Anyone in talent acquisition understands that applicants want to be communicated with.
The stats on this are everywhere:
CareerBuilder found 84% of applicants expect some type of email response early in the hiring process.
Software Advice found the top requests of job seekers were:
Notification if passed over
Timeline of hiring process
Human contact after application
Timeliness of replies
Unsurprisingly, 4 of the top 5 aspects that candidates want improved involve better communication.
So why don’t we communicate better? Time.
We’re managing too many open requisitions and have too much on our plate and only a certain number of hours in the day. Continue reading
With the rise of chatbots, conversational recruiting has become the hottest strategy in talent acquisition.
A recent demonstration of Google’s Assistant scheduling a haircut blew people’s minds and hints at the intriguing future of what conversational recruiting could look like.
Conversational recruiting is defined as attracting, qualifying, and engaging candidates with real-time, continuous one-on-one messaging. These conversations are flexible and take place where candidates already are: on mobile, social media, and messaging apps.
Already common in sales and marketing, conversational commerce is the adoption of real-time messaging with people, brands, products, and services.
The technological advancement that enabled conversational commerce to happen was the merging artificial intelligence with everyday consumer interactions. Continue reading
You’ve heard it over again: recruiting is now candidate-driven and talent pools are only getting tighter.
So what’s a resource-strapped recruiter to do? Arm yourself with the latest data on what candidates want, of course.
Indeed recently surveyed 2500 employees and here are the top 4 recruiting insights from their research. Watch our video summarizing the data below:
Candidate insight #1: Money isn’t everything
Indeed found only 12% of employees surveyed cited salary as an important factor in their job.
Not only that, although many reported feeling underpaid, 55% stated they would consider turning down a pay rise if it meant a work environment they disliked or working with employees they didn’t get along with. Continue reading
If you work in a tech-driven atmosphere, time to hire is still important, even increasingly so. A lot of tech organizational planning is based on road maps and sprints with sequential budgets (e.g., Project A must be finished before Project B can commence).
If this how you’re doing planning and budgeting, speed in hiring is crucial. You need to get the right people – and fast. This means thinking really strategically about remote workers, salary bands, how to source effectively, and everything else that would go into a quality hire discussion.
But there’s another school of thought, embraced by people such as Malcolm Gladwell, that recruiters have too much of a focus on speed, and should slow down and think more about what they actually need. Continue reading
Recently, we conducted our first recruiting Q&A with Marija Vukic, VP of Talent Management at Diply. Learn how Marija, armed with a small team and an arsenal of recruiting tools:
creates an outstanding and brand-consistent candidate experience
her thoughts on recruiting AI and chatbots
her predictions for recruiting in 2018
Optimize Your Hiring Using AI Continue reading
Despite so many technological evolutions in recruiting, it appears candidate experience isn’t actually improving that much.
For example, 60% of candidates have had a bad candidate experience, and 65% have never heard once about the status of their application. 72% of hiring managers feel they provide clear job descriptions, but only 36% of candidates feel the same.
We have tons of research and ideas out there on candidate experience, we’ve also written about it.
The information, processes, and best practices are out there but organizations, hiring managers, and recruiting teams aren’t getting it right.
Why would this be? Continue reading
There’s an increasing body of research that shows human beings don’t use our time all that well, including this study on how judges schedule their time.
One of the key findings of this research is:
“For knowledge workers and managerial positions, there is evidence from time diaries that all sorts of workers schedule their workflow ineffectively, in the sense that they tend to jump from one task to another too frequently.
They spread themselves thin, and then they achieve less than they would if they worked on something until completion.”
If you’re reading this, you’re likely in recruiting, sourcing, or talent acquisition. Continue reading
Recently, I read an amazing HROS case study by Johnny Sanchez, Head of Recruiting & Onboarding at Hot Topic, on how he and his team completely transformed their onboarding process. One detail that stuck out to me on how he did it was by “surveying hires over the previous six months.”
With all the attention being paid to improving candidate experience, one obvious strategy should be top of mind: are you collecting feedback from your actual candidates?
Here are 3 effective ways you can collect feedback to improve your candidate experience.
1. Using a chatbot as a candidate feedback tool
Sutherland, an IT service provider, built its own chatbot, Tasha, as a communication tool for their candidates. Continue reading
According to Korn Ferry’s data, 63% of talent acquisition professionals report AI has changed how recruiting is conducted in their organization.
A big part of this recruiting AI is the chatbot.
A chatbot is defined as “a computer program designed to stimulate conversation with human users.” Although the chatbot is a relatively recent innovation in the recruiting context, chatbots have been used for years in customer service and as virtual personal assistants. Hello, Alexa!
Have you used a chatbot?
Maybe, I don’t know if he/she was human or a bot.
Drift, a leading marketing chat software (both people and bots), recently conducted a survey along with SurveyMonkey, Salesforce, and myclever on how chatbots are changing the online experience. Continue reading
Gartner predicts that we’re going to have more conversations with chatbots than our spouse by 2020, just two short years away.
Chatbots are rapidly being embraced by organizations to fulfil time-consuming or repetitive administrative tasks.
One main reason is because chatbots have the potential to reduce business costs by more than $8 billion by 2022 according to Juniper Research. The other advantage of chatbots is their flexibility as they can be used over text and messaging apps, email, and through your company’s website.
Chatbots are already making a splash in HR, especially in recruiting. Organizations such as the U.S. Army, Georgia State University, and Sutherland are already using their own homegrown chatbots for their recruiting function. Continue reading