2 Examples of Companies Using AI Chatbots in Their Recruiting

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Consider the change in efficiency, data capture, candidate experience, and ease of use when making this decision. Moreover, the AI-driven insights and analytics provided by HireVue have improved our ability to identify top candidates. This has enhanced our overall hiring outcomes and ensured a more data-informed decision-making process. This efficiency has significantly reduced the time it takes to move candidates through the interview process, allowing us to make quicker hiring decisions. Three key factors on which we compare these HR chatbot tools are the AI engine behind the conversational interface, the user-friendliness of the interaction, and its automation capabilities. The future is AI-driven and led by technology that enables teams to exceed their potential.

Use cases of recruitment chatbots

Recruiting chatbots are typically created and maintained with a combination of artificial intelligence, natural language processing or/and machine learning technology. They can be programmed to respond automatically to a wide range of questions and interactions. Then, depending on the software provider you’ve chosen, you’ll be able to set up different conversational flows and/or sync it with your applicant tracking system. For example, Dialpad’s contact center platform has an Ai Virtual Assistant that lets you set up a recruitment chatbot in just a few clicks. You can connect the AI to internal and external knowledge sources, which will automatically scrape each repository and immediately surface the right information for job seekers.

The chatbot also engages withpeople looking for a recruitment firm as well as applicants seeking jobs. Additionaldetails about the company, i.e additional services & the company’s clientsare also part of the information that the chatbot gives to its users. Chatbots are available to support your employees regardless of time zones, or locations and employees are not afraid of talking to them. According to studies by Allegis, 66% of candidates are comfortable interacting with a chatbot for any support needed.

“Traditional vs Non-Traditional Recruitment Methods: Finding the Right Fit for Your Company”

We were receiving a high volume of applications, and it was becoming increasingly difficult to schedule and conduct in-person interviews for all the candidates. This was causing delays in our hiring timelines and also put a strain on our HR team’s resources. While it is relatively fast to create a recruitment bot for an individual job opening, this brings the challenge for a recruiter to present the questions in a way that optimally attracts job seekers. P9 pointed out that recruiters and other HR professionals are used to creating traditional job descriptions, which, as a form of communication, is far from creating a sequential script for a chatbot. Overall, considering the level of automation, recruitment bots can be said to interact independently with the candidate but their role in recruitment seems to vary. For example, attraction bots support the recruiters’ interests by attracting additional candidates but usually do not take a stance regarding the suitability of an applicant.

If you’ve made it this far, you’re serious about adding an HR Chatbot to your recruiting tech stack. It’s a good potential choice for those who want a chatbot to automate certain tasks and route qualified candidates to real conversations. If you’re looking for a ‘smarter’ chatbot that can be trained and has more modern AI capabilities, their current offering may not satisfy your needs. What we’ve found particularly interesting about Humanly.io is that it can use data from your performance management system to continuously improve candidate screening, which leads to even better hiring decisions. Overall, we think Humanly is worth considering if you’re a mid-market company looking to leverage AI in your recruitment process.

We were able to see this inside and out during a demo with one of their team members, and found the platform to be a noteworthy twist on an internal knowledge base. It can effectively function as a screen for customer support queries, and can also replace traditional survey tools. Based on the benefits mentioned above, your requirements could be limited to a single chatbot or multiple overlay solutions. Chatbots can enable a smooth and seamless onboarding experience by providing them with the information they need when they need it. Recruiters have access to all the data collected by the bots, and can investigate hiring rates for each subcategory, and apply changes their hiring strategy if need be.

Human resources teams are usually the first interactions applicants have with an organization, and first impressions are important. Chatbots cannot make a human connection with people, so while they are great for answering basic questions, there should also be some balance with real interactions. Using a chatbot for recruiting is just one more tool in your arsenal to engage candidates and make their experience with your brand a positive one. A strong candidate experience feeds into your overall recruiting success, helping strengthen metrics like time to hire and new hire retention, not to mention bolstering your employer brand in the broader candidate pool.

• Sense and Talent Board teamed up to survey 400 staffing and talent acquisition leaders around the world to understand how they are coping with the pressures of engaging qualified candidates in today’s volatile talent market.
• Live Recruiter offers custom packages for enterprises and businesses that would like to build a fully personalized solution that are uniquely tailored to specific organizational needs.
• Their bot serves a dual purpose of explaining their product and onboarding, depending on what you require.
• This way, your candidates can easily escalate the interaction to a human (under the right circumstances) if needed.
• Using chatbots for recruiting in this way can help increase your completed application rate.

