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?

Why Would ANYONE Want to Work for YOU?

Why would ANYONE want to work for you? And why would they want to do it remotely? Too often companies think attracting, hiring and retaining quality associates who can work on their own is like finding Bigfoot. They have heard tales of their existence but so far they have not actually discovered the real creature. The answer to this seemingly impossible dilemma is actually not that complicated. But it does involve you as the hiring manager to do a little homework and answer a few questions.

The first question is WHO are you looking for? Are you looking for employees with a vast array of experience in a particular field? Are you looking for recent college graduates who show an aptitude for your work but who can be trained in your particular methods? Are you looking for a specific age, gender or social background?  Working remotely is not for everyone. It requires skills that the typical office worker in the same field might not have or need. An office based programmer with 20 years of experience might be able to redesign your entire company employee payroll screen in a few hours. However, give that same programmer  a laptop and put them at their dining room table with no managers or co-workers and they might just as easily become a kindergartner on the first day of school.

Another question that many hiring managers fail to ask is WHY does someone want to work for the company?  And WHY do they want to do it remotely?  In your quest for the perfect remote employee you need to identify who that person is and what is important to them. Do they like the freedom to work odd hours? Do they enjoy being and working alone without managers breathing down their backs? Do they love the type of work your company would have them do?  Do they simply like the money ?

Not everyone is motivated by the same thing. It’s kind of like raising children. Your 7 year old son is not interested in or motivated by the same things as your 14 year old daughter. They value different things and you will probably speak to them and deal with them in slightly different ways. Here is where you as the hiring manager need to now transform into the marketing manager as well. There is a saying in advertising that people don’t buy features. They buy benefits.  They don’t buy anti-lock brakes. They buy keeping the car right side up and out of the snowdrift on the frigid winter night when the deer jumps into the road from the shadows and dad slams on the binders with the kids sleeping in the backseat.

People don’t choose to work remotely. They choose to work at a job that let’s them wake up at 9 am to be “at the office” at 9:05. Or maybe they are buying into a position that pays enough money to allow them the freedom to tour with their band and pursue their life’s real passion. Or maybe they love this particular line of work but office politics is just not their thing. The position you are offering has a multitude of features that offer a multitude of benefits to a multitude of different people. Here is your opportunity to show the world just how working for your company can make the right candidate’s life amazing.

So now you’ve found the perfect fit. They’ve been an incredible hire. Life is prefect. Now comes the tricky part. How do you maintain this fabulous  relationship? Of course there are the obvious choices like more money or more vacation time. Those certainly don’t hurt and with some folks maybe that’s all it takes. But what about those who may not be motivated by society’s conventional wisdom? 

Let me ask you a question. Do you drive a rented car the same way you drive your own car? Probably not. Now I’m not saying you’re doing burnouts as you leave the lot. But I’ll bet you don’t handle that vehicle with the same love and respect you give to your own ride. The one you paid good money for. The one you OWN. The rental isn’t yours. At the end of the trip you’ll give it back and it becomes someone else’s responsibility.

You have no skin in that game. YOUR vehicle? That’s different. You’re responsible for that one. Yes, it’s very different when you own it. So why should it be any different with a job? When you find that perfect employee find a way to let them own that job.

I’m not saying you need to rush out and put their name on the building or redo your company letterhead. But find a way to tie their success to the success of the company or even the department they work in. It doesn’t need to be huge.  You just need to get them out of the rental and into their own ride.

Pop Quiz, Monday with Beth Tucker

The Pop Quiz, Monday is a fun little exam that we love to give to savvy business owners. The examination is not a surprise after all since the interviewee already knew about the questions in advance. However, we can always pretend and have fun with the scenario of a young entrepreneur sitting in class nervously biting on their pencil. They are ready to take a pop quiz on a chapter that they were supposed to read the night before. Instead, they played Metroid all night on their SNES (Oops, this was me in high school). The real purpose of the pop quiz is that this is a fun way to introduce business tips from real-world experiences that you can not learn in a classroom. We want to thank our entrepreneur for being a good sport and volunteering their time to answer a few questions to help our community grow from their knowledge.

I want to introduce you to our guest today who will be taking our Pop Quiz Monday.

Can you please tell everyone your name?
Beth Tucker

What is your job role?
President and CEO at KNF&T Staffing Resources

Tell us about your company?
Established in 1983, KNF&T Staffing Resources is one of the leading women-owned staffing businesses in Boston. But, we’re more than your average staffing firm. We go the extra mile. Our mission is to provide best-in-class customer service, acting as a natural extension of our clients and candidates to find the right fit.

We are passionate about helping businesses grow and about helping talent find a rewarding career. We specialize in placing talent in Direct Hire, Contract, and Contract-to-Hire roles. Plus, we have a Diversity Search division.

Adding to this, philanthropy is a big part of who we are. KNF&T’s philanthropic goal is assisting women and children in transition. To that end, we encourage employee volunteer days, hold food drives and toy drives, and partner with local nonprofit organizations.

What do you love most about your job?
It’s really rewarding to help people. Before I became the sole CEO of KNF&T, I worked as a recruiter assisting people to find jobs. Years later, I’m amazed to see the positive residual effects that’s had. Recently at an event, I was approached by a woman who reminded me that I placed her in her first job and then coached her for a promotion. She’s now a high ranking human resources executive and said she often thinks of the advice I gave her. I was touched by her story and grateful to have played a part in her career path.

What motivates you to get up every day and go to work?
Providing a better service each day and working on developing a company culture that supports those goals.

How do your co-workers inspire you?
My team inspires me every day. When I see someone go above and beyond to help a client or stay late to meet a contract worker to give them their paycheck, it really inspires me to continue to empower them. Seeing employees grow and improve their skills is rewarding.

How do you have fun at work (team building, pranks, etc..)?
One of our core values is to have fun – it’s important to us because we all work hard and you need to balance that out with fun to stay sane and happy. We incorporate team activities like birthday parties, summer outings, volunteer opportunities, and have monthly events like our hot chocolate bar for Valentine’s Day, our doughnut eating contest, or our pie bake-off around Thanksgiving.

What are some of the challenges of your job?
Technology is a cornerstone in our business operations – from job boards to systems that we use for finding talent, to our database, and more. Technology, of course, is always changing. We’re a small company but we run like a big business, so it’s essential – but challenging – for us to stay on top of the latest updates to remain efficient and competitive.

What are some lessons learned from a past project that you can share with us?
Trust, but verify. What I mean by this is that if there is a conflict at work, trust what people are telling you but collect more information from both sides before taking action. Being in a leadership position means you have to act like a judge – weigh both sides rationally before concluding. If someone complains to you about an issue, don’t react emotionally. Take some time to collect facts, see the other perspective, and account any other elements that may have been a factor. Ask for specific examples. People will respect you for this approach.

What advice would you give to someone who is starting in your industry?
If you’re entering the recruiting world, my most significant piece of advice is to listen to your candidates actively. Too often, people are reduced to commodities in the staffing business – recruiters try to push them to a certain job that fits their goals rather than something that the candidate wants. Don’t be that person. Instead, listen to what your candidates want and wait for the right opportunity. You’ll build better and longer lasting relationships, gain an excellent reputation, and likely have more referrals.

Thank you for taking our pop quiz today. You get an A+ for effort. You can learn more about our interviewee and their business by visiting them on the web: