6 Creative Ideas for Your Virtual Career Fairs

6 Creative Ideas for Your Virtual Career Fairs

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Kristine Le
May 29, 2021 2:48:10 AM

6 Creative Ideas for Your Virtual Career Fairs

Virtual events are known for helping recruiters promote job openings and connect with the best job seekers from any location and on any device, in real-time. However, virtual career fair platforms offer more than that. As an employer, you can do more than just host an online career fair. 

There are several creative takes you can consider to make your virtual event more enticing and unique. Here are 5 creative ways you can take your virtual career fair to the next level.

Webinars and hands-on learning sessions

Aside from career fair booths, you can host webinars or hands-on learning sessions to bring value to your candidates. Passive job seekers who aren’t quite committed to applying to open positions can view and attend these virtual booths and learn more about your company or the topic at hand. This will build up their trust in your employer brand and be more open to checking out your job openings. Webinars are also a great way to switch things up and give candidates the opportunity to warm up first before starting their job search.

Accessible networking

Top talent doesn’t attend virtual career fairs only to find jobs — they also could be looking for opportunities to network with you or other fellow candidates. Making networking accessible and easy to navigate can be a unique perk of your virtual environment. This can be something as simple as creating a chat room specifically for attendees to chat in — or having a directory of all your recruiters linked with their professional social platforms and contact information.

Partner with thought leaders

Whether it’s your company’s talent acquisition director or Lou Adler, reach out to your favorite thought leaders and see if they’d be open to present at one of your online events as a guest speaker. Not only will this encourage potential candidates to attend, but these thought leaders will also provide attendees with valuable insight into the recruiting space.

You and your partner can agree to share the details of the virtual hiring event via social media platforms such as Facebook or Linkedin to increase awareness and exposure.

Q&A sessions

Virtual job fairs are meant to be interactive and engaging — and Q&A sessions are a great way to keep recruiters and candidates connected throughout the event. If a candidate has questions regarding a particular webinar or recruiting topic, they can refer to the Q&A lounge. You can also add a FAQ section to help attendees navigate the event easily and answer common questions.

Giveaways and raffle contests

Don’t forget about the fun! Hosting giveaways or raffle contests can boost attendee motivation to attend your webinars or even get them to apply to your job openings. Depending on your budget, the reward can vary — but can definitely be something as simple as company swag, movie tickets, or a pair of sunglasses.

Feedback hub

Feedback is the best way to improve on anything. Create a hub designated for constructive criticism from attendees and use those metrics to gauge the performance of your virtual event. This will help you improve and prepare for future events.

Takeaway

Virtual recruiting events don’t have to be cookie cutter. Recruiting technology offers a ton of features to help you find qualified candidates in new and exciting ways that closely resemble traditional career fairs. With the right virtual event platform, you can customize your recruiting event to create a unique candidate experience and hiring process.

Schedule a demo with XOR to see how we can help you craft the perfect online job fair.

Tags: Recruitment, AI trends, recruiting help

6 Best Text Recruiting Templates and Examples

6 Best Text Recruiting Templates and Examples

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6 Best Text Recruiting Templates and Examples

Kristine Le
Apr 28, 2021 12:52:37 AM

Text Recruiting is a quick and modern way to attract and hire job candidates. With the right templates, you can use text messages at every stage of the recruiting process including screening, scheduling, follow-up, re-engagement, onboarding, and more.

Here are our six best-performing templates for every recruiting stage.

1. Sourcing Talent Template

This template is great for expressing your company’s interest in a particular candidate that you might have found on a job board or LinkedIn.

A good start is to let the job seeker know how you found them and what kind of position you’re hiring for. For this template, you can close out the text by asking for reciprocated interest, or directly inviting the candidate to a short screening phone call.

Read the full article: The Guide to Text Recruiting.

text message recruiting templates

2. Following Up on Referrals Template

If you’re reaching out to a candidate regarding a referral inquiry, make sure to include your name, company name, and whoever referred you to the candidate you’re speaking with.

It’s important to introduce yourself properly so don’t intimidate the candidate. You can close out the text with a question to gauge their interest.

text message recruiting templates

3. Screening Candidates Template

Text message templates are especially useful for screening, as this process takes up a lot of time if you have hundreds to thousands of applicants.

You can use them in many different ways, such as asking for a candidate’s years of experience in a role, or if they’re able to perform a certain task.

text message recruiting templates

4. Scheduling Interviews Template

Once a candidate is qualified to move onto the later stages of the hiring process, you can leverage text templates to initiate interview scheduling.

