3 Pros and Cons of HR Chatbots

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3 Pros and Cons of HR Chatbots

XOR
Apr 26, 2018 2:07:48 PM

Chatbots are currently hot in the recruiting and talent acquisition space. They help recruiters with their workload by automating repetitive tasks such as screening, interview scheduling, follow-up, and more. Not only that, the candidate experience is consequently enhanced by the use of chatbots too.But did you know chatbots can be just as useful in human resources? The functionality of chatbots can be used for many things to streamline employee engagement, onboarding, and more.

If you’re looking to adopt chatbots as part of your HR technology, you should consider the pros and cons.

Pros of HR Chatbots

Chatbots strengthen team communication

Whether you’re trying to promote a new mission or planning to deploy a pulse survey, AI chatbots can help you do it all. You can easily set up algorithms to check in with employees on a monthly basis to gauge their sentiments about company culture or their performance; this can be done via text messaging or email. With XOR, the metrics received from these surveys can be converted into a report that your team can analyze to improve future performance.

Overall, these initiatives can help strengthen the bond you have with your team without spending a lot of time manually reaching out to each and every employee.

Chatbots can automate onboarding

Congrats on your new hires! After spending time with hundreds of candidates, you’ve finally decided on the most qualified hires. Chatbots can help streamline the onboarding process by reminding new employees what they need to bring for their first day. They can also be configured to answer any onboarding questions or direct new employees to your business location. The automation behind this technology makes it so recruiters and HR employees can focus on more important assignments rather than filling their schedules up with repetitive tasks.

Chatbots can serve as an FAQ hub or directory

Chatbots can easily handle employee FAQ with a simple workflow setup. If anyone has inquiries regarding pay, benefits, holidays, or any other related questions, chatbots can answer these concerns in real-time. HR professionals no longer need to burden themselves with such time-consuming tasks and can now allocate their freed schedule to employee engagement or other important assignments.

Cons of HR Chatbots

While the good outweighs the negative when it comes to HR Chatbots, there are a couple of cons of using them. However, there are solutions to these challenges. Let’s take a look.

It can be difficult to set up without the help of experts

If this is your team’s first time working with chatbots, you might feel like a fish out of water. New technology can pose many challenges, especially to those who aren’t tech-savvy. Without the help of an expert, employees may end up wasting even more time and resources trying to figure out how to set up a chatbot.

To mitigate this potential problem, find a chatbot platform that has a well-equipped customer support team. XOR offers chatbot training and pilot sessions for your HR department, so you feel confident in using these tools to their fullest potential.

Some employees may be resistant to change

While chatbots can improve your organization’s efficiency, some employees may not be completely on board with the implementation of new technology. They could possibly feel threatened or afraid that chatbots might completely replace humans one day.

These are valid concerns, but those assumptions are far from the truth. Chatbots are great at automating repetitive, surface-level tasks to help increase productivity, but they’re not meant to completely take over complex situations. According to studies, 60% of Americans still turn to humans when their issue gets too complicated for artificial intelligence.

Virtual assistants are helpful in many ways but they can never replicate a human-to-human experience that your employees can. To ensure that your employees feel more comfortable about your potential chatbot implementation, prioritize transparency and communication. Let your employees know what features you plan on implementing, and reassure them that they still serve very important, irreplaceable functions within your organization.

Finding the right HR chatbot platform can be difficult

With so many different chatbot platforms out there, it can be hard to find the right one for your team. Thorough research and a good grasp of what features you need are required to find the most suitable platform. On top of that, you’ll need to consider many other factors such as costs.

Takeaway

Chatbots provide a multitude of features that can help your team achieve both your HR and recruiting goals more efficiently. This means less time spent on repetitive tasks and more time to spend building authentic relationships with your employees. While it can be daunting to think about if you’re new to the AI and machine learning space, there’s nothing that thorough research and brainstorming can’t solve.

Here at XOR, we’re passionate about HR and recruitment chatbots and love working on technology to help teams achieve their business goals, faster. To learn about our chatbot solutions, schedule a demo with us.

