5 Ways Chatbots Attract Passive Candidates

5 Ways Chatbots Attract Passive Candidates

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5 Ways Chatbots Attract Passive Candidates

Kaya Payseno
Aug 23, 2018 9:32:56 PM

Sometimes the “human touch” is not all it’s cracked up to be. Learn why passive candidates actually prefer to interact with bots, at least at first.

82% of candidates say their ideal recruiting experience is a mixture of recruiter interaction and innovative technology. Humans are great and all, but for a passive candidate who’s curious about, but not actively looking for, a job, talking to a recruiter may seem like too big a leap. Chatbots bridge the gap between interest and application by providing on-demand information.

It’s estimated that 65% of resumes submitted via applicant tracking systems are ignored. Can #Chatbots help employers better manage applications? Tweet This!

The following are five ways your company can demonstrate a value proposition to passive candidates before they even talk to an IRL recruiter.

  1. Be there when they need you: Passive candidates, who are open to a new opportunity – but only a really good one – benefit from the ability to ask questions of your bot anytime. When Deutsche Telekom experimented with a recruiting chatbot for a year, they found that over half the time candidates interacted with their bot outside of working hours. Curious browsers asked questions you’d expect, like “What’s the salary?”, and ones you might not, like “Can I bring my dog to work?”… This kind of information that wouldn’t be on a job advertisement, but may entice a passive candidate to apply.
  2. Show you care about tech: Chatbots are a great way to showcase your employer brand. The mere presence of a bot asserts your company’s commitment to trying new tech. Since 2016, state-of-the-art technology has been more important to employees than even the design of the office or onsite amenities.That means showcasing sleek tech in your hiring process is great for attracting candidates.
  3. Highlight your employer brand: A chatbot character is a great way companies can show some personality early-on in recruiting process. Is your company a sassy Siri or more of an attentive Alexa? Either way, the personality of your tech is a great way to introduce applicants to your particular office vibes.
  4. No question left unanswered: There simply isn’t enough time in the day to respond to everyone. It’s estimated that 65% of resumes submitted via applicant tracking systems are ignored. To combat this, the American armed forces implemented a chatbot known as SGT STAR in 2006. Since that time, this bot has fielded 11 million questions – the equivelant workload of a 55 person recruiting team.
  5. Never Say Goodbye: Chatbots can also work in conjunction with your applicant tracking system (ATS) to re-engage past applicants from your talent pool. This is an especially valuable demographic as you know they are already interested in your business. Checking back in with these former candidates keeps your pipeline engaged, and boosts the applicant experience overall.

When you add AI into the mix, the possibilities for chatbots become even greater. Bots that use machine learning to learn from their interactions with your candidates can act as more of a live chat (which normally an instant message conversation with a human worker) than an interactive FAQ. A fact made more powerful when you realize that 48% of consumers would rather contact a company through live chat over any other medium.

Learn how recruiting chatbots help connect with passive candidates in this post from @kaya_payseno of @SmartRecruiters on the @XOR_ai blog: Tweet This!

Overall the chatbot industry is expected to grow by 35% between 2016 and 2020, by which time it’s predicted that 80% of businesses world wide will use these bots in some form or another. And banks even foresee automating 90% of their customer interactions through using bot assistants in lieu of human customer service reps.

It’s important to acknowledge however, that for recruiting, the point of chatbots isn’t to replace humans, rather to automate mundane tasks so you can focus on building meaningful relationships with the right candidates. So why not take advantage of this tireless assistant? You could do great things together!

Tags: Recruitment

Ensuring a Great Candidate Experience in High-Volume Recruiting

Ensuring a Great Candidate Experience in High-Volume Recruiting

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Ensuring a Great Candidate Experience in High-Volume Recruiting

Aida Fazylova
Sep 10, 2018 6:32:39 PM

As of recent, the term “Candidate Experience” has become a bit of a buzzword in the wonderful world of HR. After all, it’s a candidate’s world, and we’re just working in it. As we see the job market shift in the candidate’s favor, we, as employers, need to dive deep into our recruiting process to make sure that they are enjoying their experience with the company from the very beginning.

Although this doesn’t seem like such a hard task when you’re hiring a couple new hires a month, this task is daunting when you’re looking to hire in mass. Lucky for you, we’ve gathered a few of our favorite tips on how to ensure a great candidate experience in high-volume recruiting.

If You Build It, They Will Come

It’s no secret — candidates talk. But do you know what are they saying about your company’s recruitment process? Build a Candidate Experience worthy of praise by keeping it simple, leaving communication open and being transparent. When your new candidates leave your office, they’ll share the positivity they felt throughout your experience. If you create this for one, you can replicate if for many.