Include the recruiter’s available dates and times, and confirm if the candidate’s schedule also aligns. Automated Interview Scheduling is a great way to schedule multiple candidates at once.

text message recruiting templates

5. Nurturing Talent Template

You can also use text message templates to nurture candidates by promoting your current job openings and gauging their interest.

text message recruiting templates

6. Interview Reminders Template

Interview reminders can easily be created with templates as well. Remember to include your company name, address, and a link to reschedule the interview.

text message recruiting templates

Things to Consider When Creating a Template

An effective text message template starts with a good idea and structure. To craft an ideal text, it’s important to determine what kind of message you want to convey. Let’s dissect some components of a good text message:

Tone

Think about the tone you want your message to have. Does it effectively convey your company’s voice and culture? Do you want to sound professional, or fun and friendly?

Figuring out your tone will make it easier to align and be on the same page as your candidates.


Keep it short and precise

Text is meant to be short and fast, so don’t make your message too long. Overexplaining or packing in too much information may be overwhelming for candidates — and even hard to read.

You want to make text recruiting a simple process that candidates can remember and enjoy, so only send out information that’s absolutely necessary.

This varies depending on the organization, but you should include your company name, phone number, and important information regarding the job you’re trying to promote.


Have a strong call-to-action

If you’re promoting job opportunities, you want to nudge candidates to apply as much as possible, without coming off too pushy or demanding.

A great way to direct your candidates to your job opening links is to have a strong call-to-action. The call-to-action serves as direction or instruction that leads candidates to your career page or urges them to provide their contact information.

Read the full blog: How to Create Text Message Templates

Why You Should Use Text Templates

Text message templates are a great way to make your recruiting process more efficient. By creating a template, you save time for future campaigns or candidate outreach.

The best part about text message templates is that you can make separate templates depending on the candidate, job, campaign, or purpose.

The flexibility and customizability of text messaging enable recruiters to easily edit the templates or reuse them within just a couple of clicks.

Takeaway

Text Recruiting is a great way to hire top talent. It provides high open rates, increases the efficiency of any recruiting strategy, and creates a positive candidate experience. Text message templates only make these processes easier, so your team can focus on building relationships with candidates where it matters most. To learn more about how XOR can fit into your recruiting strategy, schedule a demo with us.

How To Hire Highly Productive Employees

How To Hire Highly Productive Employees

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How To Hire Highly Productive Employees

Aida Fazylova
May 21, 2021 1:22:22 AM

Making mistakes is a part of life — but when it comes to hiring, those mistakes are often fatal for businesses. Some of the biggest slips come in the form of bad hires and the subsequent loss of productivity for the employees and clients. The truth is, bad hires can cost millions to a flourishing business.

You might have the greatest products and ideas in the world, but if you don’t get the right people, these ideas will be over before they’re even implemented. An overly rushed and leaking recruitment process can have a severe impact on the business’s bottom line.

Hiring extremely talented people can offer a significant advantage over your competitors. When their beliefs, behaviors, and habits are in alignment with the overall workplace culture, these A-players would also prove to be a good cultural fit for your organization.

Naturally, hiring the ‘A-players’ is not an easy job. With superior grooming, the resume of a B-Player is almost identical to an A-Player — designed cleverly to hide the flaws. That’s why you need a dedicated hiring funnel that shows you the right path. The answer lies in ‘digital recruiting’ — an intelligent approach to hiring through automation platforms. The process is almost similar to a salesperson utilizing prospecting tools to generate quality leads.

To improve your odds of hiring quality staff, here are 3 quick thoughts to put you in the right frame of mind and create a steady flow of talent:

How can bad hires cost millions and add to the frustration?

Millions may seem like a stretch, but a detailed analysis backs that statement up. The cost of a bad hire is somewhat quantifiable by analyzing the data. However, the real impact from a bad hire’s morale and inefficiency is far more than the actual monetary loss. In more ways than one, a bad hire’s effect on workplace culture echoes beyond the employee’s tenure. The hard-to-quantify costs such as client dissatisfaction, loss of team confidence, and possible team disruption all add up in the total cost of a bad hire.


Never hire a cultural misfit!

