs time, and nobody knows what was last written. Intake and completeness Applications get recorded, documents checked for completeness, anything missing requested. The acknowledgement goes out the same day instead of the following week. Preparation, not preselection Each application gets a summary against the role requirements, including open questions for the interview. No ranking comes out of it. Communication that does not break off Status, interview slot, rejection. Drafts in the house tone, referencing the real state of the process, released by a person. Documents Record, sort, check for completeness Filter people out before anyone has looked Suitability Lay requirements and stated experience side by side Score or rank candidates automatically Communication Draft the acknowledgement, the status, the invitation Send rejections before a person has read them Data Track deletion deadlines and prompt for them Reuse candidate data for other purposes May AI assess applications? Here the answer is unusually strict: AI systems used for selecting or evaluating candidates count as high risk under the EU AI Act. That brings duties on risk management, documentation, human oversight and logging, and from December 2027 they bite. So we build preparation and communication, not scoring. What about the works council? A system processing applications is as a rule subject to co-determination under section 87 of the German Works Constitution Act. That is not an obstacle, it is a sequence: involve them early, put purpose and limits in writing, then build. Retrofitting is expensive. So what is the actual gain? Speed exactly where candidates drop out. The acknowledgement the same day, an interview slot within two days, no process that fades out without an answer. That decides more hires than the quality of a preselection does. Pre-sorting instead of every file by hand HVAC firm, 14 staff, East Westphalia. Incoming files against the job profile. A short profile for those who fit. Rejections go out after a human has seen them.

Link: https://dropdigital.de/en/leistungen/recruiting-bewerbermanagement
Id: usecase-recruiting-bewerbermanagement