It’s no secret — candidates talk. Be sure they’re talking about your great high-volume #CandidateExperience with these tips from @XOR_ai:Tweet this!

Automate, Automate, Automate

Automation is key to a quick and easy recruiting process. This is especially true in a high-volume recruiting situation.

Without automation, your Human Resources department is sifting through hundreds of candidates’ resumes, constantly emailing and calling applicants trying to decide if they should come in for an interview and sitting through interview after interview looking for the perfect fit. Although we like to think that HR departments are filled with superheroes, these hard workers are not invincible.

In a high-volume situation, even the best of the best are sure to feel a bit burnt out. By automating the repetitive tasks, you can save your employee’s energy for the important human aspects of the recruiting process. Plus, by using a consistent process, you can evaluate your candidates with less personal bias and identify points of potential pain for candidates.

Keep It Personal

Automation is one heck of a game-changer, especially when hiring applicants in mass. By using the same exact process for each prospect, you’re able to see your candidates on a level playing field. This ultimately makes your hiring choice easier than if you asked each candidate different questions.

Although we firmly believe that automation saves time, cuts costs and maintains consistency, there is one step in the recruitment process that should be personal — the offer. Keep your Candidate Experience going strong by creating an exciting, easy to read offer specific to each candidate.

Ask and You Shall Receive

With the Candidate Experience playing such a big role in recruiting and hiring, be sure to take notes on what candidates are raving about and what candidates could do without. Send an automated survey to all of your candidates, those you choose to extend an offer to and those you sent a rejection letter to, to gauge the positives and negatives in your process.

#Hiring in mass doesn’t have to be a mess! Check out these tips from @XOR_ai on how to ensure a great #CandidateExperience during high-volume hiring:Tweet This!

Keep this anonymous to ensure accurate results. Take these notes to heart as these are the individuals who have been through your process on the candidate side, not the employer side. If possible, implement their suggested changes to help your company improve.

High-volume recruiting comes with pressure. You’re looking for the very best talent with one big catch — you need them in mass. The pressure is certainly on during high-volume recruiting situations, and your HR department can feel it without having to worry about the impacts of the Candidate Experience.

Leave the experience to AI when you reduce the stress of high-volume recruiting by implementing XOR into your recruitment mix. Experience the XOR difference first hand when you automate the mindless time-consuming tasks that come with hiring top talent in multitude.

Tags: AI, Recruitment

High-Volume Recruiting: Yesterday, Today and Tomorrow

High-Volume Recruiting: Yesterday, Today and Tomorrow

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High-Volume Recruiting: Yesterday, Today and Tomorrow

Aida Fazylova
Sep 14, 2018 9:11:57 PM

Before the interference of technology, recruiting used to be much “simpler.” Simpler in that there weren’t a ton of choices in technology, tools or tactics, so employers used all the same or only slightly varied approaches.

Today, with an inundated HR tech space and a multitude of emerging best practices, things have gotten a little more complex. This is especially true for high-volume recruitment where hiring teams feel a pressure to find more efficiency and produce better results. Of course, the real challenge is staying ahead of the game.

48% of job seekers think #mobile applications will be the most common way to find a job by 2020. Are you ready for the new normal #JobSearch? @XOR_aiTweet This!

What direction is high-volume recruiting going and how will your strategy have to change to stay current? Let’s start by reviewing the past…

Yesterday’s Recruiting Methods

When it comes to old-school recruiting, most people think of classified ads, paper applications and faxed resumes. In the past, recruiters mostly needed to focus on being where active job seekers were. Placement in the Sunday newspaper would surely mean an influx in resumes and potential hires.

Always a people-focused business, recruiters networked, took business cards and depended on rolodexes. The phrase, “filing a resume away for the future” literally meant placing a document into a folder within a filing cabinet for another opening. That was the approach because the tech available and chosen was usually the telephone and in-person meetings.

The push for more and better talent wasn’t as fierce then. Both the silent generation and baby boomers were keen on staying with organizations for the long haul. It wasn’t uncommon for employees of those years to remain with a company for decades, potentially the entirety of their career. Then, hiring a candidate could mean hiring an employee for 30 or 40 years.

Today’s Complex Recruiting Space

Today though, candidates are moving positions at faster rates, fielding competitive employment packages and moving up the ladder by changing companies and industries. In the U.S., unemployment has hit an all-time low. The U.S. Labor Department reported in March 2018 that there were 6.6 million job openings and 6.6 million Americans actively looking for roles. Everyone from jobseeker to passive candidate is watching tons of potential jobs come available.