Ensuring an employee is a cultural fit is also an important component of the recruitment process. In many cases, culture is more important than skill. Making recruiting decisions purely on skill will lead to an adverse effect on the growth of a new hire. Three common traits would be:

  • Long-term dissatisfaction for the employee
  • Daily discipline issues due to a general disinterest
  • Early attrition of your workforce

Replacing an employee is a costly affair

Businesses spend a lot to hire their staff. The expenses include travel, hotel stay and meals, beginner training and orientation, salary, and career transition costs. It’s highly burdensome to repeat the entire process to hire again for the same position.



How have AI-powered processes positively impacted modern recruiting mechanisms?

In the past, it was much more difficult to find candidates that were skilled, experienced, the right cultural fit, available for hire, and were within an affordable compensation range. With technology advancements, a normal job search has transformed this into a two-way conversation between employers and candidates.

You see, gone are the days of paper resumes and historical HR processes. With the need for a ‘shorter hiring window’, the focus has shifted and employers are quickly moving towards digital recruiting — an approach that embraces newer technologies.

Now, recruiters are putting artificial intelligence to work. With a customized AI-based solution, a recruiter can:

  • Scour the Internet to find the right matches
  • Make contact and conduct the first stage interviews
  • Eliminate bias in the initial stages
  • Set up the process for the final stage

What artificial intelligence can and will do, is help you track down great candidates, faster.

 

Will AI revolutionize the hiring process?

According to LinkedIn trends 2017 report, automating the hiring process is a crucial step to eliminate human bias. This means artificial intelligence can be used to increase the efficiency of the overall mechanism. Modern AI tech uses propositional calculus in the background to create an infinite array of responses while detecting meanings. For example, modern recruiting chatbots can analyze previous chats and associated metrics to tailor responses to the end-user. This results in a better experience for each individual applicant. The response selector selects a response that works best for the situation. Here are some real-world applications:

  • Better funnels through customized simulations — Based upon the responses, new applicants are presented with opportunities that match their skills and location. You could run business simulations to predict how candidates will respond to real-world situations enabling hiring managers to gauge their problem-solving skills.
  • Powerful chatbots — Chatbots can easily record responses to pre-screening questions on skills, experience, and candidate preferences. This will enable the recruiters to only interact with the candidates that have passed the initial screening process.
  • Powerful linguistic patterns — Linguistic patterns indicate the varying intelligence levels, other forms of competence, and cultural compatibility. For instance, a chatbot can analyze the linguistic patterns to figure out what part of the text is grammatically true. It can also examine the purpose of the text and the quality of language used.

Incorporating linguistic context, along with other demographic data like location and time can give you a real peek into the mind of a candidate. This makes it easier to check the aptitude and cultural compatibility with respect to the organization.

 

Concluding Thoughts

There are a growing number of AI-based tools for automating the initial job application process. It’s imperative to make sure that whatever tools you choose aligns with your priorities: to create a solid stream of quality candidates delivering a great experience for both the candidate and your hiring team. Ideally, a modern hiring tool should perform 5 functions with ease:

  • Automated pre-screening mechanism
  • A substantial decrease in hiring time and energy
  • Automated applicant interview scheduling
  • Better conversion rate of job-seeking visitors
  • High-quality experience for everyone

Make no mistake, the future of AI-based recruitment is here. If you’re looking to leverage artificial intelligence to super-charge your recruiting strategy, contact us at info@xor.ai to set up a free 1-month pilot program to see how XOR can improve your recruiting process.

Tags: AI, Recruitment, AI trends, Virtual Recruiting, Chatbots

Recruiting Chatbots: Successful Requirement of Employees in the U.S.

Recruiting Chatbots: Successful Requirement of Employees in the U.S.

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Recruiting Chatbots: Successful Requirement of Employees in the U.S.

Aida Fazylova
May 20, 2021 11:34:39 PM

Each profession went through the stage when manual labor is replaced by technology, computers, programs. The same is true for HR and AI global recruiting trends that will transform the recruiting landscape. Recruiting services make life easier for employers and allow you to quickly find potential candidates. Such platforms appeared long ago and provide a wide range of features.

The most famous are Greenhouse, Smart Recruiters and Workable. They automate tedious hiring tasks, facilitate routine work. Artificial intelligence helps a lot in finding suitable candidates, but even the largest and most advanced services cannot compete in efficiency with chatbots, which are an innovative mechanism in the field of HR.

AI chatbots are just a convenient tool for completing your tasks that does not replace you but helps with routine work. HR chatbots help to attract the best talent and automate the recruitment process. Chatbots use natural language processing to communicate with staff and candidates based on your scenarios. 

