Throughout the history of the corporate world, recruitment has always been a challenge. Time and time again though, a solution has been found and companies have found a way to source and attract the right talent for them.
However, in the last few years, financial constraints, increasing expectations and a competitive labor market has signalled a need for recruitment to once again reinvent itself. Improvements in technology and artificial intelligence suggest that recruitment with chatbots could be the key to 21st century recruitment. But first, let us establish what exactly is going wrong with today’s recruitment:
1. Not addressing the candidate journey
Just like sales and marketing’s success relies on addressing the buyer’s journey, a recruiter must take account of the candidate’s journey. From a company’s perspective, there are thousands of other companies competing for the same talent and this means that if a company wants to secure the top talent, it needs to to provide them with a tailored candidate journey. Whether a candidate is either actively or passively searching for openings, you need to proactively communicate with them and offer them things they may be looking for. Today, companies are not doing this.
2. Not Engaging candidates meaningfully
Creating personal engagement from the start of the recruitment process has always been difficult. Automated emails that are blatantly sent to every single candidate means that companies fail to fine tune their responses to give candidates a great feeling about their company. Fully understanding the candidate you require, the goals and aspiration for the role, then making targeted content to this will get the right candidates in from the very beginning.
The key then is to understand who they are, they’re background and tailoring communications to them – this will inspire a better candidate relationship. Although this seems incredibly difficult to do, a little personalised engagement right at the beginning of the process will go a long way to understanding the candidates needs.
Winning over candidates and creating good advocacy for your company really can hinge on how important they feel to you as a recruiter; regardless of if they get the job in the end. However, the time and energy it will take to build this type of close relationship with each candidate who comes into contact with your hiring process, is exhausting even just to think about.
3. A Need for End to End Engagement
One of the key findings from studies on candidate experience and satisfaction throughout recruitment processes is that they feel better relationships are formed when they get honesty, real feedback and consistency. A competitive labor market simply means that companies have no time to do this. This type of 360 communication ensures positive relationships with candidates, which is great for your brand advocacy, and also for having a rich talent pool of highly engaged candidates. Without it, candidates are unengaged and will not be attracted to work for you.
The question is how to do all of this successfully without overheating your recruitment team. The answer is with chatbots.
In short, chatbots are a software using AI to respond to users on a messaging interface and they will be the key for managing recruitment in the future. AI and robots managing recruitment? I must be crazy right.
The truth is 58% of candidates are comfortable interacting with AI and recruitment chatbots in the early stages of the application process, opening up time and resources for recruiters to spend in the more important later application stages. Chatbots and AI should not replace a recruiter, rather they should complement and advance the capabilities of a recruiter. Technology in HR is changing the way candidates, and organisations communicate and interact with each other. It is time to adapt.
With chatbots, you can manage and build the important relationships and engagement mentioned earlier. You can teach the chatbot all that it needs to know so that it can serve potential candidates instantly and provide them with a fantastic user experience. One thing recruiters hate is to provide the hard and negative news to candidates. With chatbots, this is easy. Chatbots allow applications to be updated on the overall progress of the application constantly, meaning that recruiters do not have to worry about maintaining the relationship.
Chatbots work 24/7 meaning that your candidates can communicate with you constantly and speaking to a chatbot is way more efficient than going back to emails and phone calls. Finally chatbot could collect analytics and filter candidates based on the skills and attributes it asks about and rank candidates based on your specific requirements. The potential for chatbots in recruitment is huge and must be harnessed. Below we highlight 2 great use cases for a recruitment chatbot.
Candidates want to know all about the job, company and requirements before they apply for a job. I am sure you already how frustrating it is to look for your answers on an FAQ page. Chatbots change this completely. They can respond to users in a user friendly way if it doesn’t know the answer, direct you to the right person or contact details and keep you happy throughout the experience. Talking to a chatbot can be seen as a less intimidating experience than talking to an actual recruiter. If you feel more comfortable you can be yourself and stay more relaxed.
In a time where data drives all decisions, your chatbot should be linked to a platform that can collect vital analytics. Imagine many of your potential candidates asking the chatbot if your company has a graduate program, to which the chatbot defaults to a fallback such as “Sorry I do not know if we have a graduate program, please contact our careers team”. A platform that allows you to tag how many times a particular question has been asked can tell you what candidates want and are looking for.
66% of candidates are comfortable with AI and chatbots taking care of interview scheduling, initial questions on skills and attributes and preparation. Early stages of recruitment are generally systematic, repetitive and focused on collecting information on candidates. Using chatbots at the early stages, and automating social recruiting, is the perfect answer to spend less time at the start of the recruitment funnel and more time at the end when you have highly qualified candidates to choose between.
A platform that lets you collect analytics on candidates can save your recruiters a lot of time. By ranking candidates on the skills and attributes based on your specific requirements, you can easily ensure that you are only left with suitable and talented candidates at later and more important stages. With our platform, users can seamlessly switch between AI and humans.
As the corporate world has evolved, recruitment needs to once again reinvent itself. It is not a secret that companies find it difficult to create a connection with every applicant. This is something a chatbot can do effectively. Chatbots help an organisation reach a large number of candidates in a short period on any device and at any time, saving both time and money. Organisations are gearing up to use AI in their future recruiting processes. It’s time for you to take part in this exciting reinvention with recruitment chatbots.
Are you curious to hear more about chatbots? We’d gladly help you discover what chatbots can do for business.
Hong Kong based company specialized in developing AI-powered Chatbot solutions.