3 Most Effective High-Volume Recruiting Strategies

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3 Most Effective High-Volume Recruiting Strategies

Kristine Le
May 5, 2021 12:37:59 AM

High-volume recruiting is tough and can even seem impossible with a smaller recruiting team. When you’re trying to hire hundreds to thousands of employees at once, you need the resources to support these initiatives.

Recruiting software can improve and make your talent acquisition strategy more efficient by automating certain tasks in the hiring process. This dramatically cuts down on the time your recruiters need to spend on the earlier stages of recruiting, and instead, allocates it to more important touchpoints that require recruiter-to-candidate interaction.

Let’s dive into some high-volume recruiting challenges and discuss three effective ways your team can overcome them.

What is high-volume hiring?

High-volume recruiting is a process that requires recruiting teams to hire a large number of employees within a short amount of time. It is typically needed when a company is growing, during holidays, or when opening a new business location or office.

High-volume recruiting is subjective depending on the company and its hiring needs and allotted time.

Challenges of high-volume recruitment

High-volume recruitment is a great way to mass hire qualified candidates, but it poses many challenges that recruiting teams may find hard to get around. Some of them include:

A. Time constraints

One of the most constrictive aspects of high-volume recruitment is time. Sifting through many potential candidates at once is extremely time-consuming.

Considering there are many different stages of the recruitment process including creating job descriptions, screening candidates, scheduling, and interviews, it’s impossible for recruiters to get it all done on time with so many candidates to connect with.

This makes traditional recruiting impossible to work with.

B. High costs

If you’re going with the traditional recruiting route, you’re going to have to scale up your recruiting team. That means more hiring more recruiters to meet the high influx of new candidates. This puts a huge financial burden on your company, and may even be inefficient in the long run.

Increasing staffing won’t necessarily solve this issue, especially if you’re looking to hire in the hundreds to thousands. It’s not practical and won’t be viable if your company’s working with a smaller budget.

C. Maintaining organization

When dealing with a large talent pool within a short time frame, your team needs to be on top of every single applicant to ensure that no one gets overlooked. Without a good organizational system, it can be chaotic and hard to track.

D. Keeping up a positive candidate experience

In certain scenarios, high-volume recruiting can make it harder for your team to keep up a positive candidate experience.

With so many job seekers in line to meet with recruiters, it’s not always possible for each stage to be completed in a timely manner. Recruiters can get caught up with different tasks, causing there to be delays in response times and updates — resulting in less of a positive candidate experience.

On a bad day, a candidate may drop off and opt out from continuing with the recruiting process. This is an opportunity lost from finding the right candidate for your organization.

Effective strategies for high-volume recruitment

Despite the challenges of high-volume recruiting, there are many ways you can get around them by adopting these strategies.

Create a seamless application process

Candidates are 365% more likely to drop out of your job application process if it takes more than 15 minutes to complete. If you’re looking to hire thousands of candidates, you risk the chance of losing top talent by making your application process too long and tedious.

To create a streamlined application process, meet your candidates halfway. You can leverage Text Recruiting software or Text-to-Apply to help candidates start the application process on their mobile devices from any location. This enables them to express their interest in a job opening via a unique keyword or QR code that immediately transitions them into answering pre-screening questions with a chatbot. Any contact information or work experience can automatically be added as a new candidate profile in your applicant tracking system (ATS).

This means less work for both recruiters and candidates, resulting in a faster and more efficient hiring process. It makes a world of a difference in high-volume recruiting.

Make use of chatbots

Chatbots are one of the most useful recruiting tools in the talent acquisition space. You can use them to automate most stages of the recruiting process, saving your team lots of time and money. We briefly mentioned the use of chatbots in the screening stage, but you can use them at other touchpoints, too.

Promoting jobs

You can use chatbots for job advertising. With a good recruiting software platform, you can build out SMS or email campaigns that can be sent out to promote open positions. Text templates are also available for you to build out and reuse, which is a great feature especially in high-volume recruiting.

This is an efficient and low-cost way to get the attention of passive candidates or gauge the interest of new candidates.

