ServiceNow recently announced the acquisition of Intellibot, a chatbot building platform with approximately 40 team members in India. From an HR chatbot perspective, I figured I could help unbundle what this means to HR leadership and the future of HR RPA.
In an article from UnleashChris Pope, ServiceNow’s Global VP of Innovation describes the future of HR and RPA (Robotic Process Automation).
I figured I’d use my whiteboard desk to draw out what this means to enterprise teams looking to implement HR Chatbots.
Here’s what it means to HR and IT teams looking to understand the investment.
Intellibot is a chatbot building framework, it competes against the DialogFlow, Watson, and Azure Chat services.
By purchasing Intellibot, ServiceNow is essentially buying a team of 40 engineers in India, as well as a chatbot authoring and NLP engine, that will allow them to connect to their client’s primary enterprise sources of records, like HRIS, HCM, ATS, Payroll, etc., which is often software companies like Oracle, Workday, SAP, and others.
Once ServiceNow integrates these disparate HR and IT solutions, employers will be able to extend their employee support with chatbots. Currently, most HR and IT Customer Support includes human agents and a knowledge base.
What this will allow midmarket and enterprise customers to do, is leverage the existing framework from ServiceNow, and their chatbot, to integrate transactions into conversational ai solutions.
The end goal is easy to understand… take the standard Frequently Asked Questions and a static knowledgebase, into a conversational AI chatbot solution available 24/7 that will tie directly into enterprise solutions like employee HCM data, something that might have taken a phone call to a Level II support person to accomplish.
This is definitely going to be interesting to watch how ServiceNow provides these integration points.
It could be a great opportunity, but there are risks, like all HR tech and especially enterprise functionality often leads to loads of customization.
So, the jury is out to see how deep ServiceNow can provide a service, or are enterprise teams better off building and owning it themselves?
Our CEO, Jonathan Duarte, just completed a Live Cast on LinkedIn, with Ben Eubanks, of Lighthouse Research & Advisory, one of the top HR Tech analysts.
We talked about recruiting automation, text messaging with candidates, building ‘ReEngagement” campaigns, re-engage with the candidates in your ATS, to fill your recruiting funnel with candidates who already know your brand.
About Ben Eubanks: Ben is a human capital management industry analyst helping companies and vendors with strategy, content, and more. He has worked as an influencer and analyst for more than ten years with seven of those in an independent capacity. His experience working as an in-the-trenches leader in the human resources field has provided a broad range of opportunities to lead HR in smaller organizations, government contracting firms, and the nonprofit sector. Ben’s hands have been in pretty much everything at some point: recruiting, benefits, training, employee relations, executive coaching, and the rest of the spectrum you run across in an HR shop.
Lighthouse Research & Advisory, is a modern analyst firm dedicated to setting the standard for excellence in talent acquisition and beyond. By providing compelling research and actionable insights for recruiters, hiring managers, and business leaders, our mission is to navigate the rapidly-changing tides of human capital management in order to support today’s talent advisors. From establishing frameworks for end-to-end recruitment marketing and high-powered CRM practices to illuminating the strategic impact of candidate experience and employer brand management, our goal is to chart a new course for talent acquisition.
Candidate Experience is a term being used quite a bit in talent acquisition and recruiting teams, but what exactly is a “candidate experience”?
What is Candidate Experience?
Candidate experience is the sum of interactions that an individual has with a company, or the company brand, where they might seek employment. These experiences might come from word of mouth referrals, search results from a job board, a couple of visits to the companies career site, good or bad mentions in social media, or from disgruntled candidates who applied and never received a response. Anyone of these interactions could be positive or negative for a company, but most companies don’t know what candidates think of them. In many cases, employers aren’t using tools for measuring candidate experience.
So Why does Candidate Experience matter, and why now?
Candidate experience matters because candidates have more employment options than ever before. With job aggregators and Google For Jobs posting nearly every job online, it’s common that online job boards are going to show not just your companies jobs, but your nearest competitors. I’d argue that prior to job aggregators and “All Jobs Everywhere”, candidate experience wasn’t as important, because there were fewer employment choices during the “Hidden Job Market” days. With more job options, candidates can look beyond just pay. They want to know more about hours, shifts, flexibility, PTO, company culture and of course working with companies they are attracted to or align with.