Candidates are in the driver seat, looking only when eager to move up or on and demanding better experiences during recruitment. In fact, 78% of candidates believe that the recruitment process experience is an indicator for how a company values their employees. Candidates do not brush off low to no communication anymore. If an employer doesn’t provide application or hiring process updates, it not only lowers reapplication rates, it affects the chances of connecting with that candidate’s network.High-volume #recruiters, we have good news: today’s candidates are welcoming your #automation. See how yesterday’s hiring will affect recruiting in the future! @XOR_aiTweet this!

To respond, recruiters have to work quickly and accurately. Skilled talent is sought after and there is no time to waste. Any inefficient or poor process could mean losing highly-qualified candidates to the competition. Technology has both provided answers to this challenge and created more obstacles. 

Automation through tools like applicant tracking systems help source talent before they apply, organizes applicant information for future reference and speeds up the entire process both internally and externally. In the past, automation might have been considered disingenuous, but now, candidates expect immediate confirmation and welcome bulk replies…especially if the alternative is no reply at all.

Tomorrow’s Candidate-Focused Recruitment

Candidates live in a mobile world and want their job search and application to match. Glassdoor found that 89% of job seekers see their mobile device as an important job search tool and 48% believe it will be the most common way to find a job by 2020.

And with the emergence and popularity of smart home devices, people are growing even more comfortable with tech intervention. This has long included consumer purchases with 48% of consumers preferring live chat conversations over other avenues, but has also translated to their professional search.

Above all, candidates will expect better and more on-demand communication. One study found 60% of candidates say better communication throughout and after the application process would make an impact on their overall feeling of the employer. Tech like effective recruitment chatbots will offer a solution that won’t overwhelm hiring teams. High-volume recruiters will benefit most from this trend because acceptance of tech like chatbots and automation mean more efficiencies without jeopardizing the employer brand. In some cases and with the right tools, AI and automation adoption can improve the process.

The world of recruitment is ever-evolving and always improving. If you’re ready to take your high-volume recruiting to new levels, check out XOR, an AI chatbot that simplifies candidate sourcing and assessments while improving the overall candidate experience.

Tags: Automation, Recruitment

Building A Global High-Volume Recruiting Strategy

Building A Global High-Volume Recruiting Strategy

The Recruiting Intelligence Blog

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Building A Global High-Volume Recruiting Strategy

Aida Fazylova
Sep 17, 2018 9:21:15 PM

Creating a global high-volume recruitment strategy is tricky. On top of trying to fill a plethora of positions in what can sometimes seem like unrealistic deadlines, your recruiters are also working with different types of people, cultures and expectations. Although you’re sure to recognize the benefits that diversity can bring to the company, accounting for the differences of each geolocation is critical. To do that, we’ve gathered the best pointers on how to build a comprehensive, automated global high-volume recruitment strategy.

Even with the added stress and barriers present in global high-volume recruiting, it is important to search for the right fit. Use this tip and more from @XOR_ai when building your #recruiting strategy:Tweet This!

Address the Differences Within Your Markets

When hiring across the globe, you’ll find that candidates in each geolocation have different expectations for the process. In some countries, such as Japan, your candidates will be straight to the point and business-driven, but in countries such as Spain, your candidates will want to create a bond with you before diving deep into the business. Although these two countries are on opposite sides of the spectrum, your global high-volume recruitment strategy will have to account for both. It is important to know the mindset of the candidates within each of your markets when building your strategy. Address these cultural differences in briefs your HR department can read while working across the globe.

Find and Hire Efficiently

When it comes to global high-volume recruiting, automation is key. Process applications, review resumes and even schedule your interviews with AI technology before your HR department invests their time into the individual. If reallocating time to more important tasks isn’t enough of a reason for you to try AI, the extended reach should get you to dive on in. With AI tech, your recruiting staff will be able to communicate with your global audience. XOR is able to chat in 100+ languages for this exact reason. With AI, you’ll never miss out on a great candidate because of a language barrier. Plus, you can customize your AI technology to adjust for the cultural differences that you’ve identified in your different geolocations.

The Right Talent at the Right Time

With tight deadlines and a limited candidate pool, any recruiter in a global high-volume situation can testify that the challenges are real. For these high-pressure times, the HR department works diligently to put candidates in positions. But are they putting the right candidate in the right position? There is nothing more upsetting to these hard workers than to have to fill a position that they filled just a few months prior. Even with the added stress and barriers present in global high-volume recruiting, it is important to search for the right fit for each role. Use AI technology to pre-vet your candidates to guarantee that they’re qualified for the position they’re applying for. Better yet, check out XOR’s predictive analytics to see when your recruiting staff will be looking to fill that role next.

