<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=555865791448670&amp;ev=PageView&amp;noscript=1">

Hire job fit candidates. Faster.

All Posts

Chat-bots have found their place in every industry, niche and field. Talent management, recruitment and HR are definitely no exception. With the increased workload for recruiters, companies can employ recruiter chat-bots to reduce their time spent on screening and testing and allow them more in-depth time with suitable candidates.

Here is how you can leverage social media recruitment with the help of a chat-bot:

Identify the Right Target Audience

One of the best things about social media ads is that you can look for the exact audience that you want. In terms of talent scouting and recruitment, this can save you a bunch of time and resources. 

When you pick the right target audience, you increase the chances that the responses and applications you will receive are relevant and successful. 

However, identifying the right target audience for your job ad might not be as easy as it sounds. For example, if you picture a 25-year old with a college degree for your junior position, it’s very easy to set up audience filters to show your ad exclusively to 25 year-olds with a degree. But what if you’re looking for people who want to work in telemarketing, the experience level and education is not as important, and neither is their location? This is where things get a little trickier.

Luckily, even if you do get a lot of responses from non-targeted users, a chat-bot will quickly identify them and save you the time of having to screen their applications.

Speed Up Screening

One of the best benefits of chat-bots in social media recruiting is that you’ll experience the quickest screening processes in history. Through pre-made answers on questions, a chat-bot can easily determine (via algorithm) to let the candidate pass on to the next phase or not.

Even though it’s quite simple and straightforward, screening is usually the part of recruitment that takes up a lot of time. 

Assess Skills

Chat-bots also offer opportunities to directly assess some of the skills that are required for the job. For example, you can ask math questions to quickly check the candidate’s numerical skills or even offer yes and no situational questions that you can later use as a culture fit test.

If it’s challenging to do it via chat, it can just as easily point to outside apps and software that will do a perfect job in skill assessment. 

In your chat-bot interaction, you can also easily point your users to skills assessment tests like Interview Mocha and go from there. 

Ask Questions

A chat with your potential job candidate is a perfect chance for the questions you would ask all of your interviewees. As a hiring manager, you probably know that listening to the answers to these questions can get quite boring since many candidates prepare cliche answers.

To save yourself the time and nerves it takes to get through these questions, you can just go through the chat-bot history and see if some candidates said something interesting to a generic question – this can also help you identify the out-of-the-box thinkers!

Prepare Next Stage and Sorry Answers

Chat-bot recruitment not only has benefits for hiring managers, but also for the applicants themselves. It’s an awesome feeling to know exactly where you stand after just a couple of minutes of messaging, instead of having to go through excruciating and nerve-wracking weeks-long hiring processes. 

After getting the information you need, you can inform the applicant about the status of their job application right there, on the spot. Even if the answer is negative, users will appreciate the quick response and the fact that you saved them days or weeks of waiting for a response.

If you don’t know how to phrase these statements and you want to make sure your users get the right message, you can use some of the following services: Trustmypaper (a writing service website where you can hire writers to do it for you), Talk to Transformer (a test chatbot where you can check how another chatbot does it), or read writing websites reviews (to compare the best people for the job of writing your chatbot responses).

Analyze the Results

You should analyze all the responses, statistics and data that you get from your chatbot-candidate interactions, even if you’re satisfied with the result.

The analytics will show you:

  • how many users respond to your ad
  • whether you’re targeting the right audience
  • how many unsuitable candidates respond to your ad
  • how many suitable/perfect candidates respond to your ad
  • whether users like communicating with your chat-bot/how long they stick around
  • how many users quit their sessions
  • and much more…

Just like with all other social media ads, finding a winning ad that will attract the highest number of suitable candidates will usually not happen on the first try. You will have to do some testing, tweaking and further testing, but when you get it right, you can expect awesome responses. 

Conclusion

There’s no doubt about it: recruitment can definitely be simplified with the use of chat-bots on social media. On the other hand, users and potential candidates will find it amusing, quick to apply and original and you will likely get more applications than ever before. At the same time, you won’t overburden your HR team because the chat-bots will filter only the best candidates. Awesome, right?

Jessica Fender
Jessica Fender
Jessica Fender is a career expert, blogger, and professional writer. She is focused on creating innovative and customer-friendly strategies for business growth. You can follow Jessica on Twitter and connect with her on LinkedIn.
Find me on:

Topics: recruitment tips

Related Posts

Digital Transformation Essentials: What Leaders Should be Doing Right Now

We’ve seen technology change a number of things over the last couple of decades. This year, especially, it accelerated as a result of the pandemic.  

Ditch the Whiteboards: Hire Better Coders with Live Coding Interview

Whiteboard interviews have been a particular favorite of the technical hiring managers for a long time. In a typical setup, a candidate is given a coding problem, which is solved on the whiteboard, while the interviewers monitor and pepper them with a number of questions about their approach and solution. 

Six Factors Influencing the Future of Recruitment

Over the last decade, we’ve seen recruitment shifting in numerous ways, be it the way recruiters source their candidates or the way recruiters speak to their candidates. A lot of this, though not all, can be credited to Digital Transformation and its catapulting affects; there have been a number of macroshifts in the domain of talent acquisition, which have made the trusted and widely-followed practices obsolete.