We all are aware of the fact that it’s not an easy job for companies to find the right employees that are the perfect fit for the company’s culture. HR managers and recruiters have a tough time finding the right candidates for sure.
Is it possible that recruitment chatbots using conversational AI save the day?
Recruiting the right talent is one of the most challenging tasks for recruiters. To find the right candidates, they have to go through the process of:
- planning and creating the content that will be attractive and engaging enough
- creating a strategy to attract passive candidates (that may be hired somewhere else)
- doing follow-up actions to make sure their recruitment strategy is implemented in the right way
Recruitment chatbot saves the day!
In one of the latest reports, Deloitte covered a use case of a multinational bank struggling to optimize the workload of hundreds of agent service agents, who are supporting the process of HR management. Deloitte helped their client to introduce an HR chatbot to meet the bank’s need for HR automation, and the results are the following:
- HR chatbots helped to cut the answering time by 50%
- the bank received an opportunity to cut expenses due to increased accuracy, standardization of the process - and reduced exceptions
- chatbots minimized the complexity of managing onshore and offshore operations
- they helped bank’s agents to maintain 24/7 coverage
HR chatbots were also put to perform recruitment tasks, such as scheduling interviews and screening candidate applications. The result is the growth of employee productivity and satisfaction by 60%. Let’s take a look at recruitment chatbots from a few different perspectives, dwelling more on their perks and avoidable pitfalls.
1. Navigating candidates by answering queries
It’s a fact that users prefer contacting the brands using social media platforms. Research conducted by Smart Insights has shown that 63% of consumers expect companies to respond to queries on social media, while 90% have already interacted with brands on social media platforms.
Answering recruitment-related questions are one of the HR team’s daily tasks. However, the recruitment process can get too competitive and time-consuming, thus not leaving an opportunity to respond to these questions. All things mentioned, pushed Mariott to introduce the first recruitment chatbot back in 2017. The chatbot was set up on their official Facebook page and helped answer the following queries:
- Do you have event manager job openings in New York?
- Do you have restaurant manager job openings in Chicago?
- How to contact the recruiter?
- How many brands does Mariott own?
- What are Mariott’s corporate values?
If you take a closer look at these queries, you will see three main characteristics that help these chatbots navigate and select the right candidates:
- specific job position
- fitness of a candidate to the corporate values
Mr. Rodriguez says that most of their job openings are for low-level positions, and their chatbot helps them process thousands of queries a day, leaving no question unanswered.
2) Screening the applications to find the right fit
One of the biggest HR challenges is finding the right candidate for a job when the competition is very high. Recruitments usually receive hundreds of applications for each position available, making it hard to devote enough attention to each of them. To resolve this issue, Merill introduced a recruitment chatbot that can perform all the tasks of the screening process during recruitment. Besides answering questions about corporate values, policies, their recruitment chatbots present a kind of a pre-interview process with all the applicants, interested in working for Merill.
One more benefit of this chatbot is also the fact that it helps the candidates find the position available that is the right fit for their profile just by asking them a set of simple questions about their education, previous experiences, and location and native language.
3) Ability to register emotions
As chatbots are designed based on machine learning, there’s an assumption that they can provide just the answers to the simple questions. That’s far away from the truth. In the recruitment case, it’s common that applicants express their strong desire towards working at particular positions in some companies. Today’s bots are programmed to register emotions and process highly complex queries. The great ability of chatbots deployment, we can create one on more platforms starting from Messenger, Whatsapp, Viber, Slack, We chat and you name it!
4) Breaking language barriers
Slang, jargon, a variety of communication styles – all this can be processed by a recruitment chatbot. The best bots out there have conversational flows that feel natural and human-like. Twists and turns characterize human conversations. So if we are creating the bot to process the complicated task and complex inputs, we need to make sure the dialogue feels natural. It’s easier for users to feel comfortable, and in that case, they are able to disclose more information that may be relevant for us.
5) Safety and data security
Since AI and machine learning are still evolving, they also carry concerns regarding malicious attacks and data leaks. Recruitment chatbots collect a lot of personal data from applicants, starting with their name, location, and ending with their biographical information. There’s always a threat to digital privacy from hackers. Another possibility is chatbots may also be the target of fraudulent job candidates, who may be hackers in disguise trying to obtain personal data that chatbots may carry illegally.
Advanced chatbots are resolving these concerns by enforcing the highest enterprise standards for performance and security.
Are you ready to try out a recruitment chatbot? With the possibilities of conversational AI and the opportunities which machine learning brings along, businesses can get on the whole other level of innovation. Recruitment chatbots can be an excellent help for HR managers in terms of dealing with basic recruitment tasks. They can answer the most popular queries and help both sides, the candidates, and HR teams. They provide fast answers to applicants and help HR save time and deal with more complex tasks.