Candidates now have multiple ways to share their experience working at a company, or how they were treated during an interview. They have access to insider employee ratings through sites like Glassdoor, with CEO scores and employer benefits ratings.
To Understand your Candidate Experience, you have to understand your Recruiting Funnels.
Recruiting Funnels are the processes, or steps, or interactions, that occur between a potential employee and anyone that might influence a potential employee; including, the company’s brand reputation, career site, job descriptions, job application process, employer branding, interview scheduling, offer process, rejection process, and possibly onboarding.
While each department in your business might have its own recruiting process, there are often a lot of similarities. In smaller companies, the recruiting process is often left up to someone in human resources, a recruiter, or a hiring manager. In recruiting, many of the steps are manual, creating no consistency, and therefore producing inconsistent results. With inconsistent processes and no way to measure a candidate’s opinion, it’s impossible to know what’s working and what’s not.
In bigger companies, there’s often a handful of existing software solutions that don’t talk to each other but are required for recruiting and HR compliance. Are these technical issues causing candidates to drop out of the recruiting process? Is the process, from finding a job to applying, and hearing back from a recruiter, taking too long?
The typical Recruiting Funnel might start at job posting on a job board, with interested candidates then applying on the employer’s website.
When was the last time you searched for your own company’s jobs on Indeed or Google for Jobs, and tried to apply with the mindset of a candidate who has never seen your company before?
Whether you’re marketing on job boards like Indeed, or putting ads in a porta-potty, it’s important to understand every aspect of the candidate journey. How many clicks does it take to apply? How long does it take? Is the process easy to complete on a mobile phone?
From the initial first interactions to the completed application, the scheduling of an interview, to the uncomfortable rejection email”, what was the experience like for the candidate?
“If you can’t measure it, you can’t manage it.”
– Peter Drucker
If your Candidate experience isn’t up to par, what do you do?
If you think your candidate experience needs work, and that’s probably everyone, the first thing you have to do is document the process and the weaknesses, or problems. One way to measure how your candidates feel about the process is to survey them with a candidate experience survey.
If you want to improve something and get senior management to support your plan, you need to speak their language. In many cases, that means data and numbers. You’ll need to define the problem in measurable terms. You’ll need to measure the cost of fixing the problem and the return on investment. Creating an ROI for recruiting and fixing the candidate experience isn’t always going to be plain and simple, but there are ways. If you’re going to sell your idea to a VP of HR, or CFO, they want to see how you plan on tracking the results of the investment.
Consider an alternative, or “out-of-the-box” solutions, that can make it easier for candidates to apply, while integrating to your existing tech stack. Consider adding a text to applyrecruiting chatbot, that can pre-screen candidates. Look at your recruiting funnels for areas where you can introduce recruiting automation solutions, to remove manual tasks, or speed the hiring process.
The Economic Cost of a Bad Candidate Experience
A couple of years back the Director of TA at Virgin Media in the UK, released one of the first P&L effects of poor candidate experience on the overall companies bottom line. The negative impact of Virgin Media’s poor candidate experience was costing the company more money than the entire recruiting annual budget. After some exhaustive financial analysis, they could prove to the CEO and CFO that a bad candidate experience was actually costing the company money because those poorly treated applicants/customers were canceling their cable subscriptions.
Like most things, it does take time for companies to understand the problem, adopt solutions and then create and manage solutions to institutionalize change to the new normal.
Benchmark your Candidate Experience against the Best.
The CandE awards started out of the passion of some of our industries’ most thoughtful leaders, like @GerryCrispin,@ElaineOrler, and @KevinGrossmanwith the intention of measuring candidate experience and understanding companies who were tackling the problem head-on, and then making those best practices available for other TA teams to learn from and replicate.