Interview Scheduling

Interview scheduling is an area that can greatly improve with the use of chatbots. It doesn’t require a recruiter-to-candidate interaction, so automation can be used to streamline your hiring strategy here. Automated Interview Scheduling leverages AI to generate a list of a recruiter’s availability using their calendar. Candidates can then select the best date and time from the list with the option to reschedule or opt-out at any time. This makes it

Onboarding

Chatbots can also be used to help new hires with onboarding. Recruiters can set up chatbot workflows to help answer questions or inform candidates of important information or documents they may need for their first day of work. They can also collect any additional information to complete forms that recruiters may need to complete the onboarding process. This is especially helpful in high-volume recruiting where recruiters may not have the time and resources to onboard every new employee, one by one.

Leverage Virtual Career Fairs

Virtual Career Fairs are a great high-volume sourcing tool that can benefit teams looking to fill many job roles in a short amount of time. These all-digital career fairs enable recruiting teams to build different virtual job booths that candidates can visit and apply to. Candidates from any location can participate on any device and at any time.

Virtual Career Fairs make high-volume recruiting easier by providing a designated platform that job seekers can use to connect with recruiters, browse and apply to jobs, and even start their screening or interview process.

It’s also a great way to promote your employer brand to a large audience as candidates can easily see your company culture and values through your virtual career fair pages. Recruiting software platforms like XOR enables teams to build their own landing pages according to their branding and theme.

After the career fair, recruiters can easily track and view their recruiting metrics. These results can be used to analyze the event performance and tailor future recruitment strategies.

Takeaway

You don’t have to sacrifice quality candidates for the sake of achieving your high-volume recruiting goals. It’s more than possible to hire the best talent even with a large number of applications to review. With the right recruiting software, you can leverage chatbot technology to help your team automate repetitive tasks — so you can hire the best candidates, faster.

To learn how XOR fits into your current recruiting strategy, schedule a demo with us!

Tags: recruiting automation, Virtual Recruiting, Virtual Career Fair, Text Recruiting, Text Message Recruiting, Screening, Chatbots

Send SMS and WhatsApp Messages From Any ATS With the XOR Extension

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Send SMS and WhatsApp Messages From Any ATS With the XOR Extension

Aida Fazylova
Jun 1, 2020 6:26:37 PM

Recruiters today need to be able to text candidates at a moment’s notice, which is why we created the new XOR Chrome Extension. Our new extension allows recruiters to add candidates to their prescheduled text message, WhatsApp, and email campaigns directly from their ATS or any other website.

The XOR Extension saves your recruiting and HR teams time by automatically adding the phone numbers of your candidates from your ATS to scheduled campaigns with a single click.

All you need to do is select the candidates from your ATS or admin panel, and then click to add them automatically to your XOR campaign.

Let’s say you want to add a candidate to one of your prescheduled campaigns.

First, confirm you are using the Chrome Web Browser and then download the XOR Extension here. Next, navigate to your applicant tracking system or wherever the candidate information can be found.

The candidate’s phone number and email address will be highlighted bright blue. Once you click on the phone number or email address, all of the candidate’s information will be captured by the extension.

Then you will be able to add this candidate to your prescheduled campaign in XOR by clicking «Add Candidate.»

The XOR Extension will free up more time, speed up your work and make adding candidates to your prescheduled campaigns more efficient. Learn more about the XOR Chrome Extension by signing up for a demo.

GET A DEMO

Tags: Automation, Product Update

5 Benefits of Virtual Career Fairs

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5 Benefits of Virtual Career Fairs

Kristine Le
May 3, 2021 11:56:03 PM

Virtual Career Fairs are online career fairs that help recruiters and candidates connect in real-time while saving on time and costs. If you’re is considering Virtual Career Fairs, take a look at these benefits to see how much value they can bring to your recruiting team.

What are Virtual Career Fairs?

Virtual Career Fairs are online hiring events where employers can engage and recruit talent over live chat, audio, and video chat.

Recruiters can use virtual career fairs to hire for a single role, hire multiple roles within the same company, or represent different employers altogether.

Upon entering the Virtual Career Fair, prospective employees can approach recruiters at different virtual booths to learn more about the job openings that interest them the most, as well as apply for roles. Webinars, chat rooms, and digital sessions can also be hosted in real-time.

