Revamp Your Talent Pipeline Strategy with This eBook

Kristin Hunter
| Kristin Hunter
Conversational AI, Talent Acquisition
ebook on table as HR director works to optimize their talent pipeline strategy

Savvy companies are moving away from an outdated hiring funnel approach and looking to create a talent pipeline strategy for future openings.

A majority of companies have found that the most common areas where they struggle and could use optimization generally revolve around the following:

1. We don’t have enough new applicants – How can I make our offline, online,

and passive candidate strategies more efficient?

2. Engagement is inefficient, and we can’t determine if candidates are qualified –

How can I ensure my recruiters engage qualified applicants better?

3. We aren’t able to convert hires fast enough – How can we keep candidates

engaged with our recruiting teams along their journey to being hired?

@MyaSystems created an easy-to-digest eBook that dives into 3 ways #ConversationalAI can transform your #talentpipeline for a more efficient and enjoyable process. Here’s a preview: Click To Tweet

Companies recognize that these issues can cripple their recruiting team’s ability to staff their organization, and some try to address the problem by increasing their hiring team size. Eventually, they find that these are inefficient and expensive solutions. Instead of increasing your recruiting team, think about how you can leverage new technology to reshape the work your recruiting teams currently do. Our recommendation? Add conversational AI to your tech stack to address these issues and optimize your candidate pipeline.

Our team created an easy-to-digest eBook that dives into three ways conversational AI (CAI) can transform your talent pipeline for a more efficient and enjoyable process for you and your applicants.

Here’s a preview of the three ways CAI tackles these issues:

Remove Application Barriers

It may seem that the most direct way to increase the number of applications is to announce the opening more broadly: more job boards, more social media advertisements, or more recruiting events. This isn’t a sustainable plan. Companies that target more volume often find that their cost to fill per application increases and find that it doesn’t impact their time to fill. And, getting a single applicant today costs 60% more than it did at the beginning of 2020.

Mya addresses this problem differently: by removing the barriers that prevent applicants from applying in the first place. Some of the reasons an applicant may choose not to submit their application are:

  • They aren’t sitting at a desk or in front of a computer
  • They don’t have time to fill out the application
  • They don’t have all of the answers to the questions in the application
  • Their resumé isn’t ready for submission

Conversational AI removes each of these barriers in a single platform.

Companies of all sizes are ditching the candidate funnel and looking toward an optimized #candidatepipeline — ready with qualified talent prepared to make the leap to your company. Here’s a preview of the 3 main ways @MyaSystems gets this done: Click To Tweet

Engage Candidates to Qualify

Once the number of applications has reached a certain level, the next challenge is determining which applicants are qualified enough to bring in for an interview. Especially in high-volume, handling this process becomes overwhelming and quickly unmanageable for recruiting teams.

Recruiting teams are now deploying CAI to make sure every applicant gets a direct response, determine whether their applicants have the necessary skills, discern start date availability, schedule phone screens, and lead unqualified applicants to positions that would better suit them.

Bonus Content: The Difference Between Conversational AI and Career Site Chatbots

Convert Hires Quickly

CAI puts candidate experience at the forefront of the recruiting process. With natural language processing, each candidate that lands on your career site is properly engaged, giving your recruiting team the ability to convert qualified candidates into new hires fast. Mya allows applicants to feel seen and heard at scale, improving every applicant’s recruiting experience from start to finish. Our platform was designed from scratch for recruiting and is specifically trained on how to speak to modern-day humans with modern-day language.

Companies of all sizes are ditching the candidate funnel and looking toward an optimized candidate pipeline — ready with qualified talent prepared to make the leap to your company. With your free copy of the Optimise Your Talent Pipeline with AI eBook, you and your hiring team can get ahead of the common barriers to building a talent pipeline strategy that actually works to improve your candidate experience, cost per hire, and time to fill. Download her copy here.

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 >>