Some of the tools used to measure candidate experience, include Survale, a survey tool, that helps survey candidates about their experience with the company and the recruiting process. While many recruiting teams know about Glassdoor ratings, it’s also important to note that there are lots of employee review sites, and companies like Ratedly, founded by long-time industry insider Joel Cheesman, (also a co-host of one of the best HR and Talent acquisition podcasts (Chad&Cheese) aggregate employer reviews from multiple sites, making it easier to track and manage.
No matter what tools you use, it is possible to document and measure your candidate experience. Only then, can you start making measurable improvements.
Over the summer, I was taking my high school daughter to band camp (@WilliamTincup – no comment), and found one of the best recruitment marketing ads I’ve seen in a very long time.
So, what do Port-a-Potties have to do with Recruitment Marketing and Employer Branding?
You’ll be surprised!
With US unemployment at a 50 year low, job seekers have lots of options, and talent acquisition leaders have to get creative and learn from their marketing colleagues.
What this means to the employers, of course, is that what worked last year and the year before, might not be working anymore. If you’re still having the same hiring problems you’ve had for the last 5 years, it might be time to start thinking creatively, or looking at new solutions.
And to do that, you have to think and act like your ideal candidates.
So back to the Port-a-Potties.
Well, after a long, yet beautiful drive in the Redwoods of the San Francisco Bay Area, I needed a bio break when we got there.
So, I headed over to the port-a-potty, and my wife tells me…
You won’t believe what’s in the port-a-potty!
Of course, I’m intrigued.
When I open that flimsy plastic door, and take a seat (if you dare), and then look up… I see this…
It’s a glorious “Now Hiring” sticker on the inside door of the door.
At first, I don’t know what to think.
“Holy Crap” (right?), that’s the weirdest thing ever. I’m kind of shocked.
I’m trying to make sense of it. Is this a good thing? Does it work? Is this good branding? Who are they trying to hire? What’s their target market?
And since I’m in the Thinker pose, sitting on the plastic throne, I start wondering about the campaign.
Who is United Site Services trying to hire?
Drivers, hourly workers, equipment technicians… the same people who are working at construction sites or delivering materials to construction sites. The same people who would be frequenting a port-a-potty! Bingo!
It’s Highly Targeted Recruitment Marketing Ad!
United Site Services is one of the largest construction services companies in the US. They rent and deliver construction equipment, including port-a-potties.
Placing stickers, on the inside of their hundreds of thousands of port-a-potties is cost-effective, highly-targeted, campaign. Additionally, their target market is probably sitting down, and has a moment to read! (Just saying…)
Kudos to the United Site Services team
They’ve done a great job of targeting their potential workforce. When you’re going to do something different, there will always be risk, and this was definitely a risky move.
Now, just because I think the target marketing is great, it doesn’t mean the entire campaign is great, though.
For a campaign to be great, it’s got to work. It’s got to generate qualified candidates to be a success.
This is a really important point for all talent acquisition leaders, recruitment marketers, recruitment ad agencies, recruiters, and employer branding individuals and team members.
In a tight employment economy, Rule #1 = Make it easy for candidates to apply!
Take a look at the ad again. It’s great!
It has a picture of someone doing the job. Check!
The “Now Hiring” text really stands out. Check!
They include benefits, in simple text. Check!
They highlight “Full Time/ Permanent Positions” (job security is probably really important for their workforce). Check!
But, what about the call-to-action?
Look way down at the bottom right-hand corner of the ad… in the smallest font on the entire ad:
Here’s a great, attractive ad, highly targeted, uniquely placed, but the call to action isn’t highlighted, and unfortunately, I don’t think it works.
It’s time to check the Candidate Experience and journey.
So, now, I pretend I’m a job seeker and follow the call to action.
I take out my phone and start typing away, while sitting on the plastic throne, trying to get to the career site.
Remember it’s also really small print, so I have to look up at the sticker, and then back to my phone. And then up to the sticker and down to my phone. I have to do this a couple of times, and finally, since I’ve know the brand “United Rentals”, I give up looking up and down, and simply start typing.
I type “careers.unitedrentals.com” Fail #1.
