How can AI chatbot help you with recruitment?

“Looking for good, reliable interns,” went my ad. More than three dozen people responded, and I went through a tedious process trying to screen them. 

Me: “Do you have experience?”

Them: “No.”

Me: “Why do you want this internship?”

Them: “I don’t know. You’re offering money, and I’m broke.”

Me: “What do you expect to get out of this?”

Them: “Money and a certificate.”

I wasn’t trying to recruit for the Avengers. Why was it so hard to find smart, motivated individuals? Forget the hard part; I spent hours looking for the right bunch of people.

Only if I had a bot doing it for me. That’s right. Bots. AI Chatbots can help you with recruitment.

Seems incredulous, doesn’t it?

Wait till you hear all the facts!

Chatbots can do what the HR does and faster

So say you’re a smaller company or a startup. You may not have as much manpower or the resources to hire an HR manager. What do you do then? Do it all by yourself? You could except you would have to take your eye off the ball and focus on sifting through numerous applicants.

Get a chatbot instead. It can help you with the initial screening process and save time while they’re at it. According to a SHRM study from 2016, the average cost per hire for companies is $4,129 and the average time it takes to fill a position is 42 days.

Lay-offs are a result of bad hiring and not so much because of the prevailing market conditions.

Chatbots can help you screen better.

Some of the parameters by which potential employees are judged include GPA, skill set, and relevant experience. Bots can be trained to assess their personality as well. Take Interact by Xiobin as an example. It’s the world’s first assessment platform. Candidates can take assessments prior to the interview. This can help employers weed out candidates that do not match their expectations.

While grades do matter, they aren’t the sole factor that an employee looks or should look for.

Chatbots can save you money.

I’m not trying to say this can save you travel expenses or the expense incurred during the recruitment process.

A survey by CareerBuilder found out that 41% of companies have lost at least $25,000 and 25% of companies have lost $50,000 all because of a bad hire.

Usually, a company has to go through tons of potential candidates in a single day. You can cut the thick tension in the interview area with a knife. Going through so many resumes in a day can leave room for human errors. Using a chatbot can save you a lot of effort, and you will only have to interview the people who make it through the final screening. That, can help you find the right candidate and save your company thousands.

Candidates have a better experience with chatbots.

Chatbots spells good news for candidates as well. They can take their time and answer questions. This takes out the whole ‘I’m so nervous’ emotion out of the equation.

As a recruiter, you will not have the time to send out a personalized email to every candidate that applies. After the first round of recruitment, candidates are often in the dark about their application. Chatbots can help to automate this process. They can be used to send personalized emails to everyone who applied bringing good or bad news for them. Not hearing back from a company can make candidates feel ignored. Zappos, a US retail giant, implemented TalentPitch in their hiring process. Zappos achieved 97%  candidate satisfaction.

Chatbots can inform candidates about work culture.

Forget the fancy PowerPoint presentations trying to schmooze candidates into joining your company. All you need is an AI powered chatbot. The bot can introduce candidates to the company that they are applying to in an interactive way. This saves you precious time and money. It even helps you to get the word out there and reaches more candidates. A great example of this is Mya, an HR chatbot. Mya answers questions about the company.

AI Chatbot can help you find past applicants faster.

How often have you wondered that you remember seeing a resume that you swear was the right for your current job opening? Try Textkernel. It is an AI powered bot that scrapes through past applicants profiles’ to find you the perfect candidate. Again, it saves you time. You don’t have to spend hours on LinkedIn to hunt for them.

To AI or not to AI?

A bot can never replace the ‘human’ in human resources. But, it can sure make the process of hiring and perhaps firing a lot easier. Chatbots kill the whole concept of sending out resumes to companies. Companies don’t have to waste time sifting through an entire football field worth of candidates either.

Investing in a good AI chatbot can work wonders for your recruitment process. It can actually allow recruiters to do their job better. The interview round is much shorter and more fruitful. Reaching out to more candidates is also simpler. Educating them about the organization and what is expected of them is more efficient.

Saving money, a whole lot of time, and weeding out bad hires. I think the answer is pretty clear, don’t you?

Startup’s Guide to Hiring First Marketing Staff

Hiring your first marketing team can be tricky, as you need to know which skillsets and criteria are ideal for the roles at hand. Here we provide you with our advice on what to look for in potential marketing staff hires.

1. Drive

Many marketers have experience in huge marketing departments which have been operating for decades – there are already systems and design codes in place which limit their control and creativity.

In a startup, however, your marketers have a lot more free reign and a lot more responsibility on their hands.

Image result for startup vs corporation

This requires you to work with people who are driven and motivated – they must create, execute, and iterate plans without constant supervision and reinforcement.

Instead of planning things to death, they must be self-starter types who get to work and make changes as campaigns evolve and take shape. Some people will naturally have this mindset, whereas others will be too used to working under a strict corporate structure.

2. Accountability

The marketing team helps to grow your company, albeit somewhat indirectly. As a result, you must look for hires who take accountability for growth rates and revenue or sales volumes, not being afraid to give you the metrics and the figures you crave.

However, do bear in mind that the business model of their previous employers could affect the way in which they quote these figures to you.

For example, in sales-centric enterprises, marketers may primarily measure their performance by the number of materials they produce such as case studies and whitepapers – this kind of thinking won’t necessarily work in a startup scenario.

Whatever metrics you’re using, marketers must demonstrate accountability for the success or failure of your company.

3. Industry experience

You could hire the best B2B marketer in the world, but if you’re a small Excel training business, you’ve probably wasted your time. You must find marketing staff with experience in your industry or domain, whether its online media, B2B, B2C, SaaS etc.

Different audiences make purchasing decisions based on different appealing factors and criteria, and it is essential to work with marketers who understand your audience (example) and their needs.

They don’t need to be an absolute expert in your sector, but they should demonstrate the ability to identify your target audience and develop innovate means of growing it.

It should also go without saying that marketers with experience in your field will find it easier to create comprehensive marketing materials for you – your business’s domain comes naturally to them and their efforts are thereby less contrived.