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    in Talent Acquisition

    Getting Ghosted by Talent? The Four Jobseeker Personas Recruiters Need to Know

    In today’s competitive market, finding the best candidate for the role is no easy feat. While we generally find more available talent in the pool, ensuring a high-quality candidate with a strong fit for the position compounds the complexity of recruiting. Recruiters have to embark on candidate conversations while unsure what’s driving each candidate to seek a new position and how that motivation affects their outlook during the search process.
    Defining a persona framework can help recruiters get to the heart of what’s driving each applicant, what they’re looking for in a new opportunity, and which tactics will keep them the most engaged throughout the process.
    Recent data from Employ shows that today’s jobseekers can be divided into four groups based on a combination of two key traits:

    How consistently they search.
    The number of positions to which they apply.

    These two traits interact in the following way to create four primary persona categories:

    When recruiting teams understand these four personas—and how to spot them—they are more prepared to understand candidates and empowered to customize the candidate experience in a way that resonates with each person they speak with. This often results in better placements, shorter time-to-fill, and more successful hires.
    All About Diligent/High-Volume Applicants
    Diligent/High-Volume applicants make up about 10% of the current market, and they are driven by economic and employment market conditions. These applicants are primarily triggered by job posting alerts and will apply to a wide range of positions with various responsibilities and job functions.
    Traits
    Diligent/High-Volume job seekers tend to be optimistic, believing it will take less than a month for them to find a job, and they apply for jobs with large salary ranges. Additionally, this type of job seeker tends to gravitate toward roles at companies with strong leadership, room to advance, and resources for career development.
    Approach
    Diligent/High-Volume job seekers will use social media and subscribe to job advertisements and will likely mention their research during the interview process. As frequent resume updaters, these candidates tend to begin their job search within their current organizations and will apply for jobs at other companies even if there isn’t an opening.
    Engagement tactics
    These workers tend to appreciate simple, straightforward interview processes. These candidates are likely to abandon opportunities if they find them too time-consuming, so streamlining the interview and scheduling process is likely to impress.
    All About Sporadic/High-Volume Applicants
    About 25% of applicants in the current labor market are considered Sporadic/High-Volume applicants. These are the people who turn to LinkedIn or other job boards after a particularly bad or frustrating day at their current position.
    Traits
    These applicants are usually satisfied in their current roles. They may be seeking out organizations that tout career advancement opportunities. As a result, they tend to apply to multiple jobs that they have no intention of accepting. They tend to be just beginning their career, have taken a new job in the past year, and apply for jobs with large salary ranges. Like their Diligent/High-Volume counterparts, these job seekers frequently update their resumes, and keep an eye on their current companies’ financial positions.
    Approach
    Recruiters can identify Sporadic/High-Volume job seekers by their application method. They regularly search job boards and appreciate easy scheduling. If the interview went well, an offer was made, but the job seeker sends an impersonal response or even goes dark, a Sporadic/High-Volume job seeker may have crossed your path.
    Engagement tactics
    To capture these applicants, stay away from hiring channels that require registration as a part of the hiring process. They’re likely to abandon applications that require any registration elements. Even though they are likely to be satisfied at their current role, recruiters that think a Sporadic/High-Volume applicant is a perfect fit may get their attention with an incredibly compelling offer but should be ready to negotiate and to respond to their current employer’s counter.
    All About Diligent/Selective Applicants
    Diligent/Selective job seekers are triggered by burnout, and about 40% of applicants fall into this category. Since burnout is a trigger, they are hesitant to apply for jobs they feel they are unlikely to get and prefer efficient processes. They are serious about their search and conduct it over a long timeline.
    Traits
    Diligent/Selective job seekers are not interested in applying for positions with wide salary ranges. They know what they are looking for and stick to those parameters. They are less inclined to search for new opportunities within their current organization and motivated by specific roles that excite them.
    Preferences
    Diligent/Selective job seekers tend to stick to a single application method: the company’s website. Additionally, they are highly prone to abandonment and prefer short and efficient recruitment processes.
    Engagement tactics
    These applicants tend to be targeting companies or roles that speak to them, so defining a company mission, vision, and value set is incredibly important when encountering Diligent/Selective job seekers. Make highlighting these aspects of the company a priority early in the interview process and try your best to keep initial applications brief, yet comprehensive.
    All About Sporadic/Selective Applicants
    Sporadic/Selective job seekers are triggered by boredom in their current situation and make up about 25% of today’s applicants. Like their Diligent/Selective counterparts, they are unlikely to submit applications to employers that they deem unlikely to hire them.
    Traits
    These applicants tend to be later in their career. They rarely apply for open roles at their current company, do not apply for jobs with large salary ranges, submit few applications for new roles, and do not use social media to find open roles.
    Preferences
    Sporadic/Selective job seekers’ applications tend to favor brevity and their resumes tend to possess stale skills as they have not likely invested time in their own learning and development. Since they’re motivated primarily by boredom and exploration, they’re also hesitant to spend time on additional application materials, preferring to let their experience speak for itself.
    Engagement tactics
    To engage these applicants, create highly personalized, effortless recruitment experiences. They’re applying to see what’s available to them as they currently are, so if you think a Sporadic/Selective applicant is the perfect fit, it’s best to keep extraneous tasks to a minimum. They also strongly believe that the modern hiring process is excessive, so it’s critical that recruiters communicate decisions or next steps and their reasoning throughout the process.
    Setting up for success
    In today’s market, recruiters need to go the extra mile to ensure success along each step of the recruiting process. Using the four personas as a baseline can help recruiters begin the process of tailoring their hiring strategies to a given candidate’s needs.
    Finding talent is tough, and recruiters need to arm themselves with tools to find quality candidates for open roles. Though each candidate is unique, keeping the four personas in mind throughout the process helps remind recruiters that hiring is not a one-size-fits-all endeavor. Understanding the four job-seeking personas and their associated triggers helps recruiters provide high-quality candidate experiences and fill skill gaps more quickly and successfully.
    By Corey Berkey, SVP of People, Employ Inc.
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    in Talent Acquisition