Ugh. After squinting and looking really hard because it’s one big run-on string of 30+ characters with no capitalization, I notice… Oh, it’s not “UnitedRentals” it’s “UnitedSiteServices”. They were probably one company and split into two brands, but I didn’t know that.
I type “careers.unitedsitesedvices.com” Fail #2.
What? Ugh!!! Damn it… I typed the letter “d” instead of “r”… start over again.
Remember, Rule #1 is Make it Easy for Candidates to Apply.
It’s the candidate experience that counts. If you don’t make it easy for the candidates to apply, they won’t. To understand the candidate journey you have to test it as exactly as possible. We can assume candidates aren’t going to the port-a-potty with their laptops, so we need to test the call to action on a mobile phone.
A little frustrated, I took a picture of the ad, and went back to the car.
I failed 5 times until I finally got to the career site.
By then, I was pretty frustrated. I can’t imagine what a job seeker would have though, but it’s probably not good.
Typing 30 characters in exact order, on a mobile phone is NOT easy.
As a result, instead of getting candidates excited about opportunities, my guess is many candidates got frustrated and never make it to the career site at all. And, if they did make it to the site, they were frustrated.
Once I do navigate to the career site. It’s great. It’s mobile-friendly, lots of info, and probably cost $100,000 or more to build and maintain.
TIP: Follow the actual candidate journey, as a candidate would. No short-cuts.
If your workforce is “mobile-first”, you have to give them an easy to use, mobile-first experience. A 30 character career site url isn’t easy for the mobile workforce. Neither is a 20 character url, or even 15 character url.
Another Super Important Fact:
91% of career site visitors leave without completing an application!
Think about that for a minute. Since the evolution of applicant tracking career sites, about 20 years ago, the “default candidate journey” has been to send candidates to your corporate career site.
At the time, that made a lot of sense. Candidates were plentiful. The ATS helped with compliance and workflow process for the recruiters. Employers could add videos and other content to encourage the right candidates to apply.
But, less than 1 in 10 visitors complete an application. (The average visitor to application conversion rate was 8.52%, per Jobvite and Appcast application surveys).
If you’re wondering how you can generate more qualified candidates, without increasing your recruitment marketing spend, this “90% Applicant Drop-off” is a great place to start looking.
If you’re sending candidates to your corporate career site, you’ll want to track your “Visitor to Application” rate. (The total numbers of unique visitors to your career site, divided by the number of unique completed applications? Google Analytics is free and most ATS or career site or CRM should support this.)
A lot of large companies spend $100,000+ on their “career site”, or “talent network”, making them look really pretty and engaging, but if you don’t know if more candidates are applying, and if your attracting the right candidates, ie (qualified applicants), maybe what you have isn’t working.
So, What can you do differently? Use a chat bot!
Instead of losing 91% of prospective candidates, what if you captured 90% of those mobile visitors?
What if you could captured their name, phone number, location, email address, as well as some pre-screening and qualification questions?
That could be transformational, not just another “tool”.
You could massively increase your candidate experience and engagement, while increasing the number of qualified applicants.
And, with the candidates in your chatbot, you can add recruitment automation, by automatically scheduling interviews for candidates that meet your qualifications, saving your recruiters and hiring managers from the multiple back and forth emails and phone calls, while adding those candidates to your existing ATS via an integration.
Instead of trying to recruit with a call-to-action that isn’t easy, and and a candidate journey that sends candidates to your career site, that fails to convert job seekers to applicants, 90% of the time, you could try something like the below.
Which campaign do you think would more qualified applicants?
The 30 character alphanumeric career site URL, or a simple and easy-to-use text messaging application?
So, while I think the United Site Services targeting and ad copy was amazing, unfortunately, like so many candidate journeys, the call-to-action and applicant tracking system apply process often kills what could have been a great campaign.
For more information about recruitment marketing, recruiting automation, chatbots, for career sites, or Apply-by-Text, please contact us, or request a demo.
Recruitment Automation is quickly coming to staffing firms, recruitment process outsourcing (RPOs), and corporate talent acquisition teams.
What is Recruiting Automation?
Let’s define Recruitment Automation as automating, or eliminating, human steps, or workflow processes within the recruiting process.