Similar to an in-person job fair, a Virtual Career Fair can offer a plethora of different open positions or focus on a specific profession or industry. The jobs themselves can be either remote or in-office positions.

Virtual career fairs often have a predetermined start and end time to facilitate live conversations and are generally free for job seekers to enter. Here’s what a virtual career event looks like for an attendee:

Virtual Career Fair Software and Platform

What are the pros and cons of Virtual Career Fairs?

While the benefits definitely outweigh the negatives, your team should still consider both pros and cons of implementing Virtual Career Fairs in your recruiting strategy.

Pros of Virtual Career Fairs

It’s efficient — in every way

Virtual Career Fairs provide what a traditional job fair would, but from any location and any device. Recruiters and candidates can easily connect without the expense of travel, time, and other costs that add up over time. With the right recruiting software, your team can help candidates jumpstart the job application, screening, scheduling, and even interviewing process — saving you a lot of time. It’s that straightforward!

It gives your company a competitive advantage

Not all companies are leveraging Virtual Career Fairs to their advantage, despite how beneficial they may be. By choosing to implement these digital career fairs, your company will be ahead of the game in every way. Job seekers are always going to appreciate a more flexible and convenient way of finding and applying to job opportunities, so they’ll surely be impressed with your modern take on career fairs.

It’s the only way during unprecedented times

COVID-19 posed many challenges for the recruiting industry. Recruiters and candidates weren’t able to meet face-to-face due to social distancing regulations, so they turned to Virtual Career Fairs to help keep their businesses afloat.

Virtual Career Fairs provided millions of teams with the resources they needed to hire during the pandemic. The technology behind these digital career fairs was able to help businesses of all sizes hire and fill roles efficiently while staying safe.

While Virtual Career Fairs still serve as a very crucial recruiting tool without the effects of a health crisis, it’s important to keep in mind that they are the only way during difficult times. Having Virtual Career Fairs as a part of your backup plan can be extremely helpful during unanticipated events in life.

Cons of Virtual Career Fairs

It’s not the same as meeting in-person

Face-to-face interactions are unreplicable. A big part of getting to know a candidate entails seeing them in person and observing their eye contact and body language.

A tip to mitigate this is to leverage video calls during your Virtual Career Fairs. It may not recreate the real-life experience, but it definitely can help recruiters and candidates stay connected.

Non-tech users could feel uncomfortable

While it’s safe to assume that most of society is well-adapted to technology, there is still a minority that is unfamiliar with how Virtual Career Fairs work. For this reason, these potential candidates may feel intimidated or discouraged from participating.

To help with this, you can be mindful of how you promote your virtual career event. It’s good to highlight the fact that your company has implemented a simple and easy sign-up and application process. You can also add in a walkthrough guide of how candidates can navigate your career fair or a brief FAQ or directory that can be referred to prior to the event.

Finding the right Virtual Career Fairs platform can be hard

Depending on your business’s needs, finding a Virtual Career Fairs platform can be daunting. There are a lot of different recruiting software companies on the market that may over-provide or under-provide, resulting in higher or lower costs respectively. It’s important to decide on the most important, non-negotiable aspects of a Virtual Career Fairs platform — then do your research to find the best fit.

Why should recruiters use Virtual Career Fairs?

1) Attract more candidates

Virtual Career Fairs have many advantages over traditional in-person events. One of the most apparent benefits of the online platform is an increased hiring and talent pool. By hosting the event virtually, you are able to reach a more diverse and widespread group of potential candidates.

Not only are you able to start communicating with talent outside of your normal reach, but you can also interview people in different cities, states, and countries.

This opens up more sourcing opportunities to attract top-tier talent and find qualified candidates to fit your roles perfectly without excessive travel.

The technology behind virtual recruiting events makes the job search easy, creating a great first impression of your brand.

2) Get more cost savings

Another significant benefit is the cost savings from hosting a career fair virtually.

Traditional career fairs require you to rent out a venue. Then, you have to consider logistical costs as well as food and beverage offering costs.

Flights and hotel rooms to these events for both candidates and hosts also can add up. According to studies, in-person fairs cost $30,350 or more than a virtual career fair, which can start at just $6,000.

None of these costs need to be worried about with a Virtual Career Fair, saving you a significant amount of money.

