For this audit, we selected 101 companies across Retail, Hospitality & Travel, Healthcare & Pharmaceuticals, Manufacturing, and Transportation & Distribution, and concentrated on high-volume hiring — specifically where automation, candidate experience, and fast screening and scheduling are crucial drivers of overall efficiency and success. Selection was based on key criteria like company size, number of locations, industry, sector, types of roles, and number of employees.
Our audit process involved analyzing the recruitment journeys of two types of applicants for frontline and hourly roles for each company: one fully qualified and another partially unqualified. Companies were evaluated based on how they handle different candidate profiles — from initial job discovery through to application completion. Since every organization and industry faces unique challenges that are specific to their region, customer needs, and business goals, we standardized the types of roles noted in the report to ensure a level playing field. Companies were audited from August 2024 through November 2024.
Data was gathered from a combination of publicly accessible resources, including company career websites, applicant tracking systems (ATS), and third-party job portals. For each company, we evaluated the complete candidate journey from initial interaction with the job post to the post-application stage. Automated responses and interaction metrics were logged when available to assess the availability of each system.
Each company was assessed based on the number of high-volume hiring and HR automation features used during a typical candidate interaction, as well as tools and approaches used during the application process. Scores were assigned across four key areas:
How easy is it for a candidate to learn about the company and begin a job search? Can they see all jobs across brands and from any device, no matter where they are?
What is the candidate experience like? Is there personalization? Can job seekers use a chatbot to find and apply to jobs? Is the career site engaging and relevant, with clear messaging, proper formatting, and dynamic content? Is it easy to find jobs based on their certifications, training, location, and interests?
During the application process, can a candidate quickly complete the application and upload documentation without leaving the page and creating login credentials? Can they apply in the chat and complete high quality, relevant screenings and assessments that show they qualify for the job?
What kinds of high-volume hiring features are available? Can candidates apply to multiple jobs with a single application? Can candidates apply for a job in a chat conversation? Do companies use assessments to screen candidates quickly or schedule an interview right away?
Using each company score, companies were categorized into five levels of maturity in terms of their adoption of automation and best practices for high-volume hiring. This maturity matrix provides a clear framework for understanding where companies fall in their recruitment evolution and offers a roadmap for improvement.
Each company has been assigned to one of these five maturity levels based on their score, allowing them to benchmark their practices against the broader industry.
Companies in this category have very few, if any, automated tools in place for high-volume hiring. They rely heavily on manual processes, which results in slow hiring times, poor candidate experiences, and a lack of efficiency in managing large applicant pools. In most cases, application forms are lengthy and cumbersome, with no real-time candidate engagement mechanisms (e.g., chatbots). These companies often struggle with high abandonment rates and longer time-to-hire metrics.
Companies in this tier have begun adopting basic automation tools, such as automated email responses or basic chatbot functionality to acknowledge completed and accepted applications. However, these tools are not yet integrated throughout the entire hiring process. These companies are often in the early stages of transitioning from traditional, manual methods to more tech-driven solutions, resulting in some efficiency gains but plenty of areas for improvement.
At this level, companies have implemented several key automation features, including mobile-optimized applications, automated interview scheduling, and AI-driven resume screening tools. However, there is still a lack of full integration and cohesiveness across the entire hiring process. While they’ve seen improvements in time-to-hire and candidate engagement, there remain opportunities for further optimization, particularly in post-application candidate engagement and data analytics.
Companies in this category have adopted a well-rounded set of automation tools and processes to manage high-volume hiring efficiently. They utilize data analytics to optimize their hiring pipelines and ensure a seamless candidate experience from application to offer. These companies benefit from reduced time-to-hire, higher application completion rates, and more engaged candidates due to better communication and personalization features.
Companies in this top tier are fully automated across all aspects of high-volume hiring. They use AI and machine learning not only to streamline the hiring process, but also to predict candidate success and tailor candidate experiences. These companies are leaders in their industries when it comes to adopting cutting-edge technology, providing candidates with a seamless, highly personalized experience. They are also known for their innovative use of data analytics and AI to continuously refine their recruitment strategies.
With Phenom, candidates find and choose the right job faster, employees develop their skills and evolve, recruiters become wildly productive, talent marketers engage with extreme efficiency, talent leaders optimize hiring processes, managers build stronger-performing teams, HR aligns employee development with company goals, and HRIS easily integrates existing HR tech to create a holistic infrastructure.