An automated global high-volume #recruitment strategy can save your #HR department time, your company money and help you recruit great qualified candidates. Find out how in @XOR_ai’s latest blog:Tweet This!

Audit Your Strategy

It’s certainly no secret that recruitment strategies are different than they were five years ago. As norms in recruiting evolves, so will your strategy. Evaluate what you’re doing and how it’s working in order to create a better experience for both your recruiters and your candidates. Follow current recruiting norms, stay up-to-date on technology and even try new processes when you see fit. Auditing your strategy yearly will save your company from being left behind.

An adaptive and automated global high-volume recruitment strategy can save your HR department time, your company money and help you recruit great, qualified candidates. Be sure to identify differences in your global market, use AI tech to automate repetitive processes and audit your strategy often. With these tips in hand, you’re sure to create a top-notch recruitment strategy.

With XOR, your company will save time and money, while also extending your reach. How does that sound to your global recruiters? That’s what we thought. Demo XOR’s 100+ language technology to communicate with candidates across the globe.

High-Volume Recruiting Problems Only RPOs Understand

High-Volume Recruiting Problems Only RPOs Understand

The Recruiting Intelligence Blog

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High-Volume Recruiting Problems Only RPOs Understand

Aida Fazylova
Sep 20, 2018 10:00:26 PM

High-volume recruiting is challenging even for the most experienced of talent acquisition pros. It combines the common talent acquisition troubles of building the right recruiting strategy, maintaining employer branding values and providing a great candidate experience with additional unique struggles. Things like candidate management and understanding the specifics of roles can be hard to scale, but hold just as much weight in reputation and engaging talent.High-volume #recruiting as an #RPO provides challenges few understand. Learn how one company overcame them all with this tech by their side:Tweet This!

For companies who provide recruitment process outsourcing (RPO), these issues are magnified. Organizations depend on the work of RPO to find talent while supporting a positive brand with candidates. It falls on the RPO provider to ensure those expectations are met without causing any additional strain to the employer.

Treading Reputational Lines

One of the biggest concerns of working with an RPO is the connotations “outsourcing” brings about. Anyone in the field can attest to the various concerns and hesitations many people have with the word and the practice. RPO is not a shady business where companies hand over valuable business operations to complete strangers all to save a penny.

Instead, it’s inviting an expert into your recruitment program to improve talent acquisition strategies or create more efficient hiring processes or simply to provide temporary help in moments of large hiring initiatives. Bridging the misunderstandings is still a huge challenge for those who work in RPO. You have to prove you not only don’t uphold negative hiring habits, but that you actually reinforce recruiting best practices.

That’s where high-volume recruiting can cause the most strain for RPOs. Internal talent acquisition teams can face struggles in presenting the right employer brand and culture to talent even when working within both. As an RPO, you are external working from the outside to understand the intricacies and provide an experience that is accurate and inviting.

Getting Immersed in Client Need

RPOs overcome those challenges by diving deep into a client’s need and expectations while observing the unique culture. A good RPO company will take in those elements and correlate them with best practices and the understanding that the right hire isn’t about meeting a long list of job reqs. Instead, it’s about seeing the employer as a living, breathing company who needs people who bring skills that are currently missing or will be necessary to future growth. Again, doing this at a high-volume scale is difficult for internal hiring teams, so it is multiplied for an RPO.

RPOs Depend on and Demand Good Tech

RPOs combine an overall solid understanding of talent acquisition as a practice with an expertise in immersing themselves within an organization. The RPO process demands and thrives on research and in-depth analysis to provide a fitting experience to the employer and candidates who are being hired. All this means a lot of programs, processes and automation.

The good news is RPOs have the ability to test and implement only the best technology for recruitment processes and structures. If you work as or in RPO, you can probably already imagine your top choice in sourcing, candidate management and so on. When your client doesn’t know what they need, it’s these tools that you recommend or prescribe. However, when it comes to high-volume recruitment, you need more than just a place to find potential talent and ways to manage their resumes.RPOs have to find talent while supporting a positive #EmployerBrand with their client’s candidates. Here’s how they overcome high-volume #recruiting challenges:Tweet This!

You need engagement. Something that provides a good experience to the individual, but at a greater scale. Often, an ATS or CRM can offer help to parts of this via automated emails and mobile capabilities, but how often does a candidate follow up before you have communicated updates? And how much of that follow up demands your valuable time and resources?