    The Rise of Passive Candidate Recruitment

    The global talent shortage is a major challenge for businesses of all sizes. In the United States alone, there are currently 11 million open jobs. This means that there are more job openings than people are looking for work.
    One way that businesses are addressing this challenge is by targeting passive candidates. Passive candidates are people who are not actively looking for a new job, but who might be open to a new opportunity if the right one comes along.
    There are several reasons why businesses are targeting passive candidates. First, the pool of passive candidates is much larger than the pool of active candidates. This means that businesses have a better chance of finding the right talent by targeting passive candidates.
    Second, passive candidates are often more experienced and qualified than active candidates. This is because passive candidates are typically already employed and have been successful in their current roles.
    Third, passive candidates are more likely to be a good fit for the company culture. This is because passive candidates are not actively looking for a new job, so they are more likely to be happy with their current situation.
    Atlas World Group’s Approach to Passive Candidate Recruitment
    Atlas World Group is a global logistics company that has been struggling to fill key positions in IT and technology. In order to address this challenge, they have shifted their focus to primarily targeting passive candidates.
    Atlas’s approach to passive candidate recruitment is two-fold. First, they use LinkedIn Recruiter to target passive candidates who have the skills and experience they are looking for. Second, they leverage the social media of their current team members to share job openings with their networks.
    The Benefits of Targeting Passive Candidates
    There are several benefits to targeting passive candidates. First, it allows businesses to reach a wider pool of potential talent. Second, it gives businesses the opportunity to build relationships with passive candidates before they are actively looking for a new job. Third, it allows businesses to target passive candidates who are a good fit for their company culture.

    Start by building a strong employer brand. Passive candidates are more likely to be interested in your company if they have a positive impression of your brand.
    Make it easy for passive candidates to learn about your open positions. Your job postings should be clear and concise, and you should make it easy for candidates to apply online.
    Personalize your outreach. When you reach out to passive candidates, take the time to personalize your message. This will show that you are genuinely interested in their skills and experience.
    Highlight your company culture. Passive candidates are more likely to be interested in a company that has a strong culture. Be sure to highlight your company culture in your outreach materials.
    Offer opportunities for growth. Passive candidates are often looking for opportunities to grow their careers. Be sure to highlight the opportunities for growth that your company offers.

    Conclusion
    The global talent shortage is a major challenge for businesses of all sizes. However, by targeting passive candidates, businesses can increase their chances of finding the right talent. Atlas World Group is a great example of a company that has successfully implemented a passive candidate recruitment strategy. By following Atlas’s example, businesses can overcome the challenges of the global talent shortage and find the right talent to help them achieve their goals.