3)Save time with pre-screened talent

In addition to interacting with more people, you also are able to hire them faster through Virtual Career Fairs. Prospective employees can be pre-screened; if qualified, they can be scheduled for an interview immediately.

Your HR team’s calendars can be integrated directly with the career fair, making it easy to automate the interview scheduling of candidates.

This streamlined hiring process leads to faster hires and higher candidate retention.

4) Promote with ease

Since virtual job fairs are online events, it’s quick and easy to promote them through job boards and social media platforms such as Linkedin, Facebook, Handshake, and more.

5) Track your performance with quantifiable results

Virtual Career Fairs can easily be analyzed using the resulting metrics from your virtual event. The number of sign-ups, attendees, and converted hires can be documented and used to create reports for future reference. Your team can leverage this information to improve your event marketing and talent acquisition strategies.

Who should be using Virtual Career Fairs?

Businesses of all sizes can benefit from using Virtual Career Fairs. With the right Virtual Career Fairs platform, organizations can easily set up their event and promote new jobs to hundreds to thousands of candidates.

Which employers are using Virtual Career Fairs?

Many employers realize the benefit and importance of Virtual Career Fairs and host their own. Below are some examples:

Takeaway

Virtual Career Fairs are beneficial for both recruiters and candidates by helping them connect over a common platform and meet their needs. The results are reduced costs and time savings, benefits both parties can achieve. Whether you’re a small business or a large corporation, Virtual Career Fairs can help you achieve your hiring goals faster and more efficiently.

To learn more about Virtual Career services and how we can fit into your recruiting strategy, schedule a demo with us!

Tags: Virtual Recruiting, Virtual Career Fair

How to Create Text Message Templates

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How to Create Text Message Templates

Kristine Le
Apr 28, 2021 1:25:05 AM

Text Recruiting Templates are a quick and convenient way to send out text message campaigns with just a couple of clicks. With XOR, you can craft your own text templates and save them for future use.

Here’s how you can create your own text message templates in XOR.

How to Create Text Message Templates with XOR

1) Go to your company profile.

Click on your company profile on the left sidebar. Click on Edit company.

2) Create a new template and fill it out.

On the top bar, you can view all the general templates you can create such as landing, follow-up, campaigns, and response. Select your desired template and click on Add Template. These templates can be used for both SMS and email campaigns.

If you’re looking to create screening templates, you can do so by creating a New Vacancy, then filling out any relevant questions.

XOR also provides variables that you can refer to and use in your text templates.

2) Save your templates for future use.

Once you’re done, save your template so you can reuse them in the future.

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.

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.

Learn More: Text Recruiting: A How-to Guide

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.

6 Benefits of Text Recruiting

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6 Benefits of Text Recruiting

Kristine Le
Apr 28, 2021 1:25:45 AM

Texting is a great way to achieve high open rates and faster responses, making it a great form of communication — especially in the recruiting space.

Text Recruiting is growing in popularity in the recruiting space due to its flexibility, convenience, and versatility.

If your team is thinking about implementing Text Recruiting in your talent acquisition strategy but hasn’t quite committed to it yet, here are some benefits you can consider.

What is Text Recruiting?

Text Recruiting leverages text messages to communicate with job candidates before, during, and after the hiring process. Text message recruiting can be utilized in many different steps of the hiring pipeline. This includes candidate outreach, screening, interview scheduling, follow-up, and re-engagement.

The time these processes take is dramatically reduced when you make the switch to text-based hiring, especially when implementing a chatbot.

What are the pros and cons of texting?

While the benefits definitely outweigh the negatives, your team should still consider both pros and cons of using text in your recruiting strategy.

Pros of texting

It speeds up your hiring process

Text Recruiting uses automation at stages that don’t require a candidate to recruiter interaction. This means screening, interview scheduling, follow-ups, and more can be handled by a chatbot in lieu of a recruiter — resulting in a lot of saved time that your team can use for more important touchpoints.

It improves the candidate experience with faster communication

Instead of making a phone call or sending an email — both of which candidates can miss or overlook — texting provides a fast and easy way to stay in touch with candidates. As a result, you’re creating a positive candidate experience and showing that you respect job seekers’ time.