The Future of Positive Candidate Experience

This was a struggle IBS RPO met head on. As a modern outsourcing organization, IBS RPO wanted to give candidates the amazing experience they deserved, especially one that positively represented their client. IBS RPO leadership wanted something that made each candidate feel valued on an individual and personal level. However, they needed high-volume scale and wanted to reduce costs year over year.

They had worked with AI through audiobots and textbots and knew their candidates were comfortable using similar tools. They also knew many applicants weren’t comfortable making telephone calls. That’s why the company decided to implement XOR’s AI recruiting chatbot. XOR chatted with candidates, answering frequently asked questions and providing application processing updates. Meanwhile, the tool screened those individuals and their resumes to help IBS RPO recruiters better understand the talent as individuals. The results were phenomenal. IBS RPO improved the candidate experience and lowered administrative time and burden. Even more, IBS RPO was able collect analytics for future process improvements.

Do you work in or with an RPO and think a chatbot specialized for your unique high-volume recruiting challenges could help your process? Take a look at the full IBS RPO case study and explore XOR’s features.

Ready to learn more? Get the Complete How-To Guide on Recruitment Chatbots Here

Tags: Perfomance, Recruitment

Recruiting Trends You Need in Your Strategy

Recruiting Trends You Need in Your Strategy

The Recruiting Intelligence Blog

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Recruiting Trends You Need in Your Strategy

Nikolay Manolov
Oct 10, 2018 9:51:56 PM

It’s very clear to most recruiting professionals and those similar, that we are and have been in a candidate-driven market for a while now. Candidates today have many more options (sometimes better ones, too) when it comes to jobs than a few years ago. If recruitment professionals aren’t keeping pace with technology and candidate expectations, they are going to get left behind.

We’ve compiled some of the trends we believe are going to take us into 2019 and beyond. Some of these trends may seem obvious to you, but that doesn’t mean everyone has a strategy for each one. Take a look at the 4 trends below and come up with a plan to improve your recruitment process next year!

78% of talent and hiring managers say that #diversity is the top trend impacting how they hire: Tweet This!

Employer Branding

Employer branding has been talked about for some time now. Most are familiar with the concept — an employer brand is basically the employer’s reputation outside of the company. This is different than the corporate brand and value propositions.

According to Universum Global, to achieve a strong employer brand, a company needs to understand both the talent’s and company’s needs and wants. After gathering this information, the company can then begin to define its unique identity.

There are many pieces that go into an employer brand, but once you have defined your unique identity and have company-wide support, you can begin running campaigns to support this effort. This process will make your unique brand visible and attractive to top candidates so that your talent pool fills with promising candidates that are aligned with your company brand.

Diversity

Focusing on diversity is not an easy task within the recruitment realm. Finding diverse candidates seems to continually be a pain point for recruitment professionals, although most understand the importance. 78% of talent professionals and hiring managers say that diversity is the top trend impacting how they hire.

Some companies are already making pretty large strides when it comes to diversity hiring initiatives, but it’s definitely not easy. A way to fix this within your organization is to start by looking in different places than you normally do. This could mean finding niche job boards or connecting to STEM groups for women in your area.

Another side of the diversity discussion is how humans are naturally prone to bias against diverse candidates. One way of working towards eliminating this from your recruitment process is by implementing recruitment automation and AI into your process. As the AI combs through applicant demographic information, the tool can be programmed to defer from using this info to inform their decisions on the applicant. Removing this type of data can help develop a less biased recruiting strategy for the sake of increasing the diversity in your workforce.

Data-Driven Recruiting and HR Analytics

Using data-driven HR metrics is a recruitment trend that gives important insights on which pieces of your hiring strategy work well, and which ones need to be approved. Watching your HR analytics and using data-driven recruiting practices will allow for improvements into some of the most important hiring decisions such as time to hire, cost to hire and quality of hire.

Recruitment Automation powered by AI

Recruitment automation tools have been around for a while now, but not specifically with AI-power in them. This goes way beyond just the ATS or Recruitment Marketing Software, but instead powering these tools with artificial intelligence.Eliminate bias from your recruitment process by implementing #automation and #AI.Tweet This!

This recruitment technology powered by AI has significantly reduced the time in sourcing quality talent for recruiters. Recruiters who implement AI technology will ultimately increase their productivity because they spend less time on administrative work. This AI-powered tech will lead to better quality hires for the organization.

Recruitment is a dynamic and ever-changing field, taken over by new technologies and shifting candidate priorities. If you’re looking to take your recruitment process into the next year and beyond, start by taking a demo of XOR to see exactly how recruitment automation can benefit your processes.

Tags: Recruitment