    To follow Kelly Cruse’s work in employer brand, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, get in touch.
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    in Talent Acquisition

    Getting Ahead in the War for Talent

    Navigating a world in the throes of rapid change as we are in today is a challenging feat. The war in Ukraine, energy price spikes, higher borrowing rates, and chronic inflation affect consumer and business confidence domestically and internationally. The impact on organisations – employers and employees alike – is enormous, and we must adapt to survive.
    Recruiters have long grappled with the ever-shifting tides of uncertainty as the employment sector often resembles a wild rollercoaster ride. From the disruptive onslaught of the COVID-19 pandemic to the subsequent post-pandemic boom, the rise of the ‘Great Resignation,’ and the rapid advancement of artificial intelligence, recruiters have weathered these storms with varying degrees of confidence.
    The UK recruitment sector is optimistic
    Against this backdrop, including concerns about a possible recession, a recent survey of 2,500 industry professionals by independent research firm Dynata on behalf of recruitment firm Monster shows that UK recruiters are optimistic about the future, with 87% looking to hire in 2023.
    Also, on the positive side, 92% of recruiters are confident (45%) or very confident (47%) of finding the right candidate. This sounds high, but UK recruiters are less confident than their compatriots across Europe or the USA. Why is this? It’s because The UK is facing a unique set of circumstances, including Brexit, that have created significant economic uncertainty.
    Nevertheless, recruiters across all sectors still believe that they can scope out the terrain of roles, define them with precision and assess candidates through the interview process, according to our survey. However, addressing the talent shortage is still the number one task facing industry professionals across the UK, Europe and the USA, and a constant challenge persists: the need to identify, interview and secure candidates faster than the competition.
    UK recruiters struggle to access talent as the skills gap widens
    The same survey highlights how amidst this battle for talent, 51% of UK recruiters claim that finding candidates with the necessary skills is the most significant challenge they will face in the next three years. The report reveals that finding candidates with the right skills is the biggest obstacle to recruiting in 2023, with 29% of recruiters indicating that the skills gap has widened compared to a year ago. 86% of recruiters “sometimes” or “very often” struggle to fill vacancies due to this. Of the 87% of recruiters looking to fill vacancies, 44% are replacing or backfilling roles, while 43% are hiring for net new job requirements. Only 13% of recruiters anticipate hiring freezes.
    The UK’s battle for talent is intensifying
    Across all sectors, accessing quality candidates is getting harder and is especially difficult in automotive (57%), leisure & hospitality (46%), education (45%), and insurance (45%) sectors. The survey also found that recruiters are searching for radically different soft skills from candidates from different generations. For instance, 13% of Gen Z recruiters are searching for dependability, compared to 57% of Boomers. In contrast, 40% of Gen Z recruiters seek managerial skills, compared to 17% of Boomers.
    To survive in 2023, recruiters must develop new strategies for success
    To thrive in this challenging environment, recruiters must forge new strategies for success. The reliance on traditional approaches is no longer sufficient; embracing innovative technologies and solutions becomes imperative to match talent with opportunities effectively. Casting a wider (digital) net offers recruiters many opportunities to engage with potential applicants.
    The battle for benefits
    To help them secure top talent, recruiters may need to engage in a “battle for benefits” to attract the top talent.
    The demand for flexibility takes centre stage in 2023, with 53% of candidates expecting more flexibility in where they work and 39% expecting more flexibility when they work. However, the survey reveals a disheartening reality: only 25% of businesses offer genuine flexibility to new hires.
    To succeed, recruiters must balance the demands of employees and employers and address candidates’ extended benefits wish list. As flexible options, including increasingly a four-day week, become standard in many industries; salary is no longer the primary determining factor.
    The top five benefits employees are seeking in 2023 are remote flexibility (50%); flexible work schedules (49%); skills training/learning and development (45%); salary protection/fair compensation (44%); and healthcare benefits (41%) according to the survey.
    Improving search techniques
    In addition to honing the quality and range of benefits they offer, firms need to improve their candidate search techniques. Our survey found that only 24% of UK recruiters leverage online recruitment sites, tools, and new technologies to engage talent – far lower than recruiters in the USA and Europe – and are less confident of finding suitable candidates. This means that 76% of recruiters should improve their search methods or face being left behind in the battle for top talent.
    Matching your benefits offerings to your candidate’s requirements and improving search techniques will go a long way to helping businesses find and recruit the individuals that will ensure the business survives and prospers in a challenging economic environment.
    By Rod McMillan, Marketing Manager, Monster UK.
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    in Talent Acquisition

