Have you heard the news? StepStone has acquired Mya! Read more +

Career Site Chatbots vs Conversational AI: What to Choose

Mya clients deciding between career site chatbots

This article was originally published in August 2020. All relevant statistics and copy have been updated as of March 2021. 

Many companies using AI in recruiting choose to start by placing AI on their career sites. Using AI to engage visitors on your career site is a smart move in the current market. Cost per applicant is up 35% since the start of the year, time to hire has increased by 200-300%, and career site application rates are down 60%. But what sort of career site option should you choose? As you consider your recruitment strategies many questions arise — should you opt into using a basic chatbot, a build-your-own chatbot, or a more intelligent Conversational AI solution?

@MyaSystems lays out the pros and cons of building your own #careersite bot vs. #ConversationalAI: Click To Tweet

This article helps you make an informed decision by comparing and contrasting Conversational AI’s risks and rewards, basic chatbots on the market, and build your own chatbots based on four factors to consider:

  1. How much will it enhance the candidate experience?
  2. Does it protect you, or does it expose you to unconscious bias in hiring?
  3. Does it have the necessary features for success?
  4. Is it a smart long-term solution with options for you to develop a more sophisticated AI strategy?

Build-Your-Own Chatbots

Building your own chatbot entails exactly what it sounds like — creating the chatbot and conversation flow that candidates will experience when interacting with your career site. More companies are considering building their own career chatbot; which comes with the flexibility of owning your own solution or tool. With the added customization, people also enjoy this option for the savings they can make when it comes to implementing your bot. These benefits come with their own barriers that users will need to account for when building their own bot.

Candidate Experience

With a lack of conversation design guidelines, make-your-own chatbots create risks with unconscious bias and open the door to a negative candidate experience.  They often cannot offer sophisticated features like FAQs, job search, job alert over text, or email. Not to mention, the financial and resource burden your company will face while building, implementing, analyzing, and improving performance often makes this strategy costly to consider.

Unconscious Bias

When choosing to build your own tool, an often-overlooked factor is an unconscious bias – and often the algorithms are not built with diversity and inclusion in mind. Since there are no set guidelines in place for conversation design, there is a lack of oversight in AI governance. Machine learning models used to train homegrown solutions may not have the correct government process in place, and many build-your-own chatbots may already be unintentionally biased.

Lack of oversight in these vendors means that the responsibility to protect yourself will fall on you — and it will be impossible to keep in check without access to production level data, which vendors don’t often provide. Using these solutions puts you at a serious risk of contaminating your process with unconscious bias.

@MyaSystems breaks down the difference between build-your-own #chatbots, standard career site chatbots on the market, and #CAI in their latest blog: Click To Tweet

Implementation and Deployment

Build-your-own chatbots require you to create the entire experience for them. You’ll have to manually program in each FAQ, including the navigation between one FAQ to another. Essentially, you are building a decision and conversation tree from the ground up. It can be easy to get this process wrong and create a chatbot that provides a frustrating experience for prospective talent. 

Another challenge to the experience is the lack of job search features in a manually-built chatbot. With thousands of open positions, it’ll be impossible to use them to support all of your jobs, and the chatbot chode will have to be manually updated by your team in real-time as jobs open, close, and URLs change. You’ll have to create the question logic for job search interest yourself with these bots, requiring categorizing and tagging all your jobs with attributes, then connecting those to job search questions and responses. This challenge will make job search impossible for you to do with your build-your-own bot. If you don’t keep up with this information, candidates will end up clicking on job posts just to be sent to a broken link or dead-end — leaving frustrated.

Integrate and Scale into Additional Use Cases

You will have to create every conversation flow imaginable for a build-your-own chatbot to be used in other use cases like screening, scheduling, outreach, and sourcing. Because these platforms are not recruiting-specific, your chatbot will not be able to integrate with your ATS or CRM. If webhooks or APIs are available, the integration will be extremely costly and time-consuming, assuming the build-your-own chatbot vendor even enables the capabilities you are looking for in an integration.


Career Site Chatbots

With standard chatbots on the market, users don’t need to stress or spend time creating the coding and technical work that comes with building your own bot. These ready-to-use options make adopting the software simple, and create an enjoyable experience for the users right from the start. Additionally, with some barriers in place to help eliminate unconscious bias, this option enables recruiting for a more diverse and inclusive talent pool.

Candidate Experience

Basic chatbots available on the market base their conversations on multiple-choice or keyword recognition, which creates a less engaging, robotic, and transactional experience. Many companies do not see a significant impact when using multiple-choice or keyword recognition bots, and often candidates find the experience frustrating.

Unconscious Bias

The standard chatbot is not backed by a conversation design team or conversation design services. Interpretations of words, word usage, and question phrasing and intent can all cause unconscious bias to enter your hiring, negatively impacting your diversity and inclusion efforts. Simply put, using AI or automation that doesn’t emphasize conversation design is risky.

Ability To Scale

Basic chatbots don’t have job matching capabilities; they only show open positions. These systems cannot be automatically informed about available jobs through XML or RSS and require manual input. Often these chatbots come with limited customization and cannot answer any customized FAQs. What they can do is direct visitors to web pages where you have the answers they need. These menu-based FAQ experiences make it impossible for these solutions to answer more than 10 FAQs without creating an overwhelming list of 40 buttons in the chat window.