Any repetitive actions with a large amount of data can be automated with chatbots. They can answer candidates’ FAQs, automate scheduling interviews, various polls, training, and adaptation. Below are some of the HR recruitment automation chatbot options available on the market. 

  1. MYA – an AI chatbot technology that is used for automating communication with job and internship candidates when they just apply. It has been used to bring all suitable candidates into one base.
  2. TextRecruit – candidate engagement platform that helps to find the right candidates. It engages in a two-way conversation with candidates. TextRecruit can announce jobs, screen applicants, answer questions, and schedule interviews.
  3. My Ally – focuses on email artificial intelligence rather than live chat integration. Can schedule interviews with potential employees. It makes the process faster, but no more than 15-20%, which is not enough in the conditions of large companies or agencies.
  4. Ally-O – another chatbot that helps to streamline the recruiting process. It analyzes resumes to speed up the hiring process. It can conduct initial conversations with potential job candidates by texting them over a phone or web.
  5. Paradox (former Olivia) – AI recruiting assistant for enterprise and mid-market companies, but not a good choice for large businesses. It communicates only in a couple of languages, which is not sufficient for a global company.

Many choices that automate candidate screening are available, but there is a completely new product that has radically changed the idea of automated recruiting. Having studied the shortcomings of its competitors, XOR brought together only the best features. These features and advantages include the following:

  • Unlike many other options, XOR AI chatbot speaks 103 languages, giving its clients an opportunity to engage with applicants all around the globe;
  • XOR seamlessly integrates with most Applicant Tracking Systems and HR technology platforms in a matter of a 1-day to 2-weeks period;
  • Easy-to-use chatbot — no coding skills required;
  • XOR AI provides great customer support: we will be there with you from start to the end;
  • It showed to improve candidate experience in over 95% of the cases;
  • Provides predictive analytics and in-depth reports;
  • Learns from past hires and aims to find a cultural fit.

If you desire to optimize the recruitment process and automate routine repetitive recruiting tasks by integrating cutting-edge AI technologies, then XOR chatbot is the right choice. XOR has a major in 15 countries around the world and performs millions of candidate engagement and screening interviews each year. XOR is now trusted by companies such as Heineken, Ikea, and McDonalds just to name a few.

It will enhance recruitment from source to hire and can help recruiters save time on routine work and use it for communication with the most promising candidates to find the right one. In fact, XOR will pre-select the right candidates for a certain job for HR and collect necessary data about the candidates. The conversion rate will increase dramatically compared to traditional web forms used by HR departments.

XOR is ideally suited for staffing, technology, retail, restaurants, healthcare, and any company that is interested in HR workflow automation. Selection of resumes, calling candidates, answering standard questions, inviting to an interview, etc. will no longer take up the already limited time of your HR staff and they can focus on more important tasks. It can not only help you save money on the recruitment process itself but also significantly increase your ROI.

Tags: Recruitment, recruiting automation, Chatbots

Recruiting Communication: How to Stay Connected With Candidates At Every Stage

Recruiting Communication: How to Stay Connected With Candidates At Every Stage

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Recruiting Communication: How to Stay Connected With Candidates At Every Stage

Irina Ialovenco
Aug 26, 2020 7:21:51 PM

Communication is the cornerstone of recruiting and human resources—that’s why it’s crucial to use different channels of communication throughout all stages of the hiring process. By using the right channels at critical junctures, recruiters will achieve higher conversions, faster hiring, more qualified candidates, an improved candidate experience, and less work for their team.

Sourcing
During the sourcing stage of hiring, fast responses are critical to attracting high-demand candidates. These top picks often are barraged with options, so showing that you are interested and responsive can give you the edge you need to engage with such candidates. Beyond responding as soon as possible, we recommend you communicate with the candidate using their preferred channel. This personalization can significantly improve their candidate experience and make them more likely to respond to your inquiry.

One way to assist in this process is to use the XOR Chrome Extension. This extension integrates seamlessly with your ATS so you can quickly and easily contact a candidate through their preferred channel of communication, such as text message, WhatsApp, or email campaigns. This process also saves time for your human resources team as it takes only one click to add the contact information for a candidate from your ATS into a scheduled campaign. Additionally, you can use the XOR Chrome Extension on sites such as Linkedin or job board sites to add candidate information directly to your campaigns and ATS.