    4 Ways to Use Today’s Global Mobility Trends to Recruit Top Talent 

    Are you searching far and wide for new talent? Is that search feeling farther and farther afield? There is roughly a one in four chance (27%) that your company is struggling to find qualified employees locally or feels that the Great Resignation significantly impacted relocations in 2022. This comes despite relocation volumes and budgets increasing by 7% from 2021 to 2022 and is expected to increase in 2023 for 58% of companies of various sizes across industries.
    As pressures from the pandemic continue to ease, employees considering relocations also have evolving needs. Below are a few ways organizations can keep up with them:
    Continuously review benefits.
    When was the last time your organization conducted an in-depth review of its benefits? If it was a year ago or more, it is time to review them again. Simply put, organizations must continuously review their job offerings and relocation benefits to ensure they remain competitive and attractive in a dramatically changing environment.
    According to Gartner, just 32% of workers feel that they are being paid fairly due to inflation and recession concerns. Further, Jobvite shares that 52% of American workers across industries believe they could simply make more money by switching jobs. If the grass looks greener everywhere an employee looks, your organization must be equally appealing. Important questions to ask during your benefits review include:

    Does your organization’s compensation meet cost-of-living demands where you are located?
    How do relocation benefits impact general workplace benefits?
    What are our competitors in the region touting?
    Do you have a trusted House-hold Goods Moving provider that can support you and your potential new hire with the relocation process itself?

    Prioritize balance.
    There is far more an employee must consider today when weighing a relocation opportunity than in the past. Develop workplace management policies that take remote work, work/life balance, voluntary relocation, and flexibility into consideration. While many employers want to see their employees back in the office, in January 2023, almost 30% of all work happened at home. This is six times greater than the remote work rate in 2019. How and where we work has changed.
    How does your organization accommodate working from home, and what does that mean for relocating talent? You must have an answer to this question because even if an employee is willing to relocate, it does not necessarily mean they only want to work in the office. What flexibility options are you offering to entice in-office work with the desire to relocate your employee to your headquarters’ hometown?
    Consider family.
    For many families in the U.S., remaining close to home is both practical and personal. Data from the Pew Research Center shows that about three in 10 U.S. citizens live within an hour’s drive of some or all extended family. More adults today are also living in multigenerational households than ever before. One in five adults now lives with parents or grandparents – a rate that has quadrupled since 1971.
    This closeness to family is a preference and value for social and economic benefits, as family members are often available to help working parents, especially in sharing home labor such as childcare. Ensuring your organization’s relocation policies include resources to support the relocation of spouses, children, and residences is vital for prospective employees considering moving away from extended family.
    Offer guidance.
    Moving to a new city or state can be intimidating. New residents want to know where the best schools are located, where the best restaurants are, and what the best commute to take is. These are just a few of the barriers holding back prospective residents without someone on the ground to guide them.
    Workplaces that offer robust resources or partners to help guide employees through the relocation process can help. This can be a go-to individual who can share insider information on the most popular suburbs and best nightlife – complete with parking tips – or it can be through lump sums or flexible policies that allow employees to spend time seeking these answers on their own. Allowing time to tour houses while also paying for temporary housing can make a difference in an employee’s willingness to relocate and their happiness once they do.
    The war for talent is in full swing. When many companies are touting remote-first work policies, enticing new employees to physically relocate to a new city, state, or country can be difficult. Of all the stressors related to starting a new job or relocating to a new area, moving there should be the easiest part.
    Mary Beth Johnson is Vice President of Business Development for Atlas Van Lines. 
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    in Talent Acquisition

    The 6 Best ATS’s for Recruiting Firms in 2023

    In today’s competitive job market, it’s crucial for recruiting and staffing agencies to have the best tools and resources available to stay ahead of the game. That’s where the Best ATS platforms for Recruiting and Staffing come in. 
    Some standout solutions in this category include Bullhorn and Manatal. From candidate sourcing and tracking to collaboration and reporting, these platforms have everything agencies need to succeed. 
    But with so many options on the market, it’s essential to consider factors such as pricing, ease of use, and customer support before making a decision. Let’s explore the top six ATS (Applicant tracking software) platforms for recruiting agencies and staffing firms and see what sets them apart.
    The Best ATS for Recruiting Agencies
    1. Bullhorn
    With over 10,000 customers worldwide, Bullhorn is an acclaimed ATS in the staffing industry. The cloud-based platform offers both ATS and CRM (Customer Relationship Management) features to help recruiters manage their end-to-end staffing process.
    If you’re a recruiting agency that needs a scalable solution to manage its staffing needs, Bullhorn is your friend. The ATS can handle high-volume recruiting, complex workflows, multiple locations, and diverse client requirements. 
    Bullhorn dashboard
    It also comes equipped with AI-powered resume parsing and job matching to save time and improve candidate sourcing and screening processes.
    One of the unique differentiators of Bullhorn is its relationship intelligence features like pulse and radar that help recruiters monitor interactions with candidates and clients to identify engagement opportunities.
    Additionally, Bullhorn provides advanced reporting and analytics to dig deeper into recruitment metrics, identify trends and optimize recruitment strategies.
    Some of the key workflows of Bullhorn include:

