Humans and AI together: the solution for a better candidate experience
In a recent survey, 74% of recruiters revealed that they believe hiring will become more competitive in 2019. As talent acquisition teams continue to vie for top talent, employers are developing processes and implementing technology to boost candidate experience and create a talent pipeline for the right candidates. The issue many organizations with small recruiting teams are facing is a lack of bandwidth, which can lead to diminished candidate experience. This is especially an issue when hundreds of applicants are applying to a single position.
Where’s the disconnect in recruiting today?
On average, every corporate job opening attracts 250 resumes. If the company currently has 10 open positions, for example, that comes out to about 2,500 applications a talent acquisition team will sift through. While many employers use an ATS to point them to the right group of candidates, it’s still important to let those who are not in that group know which direction you’ve taken. Why? Lack of clear communication throughout the entire application process can tarnish your employer brand and quality of candidate experience overall.
80% of job seekers say they wouldn’t reapply to a company that didn’t notify them of their application status. Applicants want to hear back from a potential employer quickly, but without the bandwidth to do so, recruiting teams are leaving many applicants in the dark.
Even if recruiters dedicate the extensive amount of time needed to contact each applicant about status, they still lose out on valuable time they could have spent nurturing relationships with top talent. What’s the solution? 51% of organizations use AI to automate screening, sourcing, and scheduling. Doing so gives their recruiters valuable time back to do the important aspects of the job and make sure they’re filling open positions with the right candidates.
Conversational AI gives candidates what they want
According to a recent survey, 53% of job seekers want expectations of communications for the hiring process clearly explained in the job description, and 33% of job seekers want an automated email sent to them after applying. Using conversational AI allows employers to meet job seeker expectations during the application process and after.
Instant conversation and feedback with this technology allows employers to eliminate the ATS black hole by giving answers, tracking applicant status, and helping candidates speed through the hiring process. These bots have the ability to allow for changing answers and over—or under-specification—instances when respondents provide more or less information than they’re asked. Recruiting chatbots also have the ability to guide users through the application to help reduce dropoff rates. 60% of job seekers quit in the middle of filling out online job applications because of their length or complexity.
In addition to giving candidates what they’re looking for in the application process, AI chatbots gather deep candidate insights to help recruiters place the best talent in the right positions. Automating the mundane and repetitive tasks with conversational AI chatbots allows recruiters to regain their time and build a talent pipeline with the best candidates.
The human element will always be a key part of recruiting
“Humans and AI working together will lead to a frictionless recruiting environment where the right candidates are connected to the right jobs, at the right time and the right place.”
— Eyal Grayevsky, CEO & Co-founder at Mya
It’s a top concern for many recruiters and talent acquisition professionals that the implementation of chatbots will eliminate the need for humans in the recruiting process, but that’s just not true. While this AI can help recruiters narrow the selection for the right candidates and field questions they may not have time to answer, the human element of recruiting will reign supreme when it comes to nurturing relationships with top talent, interviewing, extended an offer, and negotiation.
Additionally, instead of candidates waiting to hear back from recruiters when they finally have a moment to reach out and schedule a conversation, conversational AI can schedule a time to talk within the first conversation. This technology can put the meeting directly on the recruiter’s calendar instead of the back and forth that may occur, creating happier candidates and better candidate experience.
It’s clear candidates want to hear from you during the recruiting process but having enough manpower to make that possible for all applications can be the demise of your annual budget. Implementing conversational AI helps you combat the communication issue and ultimately boost candidate experience for your organization. If you’re ready to give your talent acquisition team their time back and place the best candidates into open positions, say hello to Mya and learn how we can help you do just that.