It makes a good impression on your organization

With SMS Recruiting, your organization will appear more approachable and communicative, which leaves a great first impression on top talent. Even if you don’t end up hiring a particular candidate, they can still speak positively about their experience interacting with your brand. In the future, it may be easier to re-engage these candidates if they know how efficient your recruiting process is.

Cons of texting

Email is still important

Text Recruiting can make your recruitment process more efficient, but it can’t and won’t entirely replace email. Email is still necessary for exchanging important data, such as legal documents or other sensitive data that may not be appropriate or secure over text.

Not everyone texts

While most Americans do own a mobile device and text on a daily basis, there is still a minority that is unfamiliar with texting. This could affect your response rates, as these potential candidates don’t check their messages as often. Therefore, it’s important to be mindful of your audience and tailor your recruitment strategy based on whom you’re trying to reach.

It’s another channel to manage

Depending on your other current communication channels, adding in an additional SMS channel may affect your team’s ability to organize and stay on top of every candidate profile. If this is of concern, discuss how you should go about using text recruiting software in an efficient and effective way. Many recruiting software companies integrate with your current applicant tracking system, so you don’t have to manually create or update your candidates’ profiles.

Why should recruiters use Text Messaging?

1) Texting is fast

Texting is fast and simple — and candidates appreciate that. Not all job seekers are at their desk all day long, scrolling through endless job listings and checking their email — they have other things to do too! As a recruiter, responding in a timely manner is your way of saying that you value and respect their time.

Make it easier and more convenient for your candidates by providing them with an on-the-go communication platform, where they can find their dream job at the tip of their fingers.

2) Texting is personal, customizable, and versatile

Whether you’re targeting millennials or other generations of candidates, recruiting text messages can easily be tailored to your audience. Emojis can even be added to your text campaigns to showcase your employer brand and tone.

3) Pre-screen and schedule candidates with ease

Recruiters can pre-screen and schedule interviews with candidates using a text message chatbot — enabling candidates to jumpstart their job application process at any time, and from anywhere. You can also set interview reminders, and answer any questions in real-time. These processes can also be used at virtual job fairs, serving the same purpose.

Automation saves recruiters a massive amount of time, as they will have a fraction of the resumes to look through, and most of them will be viable candidates. Not only that, implementing a chatbot provides constant response times around the clock, enhancing the candidate experience.

XOR Text Recruiting offers a variety of platforms that recruiters can use to screen and schedule candidates such as Facebook Messenger, Linkedin, WhatsApp, and more.

4) Onboard new employees quickly

Recruiters can also use SMS to speed up the onboarding process by sending out texts to new hires, reminding and informing them of any important information they may need to know for their new job. This could include your company location, business hours, phone number, or required documents.

5) The results are measurable

Text recruiting is effective because of its quantifiable results. Using SMS software, you can track your text campaign performances and build reports based on the number of successful hires, candidate drop-offs, and other relevant components. The results can be analyzed and used to improve your recruiting strategy for the future.

6) Text Recruiting is scalable

Whether you’re a small or large business, SMS recruitment can help you meet your hiring goals. Recruiters can choose to send out multiple text message workflows promoting either different or the same job listings. They can also create text message campaigns, and reengage passive candidates.

As you continue to grow and develop your talent acquisition strategy, you have a flexible tool that can be adjusted to meet your current business needs.

Who should be using Text Recruiting?

All small, medium and large businesses of any industry can make use of Text Recruiting.

If you’re a small to medium business, your team can use text recruiting software to automate some or all stages of the hiring process.

If you’re a large business, mass texting can definitely help you with your high-volume recruiting.

Many industries benefit from using XOR’s Text Recruiting solutions including retail, staffing, healthcare, and more.

Check out the case studies here.

Takeaway

Text Recruiting is beneficial for both recruiters and candidates in many ways. It offers multiple features that help recruiting teams promote job openings and hire top talent within less time — while making candidates feel respected and valued.

If you’re convinced Text Recruiting can be of value to your recruiting strategy, schedule a demo with us — we’d love to show you how we can help you achieve your hiring goals!

Tags: Text Recruiting