    Candidate submission: Recruiters can submit candidates to jobs internally or externally, review their resumes, track their status, and communicate with them via email or text.
    Interview: Bullhorn lets you schedule interviews with candidates and clients, sync them with your calendars, send reminders and feedback requests, and update your status.
    Placement: It allows you to create placements for candidates who accept job offers, associate them with relevant information (including job details, pay rates, and start dates), and generate contracts and invoices

    Pros: 

    Bullhorn integrates with various third-party tools, including major vendor management systems, social media platforms, and email providers, to provide a seamless workflow and data synchronization. Some prominent names include Gmail, Outlook, LinkedIn, Herefish, TextUs, and more. 
    Bullhorn has more features than other ATS software, including job order management, candidate search, activity tracking, reporting, lead tracking, pipeline management, and relationship intelligence.
    Bullhorn’s bulk email-sending function allows you to communicate with multiple candidates or clients simultaneously.

    Cons: 

    Bullhorn does not have a free version or transparent pricing. Plus, the basic plan doesn’t include LinkedIn integration or unlimited data storage.
    Some users report that Bullhorn’s interface is not very intuitive or user-friendly.

    2. Manatal
    Manatal is a cloud-based ATS that helps HR teams and recruiting firms manage their entire recruitment process – from sourcing and candidate management to placement and onboarding.
    Manatal also stands out from other ATS solutions in a few key ways. 
    For starters, it offers candidate enrichment that lets you build detailed candidate profiles using data from LinkedIn and 20+ social platforms. This feature gives a holistic view of a candidate’s background and experience, allowing you to find a suitable match for a job opening.
    Candidate Enrichment
    Another unique feature is AI recommendations. You can reach top talent in your database with search tools, filters, and candidate scoring. 
    Recruitment CRM is another standout feature. This lets you keep track of commercial activity, clients, placements, and revenue all in one place. This is particularly useful for staffing and recruiting firms that need to manage a high volume of client relationships and placements.
    Recruitment CRM: Track pipeline in one place
    Manatal also offers a branded career page that helps you create a customizable career page or integrate an existing one. This can be a great way to showcase your brand and attract top talent to your organization.
    Some of its key workflows include: 

    Candidate sourcing: Manatal helps you source candidates from multiple channels, including job boards, career pages, LinkedIn, referral programs, and even manually. You can also enrich candidate profiles with social media data and AI insights. 
    Applicant tracking: It lets you track job applicants through different stages of the recruitment process using pipelines and activities. You can also collaborate with hiring managers and invite them to review candidates and provide feedback.
    Candidate matching: Mantal’s AI engine finds suitable candidates for your vacancies based on their skills, experience, and education, among other criteria. You can also use search tools and filters to narrow your candidate pool.

    Overall, Mantal is for HR teams, recruitment agencies, and headhunters looking to source and manage candidates quickly. It’s especially suitable for those who want to leverage AI and social media data to find the best fit for their vacancies. 
    That said, Mantal may not work for those who prefer a more traditional or manual approach to recruitment or need more customization or integration options.
    Pros: 

    Manatal has lower prices than many other ATS tools. You also get a 15-day free trial to try the features beforehand. 
    Manatal is easy to use and has Kanban-style, drag-and-drop pipelines for candidate management. 
    It also saves time and improves hiring quality with its AI-based suggestions tool. 

    Cons: 

    Manatal doesn’t let you add multiple locations for a single job position on the career page.
    They need to offer more customization options for the career page and email templates. 
    Lack of integrations with some popular tools like Zoom and Slack.

    Pricing: 
    Manatal offers three pricing plans: Professional, Enterprise, and Custom:

    The Professional plan costs $15 per user per month, allowing up to 15 jobs per account and up to 10,000 candidates. It also includes unlimited hiring managers.
    The Enterprise plan costs $35 per user per month and allows unlimited jobs, candidates, and hiring managers. It also includes custom features and integrations upon request.
    The Custom plan is on demand and requires contacting the sales team for a quote. It includes everything in the Enterprise plan plus custom features and integrations tailored to your needs.

