The Advantages of Conversational AI for Recruiting
More and more staffing firms are using recruiting AI to spur digital transformation efforts and build competitive advantage. The many advantages of conversational AI for recruiting make it a clear winner in recruiting automation. In this article, we’ll cover the many ways your staffing firm can use conversational AI to add speed and efficiency to your recruiting funnel.
Conversational AI(CAI) is the first line of screening for candidates. Conversational AI is the ideal solution for pre-screening recruiting automation. The reason why is simple. It’s the most engaging form of automation. Because it’s so engaging, it causes fewer qualified candidates to drop out of your hiring process than a recruiting chatbot, form, or pre-assessment would.
Conversational AI can pre-screen candidates via a web chat, over text message, through email, and even through WhatsApp, Facebook messenger, and other messaging apps.
CAI is equipped to cover necessary questions about candidates’ qualifications, experience, and skills. As it has conversations with candidates, it determines if the candidate is qualified. CAI saves your recruiters time.
Right now 70-80% of recruiter time is spent sourcing and screening candidates. With CAI pre-screening you can improve recruiter productivity by 144%. It gives your recruiters more time to engage with qualified candidates. This results in a 4x placement rate for staffing firms who use CAI.
Coordinate Interview Scheduling
CAI removes the tedious administrative duties of setting up calls and meetings with qualified candidates. Once it completes a pre-screening conversation, CAI schedules qualified candidates for interviews.
It also serves as the POC for candidates for interview cancellation and rescheduling. Best of all, it’s 100% hands-off for your recruiting team. All your recruiters have to do is connect CAI to their calendar application of choice.
CAI gives recruiters their time back to prepare for a meaningful conversation with qualified candidates.
Recruitment Process Automation
Recruiting teams at one of the largest staffing firms in the world used to take 10-14 days before they could contact candidates post apply. When they finally had time to contact candidates, they were only able to reach 39% of them.
Conversational AI for recruiting changed that for this staffing firm. Mya reached 100% of their inbound applicants. It communicated with 1.8 million candidates in real-time and scheduled over 390,000 interviews for their recruiting teams.
Using conversational AI for recruiting process automation adds speed and efficiency to your recruiting funnel.
How many passive candidates do you have in your database? Even if you have millions of passive candidates, most of them are worthless. If the data you have on them is out of date, your recruiters have a very poor chance of being able to engage them.
Another advantage of conversational AI for recruiting is that it can reach out to your passive candidates. Every so often, conversational AI can engage your passive candidates in a conversation. It’ll see where they are in their career, what they’re interested in, and confirm other details.
After the conversation is complete, the CAI can go into your candidate profile and update candidate profile data. CAI clears the cobwebs from your database and makes your passive candidates actionable again.
Job Requisition Outreach
How long does it take for your recruiting teams to create a talent pipeline for a new job req? 2 weeks? A month? Another one of the advantages of conversational AI for recruiting is that it can create talent pipeline for a new job req in five minutes or less.
It sounds too good to be true, I know, but it is. Let me tell you how it works.
The instant you pass a new job req to your recruiting team, your recruiting operations manager can simply have a conversational AI reach out to a segment of your passive candidates.
The conversational AI will then have a very specific and focused conversation around the job req with the passive candidates you’ve targeted.
It’ll find qualified candidates and schedule them for interviews with your recruiters. Most of the time a conversational AI is able to create a talent pipeline like this for your recruiting team in as little as 5 minutes.
Replace Your FAQ
An interested candidate is still going to have basic questions about your organization. Rather than your recruiters spending their time answering basic questions or redirecting candidates to a page on your site, frequently asked questions can be addressed by Conversational AI.
Build Rapport and Get To Know Your Candidates
Conversational AI starts a dialogue between your company and it’s candidate pool. A CAI can ask intricate questions and remember specific details that make for a more meaningful conversation than more basic bots.
In turn, the candidate is left feeling cared for, and recruiting teams get the crucial information they need to make the best hiring decision.
Robust Candidate Experience
83% of job seekers will change their minds about a company or role they liked if they have a poor candidate experience. In a recruiting world driven by online reviews, providing a great experience for your candidate pool is vital.
The candidate experience conversational AI creates is miles ahead of recruiting chatbots or other forms of basic recruiting automation. Creating a good candidate experience isn’t just about creating value for candidates.
The positive candidate experience a CAI creates can make candidates 38% more likely to accept a job offer. CAI increases efficiency at the top of your recruiting funnel. It also makes your offer stage convert better as well. That all translates into more placements made by your staffing firm.
Get a Competitive Advantage With Conversational AI for Recruiting
The most time-consuming aspects of the hiring process aren’t the actual decision-making parts—it’s the downtime. A candidate submits a resume, but your agency’s recruiting teams have too much on their plate.
Conversational AI makes the process instantaneous and mindful of your candidates’ time even with high volume hiring—benefitting all parties.
The recruiting landscape has dramatically changed. Advances in technology, and changing candidate expectations have all impacted the way companies find and attract talent.
Candidates are increasingly frustrated with their applications disappearing into the recruiting “black hole” and never hearing back from organizations.
In fact, on average, 250 people apply to every job posting—85 percent of those applications fall into the black hole with no follow-up from the company.
Staffing firms must look at how to address these recruiting challenges, and better meet candidate needs or risk losing out on the talent they need to take them into the future.
Conversational AI can change every aspect of when, where, and how you engage and communicate with candidates.