We’ve been automating recruiting for years, so what makes today’s automation different?
Over the last 20 years, we’ve been automating recruiting tasks like posting jobs to job boards, using email to reach candidates, etc. Prior to Indeed and mass job aggregation, most job postings were only visible on corporate career sites. The majority of the job postings never made it to job boards, because of the human cost on posting jobs. Job scraping and job distribution, and now predictive pay-per-click and pay-per-applicant tools from Job2Careers.com and AppCast.com have automated the ability to post jobs everywhere, and do it cost-effectively.
If you break down the recruiting process, Bill Boorman, suggests there are 88 individual steps required to hire someone. Many of those steps involve human steps that require significant training, follow-up, lots of attention to detail, and unfortunately… work. A recruiter, or hiring manager, needs to screen the inbound candidates, for basic requirements, and then reach out to them for an initial “pre-screen”, to find out if they are Qualified, Available, and Interested (QAI). For most recruiting organizations, this is where the problems start.
To get ahold of a candidate, recruiters have had two primary tools, a phone, and email. No one is picking up the phone these days, unless they know who it is.
And, emails aren’t being opened, read, or responded to. So, recruiters are sending more and more emails. Making more and more phone calls, just to keep up. They’re also losing candidates in the process because the recruiters can’t manage the flow of the data and conversations.
Messaging and Chatbots are leading the new Recruitment Automation
Contacting job seekers via email is simply getting tougher and tougher. Emails aren’t being opened (14% open rates and 2% click-through rates), whereas Text Messages are getting deliver 95% of the time, and responded to within minutes and hours, instead of days. Text Recruiting with job seekers and over sms messaging is by far the fastest way to get candidate responses and move candidates through the recruiting process.
If the above paints a dark picture, just remember, it can get even worse, because most candidates you want to recruit, are probably already working, which means they probably can’t have a call during their work hours. In the US, we’re currently at near “Full-employment”. Replacing turn-over candidates is becoming harder and harder, let alone, adding to the workforce.
These types of process changes, predominantly use chatbots and messaging platforms like Facebook Messenger, Text Messaging, and Web Chat, to communicate with candidates, while engaging and pre-screening them for their Qualifications, Availability, and Interest in the company.
Chatbots work 24/7, don’t require time off, and continue to learn as they respond to candidates using their existing smartphones, without the need to download another application.
Messaging is High-Touch, Personalized, and Private
If candidates are ready to leave their current employer, they have options, and companies need to act fast, and respond to candidates quickly if they want to interview and hire them. Dropping the ball, and not responding to candidates quickly enough, is going to become a bigger and bigger issue as the competitive nature for talent continues.
So, back to Recruiting Automation…
Tips for implementing Recruiting Automation in your business Today.
Here are some areas where you can implement some recruiting automation in your recruiting practices today:
Sending Text Messages to candidates. If you aren’t doing this yet, ask yourself why you and your organization aren’t doing this. It works. It’s proven. and your competitors already are doing it. Are you worried about how candidates will respond? Good. You should be. Take it slow. Make your text messages personal. Respond back to candidates quickly. And, use a tool desktop application like GoHire, that not only let’s you use a keyboard, to type faster, but also stores all your candidate conversations.
Add a Career site Chatbot to your career site. Candidates have options, so you need to make it easy for interested candidates to learn more about your company, the role, and your culture. Only 8.52% of your site visitors will apply for a job. Adding Web Chat to your career site is relatively inexpensive, and can increase your candidate flow by 100%. Essentially, allowing you to engage and convert 100% more candidates, then before web chat.
Add a Text Messaging Chatbot, or an Apply By Text chatbot as a way for candidates to engage your company. For instance, in the retail and hospitality fields, you can advertise Text “Jobs” to 415-980-1270, and let candidates engage with you, create profiles, answer pre-screening questions, and even set up a time for an interview, all from their smartphone and text messaging.
If you want to automate reach-outs to existing candidates, to ask some basic questions, pre-screen them, or see if they have specific skills needed for a role, Text Messaging with a Chatbot can help.