    3. Recruit CRM
    Recruit CRM is a cloud-based recruitment software that combines ATS functions with a customer relationship management (CRM) system. It works as an all-in-one solution for managing and automating the recruiting process. 
    One of its most notable features is its simple and easy-to-use interface, making navigating and setting up a breeze. This can be a massive plus for recruiters with limited technical expertise.

    Recruit CRM interface
    Recruit CRM also has a visual pipeline that shows the status of each candidate, making it easy to track their progress through the recruitment process. Additionally, the platform offers a self-service portal that lets candidates update their profiles, reducing administrative work for recruiters.
    Another unique feature is its sourcing tool, which allows you to source candidates directly from LinkedIn. This can save recruiters time and effort when trying to find the perfect candidates for a job opening.
    Some of its primary workflows include: 

    Candidate interaction: It helps you communicate with candidates using email templates, bulk emails, email tracking, SMS integration, and a candidate portal.

    Managing clients: The CRM feature allows you to create and track opportunities, submit candidates, get feedback, and generate invoices.

    Posting jobs to multiple job boards: It has a single interface that lets you buy and post ads to premium job boards or automatically post jobs for free.

    Pros: 

    Recruit CRM’s modern and easy-to-use interface requires minimal training and setup.
    The visual pipeline gives a quick overview of candidates’ status, such as applied, assigned, shortlisted, or offered.
    It provides native integration with Zapier that helps connect with 5000+ business apps.

    Cons: 

    The lack of a calendar view for scheduling interviews or tasks. 
    The limited character limit for notes on candidate records may not be sufficient for recruiters. 
    Users have reported difficulties in training and solidifying processes with RecruitCRM due to constant updates and changes since it’s still in an early stage of development.

    Pricing: 
    Recruit CRM has three pricing plans: Pro, Business, and Enterprise.

    Pro plan ($85 per user per month): It allows unlimited jobs per account and up to 10,000 candidates, contacts, and companies. 

    The Business plan ($125 per user per month): It allows up to 20,000 candidates, contacts, and companies. It also includes everything in the Pro plan + resume/CV formatting, 100 custom fields, and API access.

    The Enterprise plan ($165 per user per month): It allows unlimited candidates, contacts, and companies. It also includes everything in the Business plan + a custom SLA, custom branding, dedicated servers, and a dedicated account manager.

    You can also start a free trial of Recruit CRM with no credit card required. The free trial provides access to all features with 50 candidates, 50 contacts and companies, and four open jobs.
    4. Loxo
    Loxo is an all-in-one talent intelligence platform that combines ATS, CRM, outbound recruitment, data, and sourcing tools. Consolidating these functions into a single platform helps simplify workflows, reduce costs, and improve performance.
    Loxo’s sourcing tool is worth noting. It provides access to a 1.2 billion professional and social profiles database from multiple data sources, including public profiles and the open web. And if you’re worried about the accuracy of contact information, Loxo’s got you covered with verified email, phone, and social profiles for over 800 million contacts.
    Candidate sourcing
    Loxo also offers an outbound recruiting tool that lets you create and automate multichannel sequences to engage candidates via email, SMS, and phone calls. This can be a great way to build a strong talent pipeline and reduce your reliance on job boards and other passive recruitment methods.
    That’s not all – Loxo also leverages artificial intelligence and machine learning to learn hiring preferences, suggest potential candidates, and automate tasks. This can help you save time and focus on the most important parts of your job.
     Here’s a quick overview of Loxo’s key workflows:

    Sourcing candidates from 1.2 billion profiles using a sourcing tool that automatically adds them to the database and enriches their profiles with social media data.
    Managing candidates using an ATS that shows the status of each candidate using a visual pipeline.
    Managing clients using a CRM that allows you to create and track opportunities, submit candidates, get feedback, and generate revenue.

    Pros: 

    Loxo combines ATS, CRM, outbound recruitment, data, and sourcing tools into one AI-powered talent intelligence platform.
    It offers access to a large database of professional and social profiles, verified contact information, and AI-recommended candidates.
    It allows you to automate outbound recruiting with multichannel sequences and built-in email, SMS, and calling features.

