Four ways to use conversational AI screening

Recruiting spent two decades removing friction from the application. Now, with more applications than recruiters can review, friction is what helps serious candidates stand out.

One-click apply, pre-filled profiles, mobile-optimized forms – the industry got very good at making it easy to apply. Today, that ease shows up as thousands of applications within days of posting. And with AI-generated resumes in the mix, a polished application no longer reliably signals a qualified candidate.

When anyone can apply in seconds, an application alone doesn’t tell recruiters much. They need a step that asks candidates for a bit more effort and shows who’s serious about the role.

Conversational AI screening adds that necessary friction. Engagement itself becomes a signal, separating candidates with genuine intent from those without. It also has even more use cases than you might expect – each designed to suit a different hiring need.

This guide walks through all four so you can find the one (or two) that fit your team, with real examples from companies like Zapier and Clover Health. 

Download the guide to learn:

• Which approach fits the part of your hiring process that’s under the most strain
• What it takes to get each one right, from building the rubric to explaining it to candidates
• How mid-market and enterprise teams made it work, and what changed for their recruiters

Download this guide using the form on this page.