How it works: Using GoHire’s Text Messaging system, send the candidate a templated response
What if recruiters could spend more time with the highest-value candidates, while candidates could also get immediate responses, and even status updates on their application process.
What if candidates could ask questions of recruiters, 24/7, to learn more about the company, and the specific role they’re looking at.
What if candidates to quickly engage companies without having to fill out 20-40 “required fields”, just to learn more about a company, their culture, and the role?
These are not only possibilities, but they are already realities for some of the early adopters of Recruiting Automation.
The recruiting process is filled with manual, redundant, and time and sequence-dependent tasks that can be automated with a recruitment chatbot or recruiting automation. Adding a recruiting chatbot into your recruiting workflow can be very easy and very effective. Below are some recruitment chatbot examples and the beginnings of a recruitment chatbot case study to help you understand what makes the best chatbots for recruiting.
What are Recruitment Chatbots?
Recruitment chatbots, or virtual recruiting assistants, are computer software program that can perform tasks like engaging with candidates, pre-screening candidates, or automating interview scheduling, using multiple messaging channels, like text messaging, Facebook Messenger, and webchat.
These tasks can be voice requests, like asking Siri or Google Assistant to look up information, or can be a candidate responding to a job ad over text messaging.
Recruiting Chatbots can be deployed on multiple platforms; including, Facebook Messenger, SMS / Text Messaging, and web chat (and more).
What is Recruiting Automation?
Recruiting Automation is the process of studying the recruiting process steps required to hire an employee. Once the process is documented, the steps can be reviewed to determine which steps might be reorganized, removed, or automated, based on current needs and available technology and resources.
Below are several recruitment chatbot examples as well as companies using chatbots in recruitment and how they’re implementing automation. There are lots of different types of recruitment chatbots and how they can automate certain steps in the recruiting process.
What are the best chatbots for recruiting?
The best chatbots for recruiting are the ones that solve your specific recruiting process for your candidates, your specific company workflows, and integrate into your existing ATS and technical stack. In nearly all cases, chatbots are customizable, so the best chatbot for your recruiting process and your candidate experience is the one that can be configured for your recruiting needs.
Who are some companies using chatbots in recruitment?
More and more companies are starting to use chatbots in recruitment; from high-volume retail and restaurants to manufacturing, warehouse, trucking, staffing, and healthcare. Here are some examples:
1. Job Postings with an Apply By Text pre-screening text chatbot.
Over the last 10 years, most larger companies have posted jobs to job boards, with links to apply on a corporate career site. In most cases, 90% of the time, visitors don’t actually apply through this process. They visit the site and leave, without providing any contact info. Chatbots are changing this. With an SMS / Text Messaging chatbot candidates are encouraged to
Text “Jobs” to 415–980–1270
(The above is a live Text chatbot, that includes
Candidate Profile Creation, Pre-Screening, and Meeting scheduling)
This is a great tactic for Retail, Hospitality, and other part-time hourly positions. With near full-employment hiring managers need to make it easy for candidates to apply for positions. Typical in-store recruiting messaging sends candidates to the corporate career site to apply, where we know 90% of visitors leave without applying. With a Text Messaging based chatbot, candidates can start the recruiting process while onsite, by texting the companies chatbot. Candidates can enter their contact info, their desired location, answer pre-screening questions, and even schedule onsite interviews.
3. Candidate Pre-Screening
One of the largest time blocks involved in recruiting is screening candidates. Most of the time, recruiters confirm the candidates QAI, during a first-round pre-screening phone call. This isn’t scalable. Wouldn’t it be easier to just send a candidate a text message, that leads them through a pre-defined series short questions that pre-screens them for a role? Recruiters could literally send hundreds of these text messages in a couple of minutes, and literally get hundreds of responses in minutes, vs days, or weeks, with phone calls and emails.
4. Automated Message Sequences over Messaging, for quick responses
Text Messaging is by far, the most effective way of communicating with job seekers today. LinkedIn emails aren’t being read or responded to. The open rate for emails is below 14%. Meanwhile, candidates open text messages about 95% of the time and respond quickly. Usually in minutes vs hours or days. Recruiters often need to confirm details, appointments, or communicate quick questions or steps. Text messaging is great for this type of quick, short messages, and candidates love it too!