    Cons: 

    Some users mentioned difficulty in importing data from other sources or exporting data to other formats. 
    There’s a need for more training and documentation on how to use the software effectively.
    It’s priced higher than many other ATS platforms on the market. 

    Pricing: 
    Loxo offers three plans; their pricing will depend on your plan and add-ons. 
    The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. The add-ons are optional features that can be purchased per seat, per month, such as Loxo Connect, Loxo Source, Loxo AI, Loxo Outreach, Talent Insights, SMS & Calling.
    The professional plan costs $299 per seat per month and includes all the add-ons as well as customized workflows, a dedicated onboarding specialist, and priority customer support. 
    The enterprise plan has custom pricing and includes all the features of the professional plan as well as AI internal mobility sourcing, e-signature integration, SSO, SOC 2 Type II reporting, audit logs, and deployment options.
    5. ZohoRecruit
    ZohoRecruit is another talent acquisition software that offers an ATS and a CRM in a single recruitment platform. It helps staffing agencies and internal HR teams source, attract, engage, and hire quality candidates for any role.
    To source candidates, you’ll get access to a database of professional and social profiles, along with verified contact information and AI-recommended candidates. 
    ZohoRecruit also offers a visual interface to help you track and manage the entire recruitment process – from sourcing to hiring. It consists of different stages, such as Screening, Assessment, Interview, Offer, and Hired, and each stage has appropriate candidate status.
    Hiring pipeline 
    You can also customize your hiring pipeline by adding or removing stages, color-coding them, and mapping candidate statuses to them. 
    Here’s an overview of the key features of ZohoRecruit: 

    Source & Attract: It allows you to post jobs on 75+ job boards with a single click and share those listings on social media platforms. You can also access an extensive database of professional and social profiles, verified contact information, and AI-recommended candidates.
    Track & Engage: Recruiters can track where their candidates are at every hiring stage and optimize their recruitment process with advanced analytics. They can also communicate with candidates via email, SMS, and phone.
    Automate & Hire: You can use custom automation tools to push candidates through every stage in the hiring process. You can also create a customized career site to attract more applicants. 

    It also lets you customize your career sites with SEO-friendly keywords, subdomain mapping, localization, and mobile optimization. And finally, it integrates with over 50 other tools, including Zoho CRM, Slack, Zoho Sign, Zoho Analytics, Outlook, and LinkedIn.
    Pros: 

    Affordable pricing plans, making it accessible for small and medium-sized businesses.
    Integration with other Zoho products, such as CRM and HR management, for a seamless hiring and onboarding experience. 
    Easy-to-use interface and intuitive navigation, reducing the learning curve for new users. 
    Good customer support, with helpful documentation and responsive customer service agents. 

    Cons: 

    Some users have reported occasional glitches and slow performance, particularly when working with large amounts of data.
    Some users have reported difficulty integrating third-party tools and plugins, which can reduce the platform’s flexibility.
    Reporting and analytics features are less advanced than other ATS platforms, making tracking and analyzing recruitment metrics harder.

    Pricing: 
    Like Loxo, ZohoRecruit’s pricing also depends on the plan and different add-ons. 
    The free plan offers the basic ATS and CRM features for free forever but includes no add-ons. 
    The add-ons are optional and can be purchased per seat, per month, including Zoho Workerly, Zia Voice, Candidate Anonymization, Assessment Module, SMS & Calling.
    The Standard plan costs $25 per seat per month and includes all the free features + resume parsing, email templates, interview scheduling, and reports. 
    The Professional plan costs $50 per seat per month and includes all the standard features + career site management, social media integration, and advanced analytics. 
    The Enterprise plan costs $75 per seat per month and includes all the professional features + modules, custom functions, and webhooks. 
    The Ultimate plan has custom pricing and includes all the enterprise features + a dedicated database cluster and premium support.
    6. Gem
    Gem is a talent engagement platform that leverages data and automation to help you engage talent more deeply, build diverse, high-quality pipelines, and hire predictably at any scale. 
    Gem integrates with various applicant tracking systems (ATS) to streamline the recruiting process and provide a single source for all talent relationships.
    For starters, it offers full-funnel insights into the recruitment process. This means recruiters can see the entire process, from sourcing to hiring, and use this information to optimize their outreach strategies and measure performance.