Inbound
When potential applicants land on your web pages, it is essential to utilize their interest immediately. Rather than using a static web page and hoping they click through to your job listings, we have found great success with our live interactive chatbots. Automated chatbots provide responses 24/7, which can significantly increase the chances of an applicant staying on your page. Our chat bots can also answer FAQs and direct applicants to open job postings or provide them with virtual career fair options. Throughout the process, chatbots can capture the prospective candidate’s data to add it to your ATS.

Another way to get more inbound candidates is to enable multiple accessible channels of application. For example, you can allow for interested parties to text-in and apply to your job openings. We have implemented this successfully by letting our AI conversationally guide the applicant to job postings with options such as photos, videos, and links. Then, the chatbot collects their information and updates your ATS.

QR codes can also be used to allow for easy application. These are particularly easy to post within a place of business and are user friendly. The customer can easily scan the QR code with their mobile device, which will land them on your careers site. This code can also link to a chat so that applicants can apply and get pre-screened in a more conversational manner.

Pre-Screening and Scheduling
Pre-screening and scheduling can often be arduous for both the applicant and the human resources team. Both parties often end up playing phone tag and having to schedule multiple meetings to get to the primary screening and interviewing stage. At this stage of the hiring process, we have found automation to be a critical tool. Chatbot interaction through platforms like text messaging, Whatsapp, and live chat can provide immediate responses to the candidate when it is most convenient for them and save immense amounts of time for the hiring team.

Conversational AI allows your applicant to go through your screening process on-demand and through the channel that is the most convenient channel for them. Our chatbots even enable you to weigh the answers in your pre-screening process. This grading lets the AI score and rank your applicants so that only qualified candidates can schedule an interview. By automating this process, you can give immediate feedback to the candidate on whether or not they are moving forward, improving the candidate experience. If they qualify, they can then go through an automated scheduling process that can be integrated with your team’s calendar.

Another option is to set up a virtual career fair. These branded virtual events allow you to chat live with candidates to engage with them and answer their questions. They also enable video chat which adds a more personal touch. Candidates can join from any device, web browser, and or even through text message. This channel allows for applicants to view your company’s positions through a different lens. The company hosting can represent their different open positions through live communication and customized branding, which can feel much more human than a careers page or a job site.

Screening and Interviewing
While automation is important, we believe in the perfect balance between technology and human interaction. The best time for recruiters to step in and engage with candidates is during the screening and interviewing process. However, while phone calls are a great way to personally connect with candidates, note-taking during the call can result in a less quality conversation. To ensure engaging conversations, recruiters can use calling transcription and recording. This will allow you to stay focused on your candidate without missing out on any important information.

If you would like your interaction to be even more personal, you can set up a video conference. These types of meetings provide all of the benefits of a phone call while humanizing the conversation further. By getting face-to-face with your candidates, you can put forward a more sincere communication style that will give them a stronger connection to you and your company.

Conclusion
Every step of the hiring process is critical, and ensuring that you can communicate with your candidates in a comfortable and accessible way can make or break a hire. By weaving technology into your hiring workflow, you can provide faster hiring, a better candidate experience, and less work for your hiring team so they can focus on the points of contact that matter most. With human emphasis on the most important parts of the hiring process and good use of automation to provide on-demand responses, you will see increased conversions and overall better candidate experiences.

Tags: Automation, Recruitment, scheduling interview, Virtual Recruiting

6 Strategies for Retail Recruiting

6 Strategies for Retail Recruiting

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6 Strategies for Retail Recruiting

Nikolay Manolov
Sep 24, 2018 6:01:04 PM

With one of the highest staff turnover rates, the retail industry struggles with many challenges that result from high-volume recruiting. Retail giants are hiring candidates at consistently higher rates relative to other industries — within a short timeframe — making their struggles even more so a hindrance to hiring the right candidates.


However, hiring big doesn’t necessarily have to equal hiring inefficiently. There are steps your recruiting team can take to ensure that your hiring goals are met — while providing a streamlined hiring process.

Before we dive into the solutions, let’s discuss some of the current pain points of high-volume recruitment.

Challenges of high-volume retail recruiting

High turnover rates

The retail industry typically has 1.4 times the turnover rate of other industries, but this rate has increased even more during the pandemic. While a lot of factors contribute to high employee churn, the most common issues that drive away qualified candidates or repel current employees include poor onboarding, low pay, lack of growth potential, and failure to align with the employer’s vision and plan.