5. Interview Scheduling
Another major time-dependent task is interview scheduling. Simply calling candidates isn’t very effective anymore. Candidates aren’t answering calls from unrecognized phone numbers. Calling candidate in the middle of their current job is inconvenient, and playing the back and forth “what time works for you” is a miserable waste of time for everyone. Recruiting Chatbots are great at doing this like automated scheduling, making it easy for recruiters to invite candidates to schedule something on the recruiter, or stores recruiting calendar. Imagine a candidate goes through a pre-screening process, and at the end of the process, they are given the opportunity to schedule a pre-screening phone call or even a retail onsite meeting. Try the demo below, that’s exactly what it does.
6. Career Chat – Web chat for Candidate Engagement (Live Agent and Chatbot modes)
In the Jobvite 2017 Recruiting Funnel report, only 8.52% of career site visitors actually completed an application. That means that approximately 91% of candidates visited a career site and left without providing any contact information to contact them in the future. Career Chat, in either Live Agent, or chatbot modes, can engage candidates, answer questions, pre-screen candidates, build candidate profiles, and allow candidates to search for jobs and even schedule interview times. The engagement abilities of a web chat solution are almost limitless, and the conversion rates are far superior to most corporate career sites.
7. Facebook Careers Page Engagement
Facebook recruiting is becoming more and more popular. Facebook Groups and Facebook promoted posts are generating applicants for many employers. But, Once a candidate gets to your Facebook Careers Page, what are they supposed to do? With an automated Messenger Recruitment Chatbot, candidates can “Send a Message” to the Facebook page chatbot. The Messenger chatbot can then engage the candidate, ask for their profile information, show them open jobs, videos about working at your company, and even create Job Alerts, over Messenger.
8. Candidate Experience with FAQs
Candidate experience is becoming critical in today’s recruitment marketing. With near full-employment in many areas of the US, candidates more options than ever before. As such, Talent Acquisition leaders need to make it easy, simple, and engaging, during the candidate journey. Recruitment Chatbots can not only engage candidates in a Conversational exchange but can also answer recruiting FAQs, a barrier that stops many candidates from applying. With a recruiting web chat solution like Career Chat, candidates can learn more about the company and engage recruiters in Live Agent modes, or Chatbots in automated modes.
9. Job Fair Chatbot Registration & Reminders
Job Fairs or onsite recruiting events are becoming more and popular as a way to engage multiple candidates at once, interview them and even provide contingent offers onsite. The problem is generating interest, and then getting a candidate to show up. With a Text-based Job Fair Registration chatbot, employers can advertise their job fair on sites like CraigsList, using a call to action to “Text” your local chatbot phone number. Then, the job fair chatbot responds, registers the job seeker, and can then send automated upcoming reminders; including times, directions, and even the option to schedule a specific time to meet.
10. Job Alerts over Messaging
Recruitment Marketing Automation, for most companies, consists of sending automated job alerts via email. Email has an open rate of about 14% and email job alerts have a click-through rate of about 2% (based on statistics from GoJobs.com ). Messaging Job Alerts, however, gets 95% Open Rates and 21% clickthrus.
Messaging is killing email, especially for the part-time hourly workforce. Currently, 25% or more, of the US workforce either doesn’t have or doesn’t use email regularly, to communicate. This number is only getting bigger, as the Messaging-First workforce continues to grow.
11. Employer Branding Content Distribution over Messaging
Engaging the right candidates is becoming crucial for employee retention. Unfortunately, Employer Branding is often expensive and time-consuming because it entails building content (article, blog posts, employee interviews, videos, etc), and then marketing that content to your primary candidate pool. While many companies are doing great at building employer branding content and getting that content on their career site, how many candidates are seeing it? How trackable is branding content? With chatbots, it’s possible to send automated messages to your existing subscribers, with your latest blog posts, videos, etc. all over multiple messaging platforms.