Common challenges in this process are settling the requirements and deciding the recruitment channels (Holm and Haahr 2019; Koivunen et al. 2019). Further, according to market research surveys, organizations’ top priorities in recruitment include acquiring candidates, engaging them during the recruitment process, and developing the employment brand (Bullhorn 2022). The bot helps schedules interviews and checks references with pre-determined questions. One of the highlights is eliminating biased factors and using DEI-friendly practices. You can also take advantage of multiple channels, like social media, chat, text messages, and QR codes, to reach more candidates. This process is constantly evolving, but controls should be in place to ensure the bot isn’t giving biased responses.

Generate sourcing, nurturing, and interviewing ideas

When selecting a recruitment chatbot, consider all the factors we laid out in one of the previous sections. It’s especially important to consider the specific needs of your organization and the features you believe are most important for your hiring process. Some chatbots may be more effective at automating certain tasks, while others may offer more customization options or integrations with existing systems, so consider all the features each chatbot offers.

Mya is also an AI-powered recruitment chatbot that can also do automatic interview scheduling, answer FAQs, and screen candidates. To further improve candidates’ experience, you can give your chatbot a personality that is in line with your company’s values and brand and successfully represents the company culture. For instance, giving a name to your bot and using a more relaxed tone of communication can encourage candidates to engage with the bot as it will feel more natural and resemble much more to a human interaction. Whether it be lack of human touch or difficulties in communication, with enough time and information, almost all of these issues can be resolved.

Advance talent

With near full employment in many areas of the US, candidates more options than ever before. With a recruiting web chat solution like Career Chat, candidates can learn more about the company and engage recruiters in Live Agent modes, or Chatbots in automated modes. Below are several recruitment chatbot examples as well as companies using chatbots in recruitment and how they’re implementing automation. There are lots of different types of recruitment chatbots and how they can automate certain steps in the recruiting process. This is a chatbot template that helps prospective job seekers with details on job openings, recruitment processes & details about the organization. It also gathers details from interested candidates and sends an email to the HR team.

By engaging with candidates through their application process, businesses are seeing an increase in the number of higher-quality applications. For example, in Affinix™, PeopleScout’s proprietary talent technology platform, chatbot assistance is integrated within the technology stack in order to engage with and assist candidates during the application process. Through Affinix, we can integrate chatbot technology on an organization’s career page, during the interview scheduling process and to help candidates and recruiters prep for an interview, among other use cases.

For B2C companies, candidates are also potential customers and customer experience is critical for most businesses. We acknowledge that the methodological choice to run an interview study in a specific cultural context has inherent limitations on generalizability. In addition, given the relatively early stage of diffusion of this technology in the target context, the study was challenged by practical issues like availability of eligible participants. At the same time, it was clear from the beginning that there were not many people who could attend as a participant with experience in using recruitment bots. Hence, our participants had different levels of knowledge and perspective to the topic, which is both a limitation considering generalizability and an advantage considering diversity of the qualitative dataset. Second, it is inevitable that voluntary-based participation is likely to attract interviewees with an optimistic viewpoint to the topic.

Emotional intelligence comes from human experience, so it’s unrealistic to think chatbots can completely replace human conversation. Sometimes a chatbot cannot accurately analyze and understand the tone of someone’s voice on the phone or the details they provide. Candidates who are currently working a standard 9-to-5 aren’t typically job searching during normal business hours. Chatbots give them a way to have their hiring questions answered even when your recruiters are off duty, like on nights and weekends. If all of this sounds slightly unbelievable, you’re not far off base—the general public (and the business world) is just beginning to pull back the curtain on the many applications chatbots can have in our lives and our work.

Notably, the two people who were working with recruitment bot solutions (P6 and P10) were from small-sized companies. To understand recruiters’ subjective experiences and expectations, we conducted 13 in-depth, semi-structured expert interviews with people from different types of organizations. We deliberately had a range of participants with different viewpoints in order to develop a rich qualitative understanding of this emergent socio-technical topic. Eight interviews were conducted at the participant’s workplace, three remotely using a teleconferencing software, one at university facilities, and one in a meeting room at a public library.

The deployment of chatbots has led to a sea change in how HR departments go about their business. They no longer focused primarily on administrative tasks and reacting to employee issues; they are now proactive partners in employee engagement, providing timely support and information on various topics. We identified relevant organizations that have used recruitment bots through online searches, which led us, for instance, to relevant news articles or blog posts.

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