As soon as current employees leave, new employees are hired to replace them — perpetuating the never-ending cycle. This puts a burden on recruiting teams to constantly be on the lookout for potential candidates to hire, taking up a large amount of time and resources.

A potentially unmanageable talent pool

The retail industry is notorious for its large talent pool and high applicant count. While having a large source of applicants to review can be positive, it still takes a lot of work if recruiters are manually screening and interviewing candidates for each open position. This makes it extremely difficult to spend sufficient time with each candidate, resulting in a poor recruiting process and potential loss of qualified candidates.


Outdated recruiting strategies

An inefficient, outdated hiring strategy can really set your team back. Long job application processes, ineffective or misleading job descriptions, and inefficient communication can turn some of the best candidates away from applying to open roles. In modern-day recruiting, top talent expect top employers — and that means retailers have to leave outdated recruiting strategies at the door.

Turning Challenges Into Opportunities: How to Master High-Volume Retail Recruiting

Explore different avenues of sourcing

Whether you source candidates through social media, job postings, or referrals, there are other methods your team can explore to increase your chances of finding the best talent.

Text-to-Apply is a great way to put your employer brand out there and connect with passive candidates. It’s an SMS-based form of recruiting that allows you to create a unique number code or QR code that candidates can use to text in and express interest in a particular job. You can easily promote your code via social media, storefronts, billboards, or any other platform that prospects can easily access and see.

After candidates express interest via text, they can immediately opt to proceed onto screening and interview scheduling, tasks that can be done all via mobile using a chatbot. Since this is completely automated, you can reach out to hundreds or even thousands of candidates at once.

This is a great way to increase exposure and promote brand awareness among passive candidates, who may not be interested in actively searching for a job online. By putting yourself out there first, you’re creating more opportunities to meet and hire top talent.


Write attractive and accurate job ads

Job ads are the first thing candidates see during their job search, making them an impressionable component of your recruitment process. You also want to be straightforward while staying accurate; overwriting your job ads with filler words can come off as generic or phony. It’s also important to use inclusive language depending on what you’re hiring for.


Keep consistent communication

Regardless of what stage you’re at in the recruiting process, it’s essential to follow up with candidates and let them know where they stand. However, in high-volume recruiting, it can be especially hard with so many candidates to keep track of.

With such a large number of applicants to stay in touch with, it’s necessary to leverage technology to help your team with keeping consistent communication. Text Recruiting is popular in the recruiting industry due to its flexibility, convenience, and ability to help recruiters schedule campaigns and messages via SMS. Your team can craft personalized messages at any stage and send them out to hundreds or even thousands of candidates — all at once. This saves recruiters a ton of time while meeting the communication needs of both parties.


Take advantage of automation

Chatbot automation is a huge aid when it comes to high-volume retail recruiting. With the help of a virtual assistant, you can automate outreach, screening, interview scheduling, follow-ups, and onboarding. As you can imagine, this reduces the burden of time-consuming tasks that recruiters originally had to take on. Not only that, it provides a positive candidate experience by speeding up the entire recruitment process and maintaining constant communication with candidates.


Consider going all-digital

If you’re still hosting traditional in-person career fairs, consider going the all-digital route. Virtual Career Fairs are a great way to meet and connect with candidates from all locations and backgrounds — on any device. It’s great for high-volume recruiting as both recruiters and candidates have a designated platform to go through all the steps of the recruiting process in real-time.

The best part about it is that you don’t have to factor in travel, venue, and other miscellaneous costs that add up over time.


Find the most suitable recruiting software

To achieve efficient high-volume hiring, you need the right resources and tools. Finding the right recruiting software is extremely important in helping you streamline your talent acquisition strategy while providing a positive candidate experience.

Companies like XOR offer an all-inclusive recruiting communication platform that enables recruiters to connect with candidates via text, chatbots, virtual career fairs, and more. They integrate with various applicant tracking systems and also have reporting capabilities that help analyze your campaign results and metrics. To learn more about their recruiting solutions, schedule a demo here.

Takeaway

Mastering high-volume recruiting is definitely a feat to be proud of — but it takes more than just what traditional recruiting offers. To attract and hire top talent, you need more than that. Modern-day recruiting software can help your team achieve your hiring goals, faster. By adopting the right technology into your high-volume recruiting strategy, you’ll be equipped to hire at any number. See how XOR can help.

Tags: AI, Recruitment, Virtual Career Fair, Text Recruiting, High-volume recruiting