AI hiring tools that cut admin time in half

Hiring should be about people, not paperwork. But if you’ve ever slogged through a hiring process, you know how quickly resume screening can eat your week (or month) alive.

To answer everyone’s pleas for AI hiring tools, monday.com’s AI Blocks step in. They’re intuitive hiring process automation tools designed to take the admin off your plate so you can actually find the perfect candidate faster (and cut hiring admin in half).

Here’s exactly how we set up monday.com AI for hiring.

Wait, how do I use AI Blocks?

If you’re unfamiliar with AI Blocks, let’s first do a quick cheat-sheet:

1. In monday.com, open the workflow builder (in the top left)

2. Create a new workflow or edit an existing one

3. Type “AI” in the search bar to see available AI blocks

4. Drop them in at any step of your process

Once you’ve set up a block, it can feed directly into later actions in your workflow. That includes (drum roll please) resume extraction and auto-labelling. 

You design the workflow, and monday’s AI Blocks will execute the admin.

But can AI really read resumes and CVs? Yes, and monday’s is incredibly accurate. Here’s our step-by-step to automate hiring processes with AI blocks:

How to use monday.com for recruitment automation

Step 1: Resume data extraction with Autofill

Goodbye, copy-paste (which is so 2010, right?). Resume data extraction is the first step to automate your hiring process.

• Start by adding the “Extract with AI” block to your workflow. This tool acts as your data extractor, scanning each file and pulling out the essentials: name, email, phone number, current employer.

• When you drop in this block, monday AI scans the resume (or any text you feed into the “Text to analyse” field) and pulls out the details you actually need.

• From the Information type dropdown, you can choose what to extract (things like names, phone numbers, email addresses or job titles).

• For more specific details you might need to pull from CVs, you can switch to the Custom info option and tell AI exactly what to look for. For example: “Extract years of marketing experience” or “Identify current employer.”

Every time a resume lands in your pipeline, the core details populate automatically in your board. It's clean, consistent, and ready for review.

Step 2: Auto-label for hireability

Resumes tell you a lot, but reading between the lines can take hours. So, how to automate resume screening with AI? With monday’s “assign labels” action, you can automatically detect a candidate’s hireability.

• You define the criteria: minimum years of experience, essential skills, role-specific competencies, etc. 

• monday then applies those rules to your candidates, labelling them according to how well they match. Think of it as your first-pass filter, giving you a shortlist of interview-ready talent in seconds.

• Once labelled, you can trigger automations to notify your team or move top candidates straight into the interview stage with zero manual sorting needed.

Step 3: Automate the next steps

This is the best way to shortlist candidates faster. Once your candidates are labelled and organised, it’s time to let AI-powered automations take over With a library of ready-made templates, you can set rules like:

• When a candidate is tagged as “High Priority,” notify the hiring manager or HR person.

• When a resume is labelled as “Not a fit,” send an automated rejection email.

• When someone passes to the next stage, schedule an interview slot.

Instead of manually chasing up every update, you get a system that runs itself. Automations keep everyone in the team informed and keep candidates moving.

Step 4: Custom AI actions for unique workflows

This one isn’t mandatory, but sometimes you need something extra (especially if you’re hiring within an enterprise with lots of moving parts). With customisable AI actions, you give monday.com AI specific instructions in plain language, and it adapts to your workflow.

Want AI to identify candidates with “leadership experience in SaaS”? Or auto-generate a quick summary of why someone is a strong match? Write the prompt once and the block will handle it every time.

This final layer makes your process scalable. Instead of reinventing the wheel for every hiring project, or remapping things when someone from HR isn’t available to help, you’ve got a workflow that learns and flexes with you.

Candidate shortlisting software that works

By treating candidates like leads and resumes like data, you transform recruitment into a structured, automated process. AI in the recruitment process means overwhelm is out, and organisation is in.

At Kick Consulting, we help teams design these workflows so you can stop drowning in manual CV screening and start making confident hires.

Want to see what this looks like for your team? Let’s talk.