Rarely a Part of a Comprehensive AI Recruiting Platform

The standard chatbot is often an add-on to solutions that are otherwise primarily driven by recruiter actions. This will create problems for you and your team if you try to use additional recruiting AI or automation in the future. It will also do little to create efficiency and improve your candidate experience.

Additionally, as the AI component of these solutions is not the main focus of their platform, a basic chatbot feature will not become more sophisticated over time as enhancements to other products will be prioritized. A lack of verified partner integrations will create problems if you ever want to integrate your AI with your ATS, CRM, or other recruiting tech stack components.

Is a #ConversationalAI career site #chatbot the right choice for you? Join @MyaSystems as they compare and contrast the different career site chatbots on the market: Click To Tweet

CAI Career Site Engagement

Conversational AI creates a more human-like and personalized experience for candidates. With the ability to learn from interactions and follow the flow of a more natural conversation, CAI helps nurture your candidates through your recruiting pipeline. Recruiters will also enjoy the ability to record and store conversation history, allowing you to search and review applicants on your own time.

Candidate Experience

When it comes to candidate experience, Conversational AI is the most advanced AI recruiting assistant on the market to engage site visitors when they land on your career site, surface jobs, and answer FAQs. Conversational AI creates a better candidate experience by engaging visitors with human-like conversations. Plus, 71% of companies using conversational AI on their career site report a strong improvement to candidate experience as measured by candidate satisfaction surveys.

Your Best Protection Against Unconscious Bias

Unconscious bias is a hot-button issue in the talent acquisition world. Organizations are striving to find a way to create a diverse and equitable recruiting experience. Conversational AI is your best protection against unconscious bias in the hiring process. With Mya, our linguists’ team carefully examined and analyzed Mya’s questions, ensuring the conversation process is free of any bias. With our Conversation Cloud, you are offered access to a library of recruiting AI conversion templates covering hundreds of jobs that contain years of Conversation optimization to enhance efficiency, experience and prevent unconscious bias.

Conversation design services mean we customize our Conversation Cloud templates for you, ensuring you use AI safely. Our company’s mission is to use AI to create equitable access to a world of job opportunities for all. Everything we do in our AI development is centered around ensuring the increased adoption of recruiting AI will create long and short-term positive outcomes in diversity, inclusion, and representation in the workforce. It’s within the building blocks of Mya.

Find out how #ConversationalAI stacks up against other bots in #careersite conversions with @MyaSystems: Click To Tweet

The Best Standalone Solution

Mya Engage comes armed with 40+ fully customizable FAQs, in case you don’t quite know where to start. Easy to install and compatible with every career site, Mya even works with custom sites. We provide you with a small piece of code, and you paste it into your career site — completely optimizing your talent hub.

You can keep Mya Engage up-to-date with your open positions automatically through RSS or XML feeds. You can also keep Mya Engage informed using CSV. No matter your experience level with career sites in the past, we help you pick up where you’re struggling to make conversions.

The Best Long-Term AI Solution

Mya Engage is just one product solution in the end-to-end Mya Conversational AI platform. Mya Recruit, Mya Outreach, text to apply, multi-language support, omnichannel communications, verified partner ATS integrations, custom integrations, Conversation Cloud, AI Governance, Conversation Design, and much more are included in the Conversational AI platform. Mya Engage enables you to grow in your AI use and radically transform your recruiting process with a single-point solution and a revamped end-to-end process.

Many organizations are rethinking the value their career site brings to the table and what tech could help with their applicant conversions. AI is a well-known solution, but turning to a basic bot just won’t cut it. Our Conversational AI Platform, CAI recruiting assistant, and Mya Engage products win on candidate experience, unconscious bias prevention, and as a stand-alone and single-point long-term AI solution. Learn more about Mya Engage and why it’s the #1 trusted Conversational AI solution for improving the conversion and experience of your career site.

Hiring in the Age of AI ebook blog CTA

Related Reading

Using Automation to Solve Your Financial Services Recruiting Needs

Like any industry, the financial sector constantly faces new challenges in its quest to source and hire the best talent. With a lack of available talent and increased demand, recruiters in this industry are searching for solutions to better engage, screen, and hire candidates for their crucial roles. Understanding the current market for talent in […]
Read More

Recruiting Within the Industrial Sector: How Mya Can Help

Historically, the industrial sector was known for requiring a solid work ethic and commitment to getting the job done — most other skills needed for the job could be trained. However, as technology advances, the manufacturing industry has faced a need to source candidates with some technical experience.  With an influx of automation, jobs have […]
Read More

How Mya Solves Your Healthcare Recruiting Needs

The healthcare industry has always faced unique challenges when it comes to recruiting and hiring for open positions. With specific requirements regarding compliance and experience, and increased demand for talent, recruiters have felt the need to lean on a supportive and reliable recruiting software solution. Now more than ever, providers need to be creative, agile, […]
Read More
View All Blog Posts >>