    Pipeline analysis 
    Another feature worth noting is its ability to automate personalized email campaigns and follow-ups. This will help you save time while ensuring you stay in touch with candidates. Additionally, the platform syncs all email activity with the ATS and LinkedIn, making it easier to track communications.
    Some of its key workflows include: 

    Sourcing candidates from LinkedIn or other sources and uploading them to Gem and the ATS through a single click. 
    Creating email sequences and templates and sending personalized outreach campaigns to candidates. 
    Tracking email opens, clicks, replies, bounces, unsubscribes, etc., and syncing them with the ATS and LinkedIn.
    Scheduling interviews with candidates and sending calendar invites and reminders.
    Moving candidates through stages in the ATS based on their responses or actions

    Gem is particularly beneficial for teams looking to build diverse pipelines and make predictable hires at scale. However, it may not be suitable for recruiting teams without access to an ATS or those who do not have a clear hiring strategy or goals.
    Pros: 

    The platform supports diversity and inclusion initiatives by helping recruiters source underrepresented talent, track diversity metrics, and mitigate bias.
    It facilitates collaboration between hiring managers and other stakeholders on candidate profiles, feedback, notes, ratings, etc.
    Offers a modern and user-friendly interface, making it easy for recruiters to navigate and use the platform.

    Cons: 

    Gem doesn’t disclose its pricing on its website but offers a free demo and a free trial for interested customers. 
    It’s not an ATS itself – you’ll need to integrate it with your pre-existing ATS to sync data and context.

    Benefits of Using ATS for Recruiting Agencies  
    Here are some of the benefits that an ATS can offer:
    Faster Hiring Process
    It’s a given that automated systems help reduce the time recruiters take to make hiring decisions. They allow candidates to apply via their website or mobile applications while they are away from their desks. 
    The application process is quick and simple, eliminating human errors during data entry or selection. This also helps recruiters save time and quickly get the right person on board.
    Streamlined Recruitment Process
    ATS automates many manual tasks, including posting job ads, screening resumes, scheduling interviews, and sending follow-up emails. 
    This frees up time for recruiters to focus on more human-centric tasks like candidate engagement, employer branding, and stakeholder collaboration.
    Data-driven decision making
    ATS platforms provide recruiters with valuable insights into their recruitment metrics like time-to-fill, source of hire, and cost-per-hire. This helps them optimize recruitment strategies, measure performance, and make data-driven decisions.
    Easier Management 
    An automated system allows you to track your candidate’s progress at all times, making it easier to manage them throughout the recruitment cycle. From assessment through onboarding and beyond into career development programs or even promotion opportunities when available within your organization’s structure, ATS platforms help you keep track of everything. 
    Manage Large Volumes of Applicants
    One of the best things about an ATS is its ability to handle large volumes of applications and resumes. 
    If you receive hundreds of applications per week, it would be impossible for your team members to go through each manually, especially when they have other responsibilities on their plates. Using an ATS allows you to keep track of all those applications so that you can identify candidates who meet your criteria and contact them if they are chosen for a position. 
    Key Features That Your ATS Platform Should Have 
    Here are some key features you should look for in an ATS platform:

    Ease-of-use: The platform should be easy to use and navigate through. You don’t want to waste time trying to find something that is not there. Your ATS should also be user-friendly, meaning it must come with a great user experience (UX).

    Integration options: Integration is key when choosing an ATS platform because they allow you to connect with other systems you already use — including HR software solutions, CRM, and applicant tracking solutions. It also helps you keep all the data related to hiring candidates in one place.

    Job posting: Job posting is one of the most common activities in recruitment. Naturally, your ATS should allow you to post jobs on job boards, social media, and other platforms like LinkedIn. Many ATS platforms even help you post multiple jobs simultaneously and also allow you to create automatic notifications when someone applies for a particular job. This saves you time as you don’t have to manually review each application received or respond to each candidate individually.

    Application tracking: You’ll need a system that can keep track of each applicant’s information throughout the entire process – from initial application through follow-up emails after interviews or preliminary job offers. That way, if someone doesn’t get hired but is a good fit for another position in the future, you can easily add them back into the database.

    Interview organization: Your ATS should assist you in scheduling and interviewing candidates. You should be able to send calendar invites and reminders and create interview kits that include candidate resumes, questions, feedback forms, etc. 

    Collaboration: The ATS you pick should let you collaborate and keep everyone in the loop on hiring decisions. It should also help you share candidate profiles, notes, ratings, feedback, etc. 

    Questions to Ask Vendors on Demos 
    When evaluating an ATS platform for your recruiting agency, it’s important to ask vendors the right questions to get a suitable fit for your organization. Here are some questions to consider:

    Ask the vendor about the candidate pipeline process. This question will give you an understanding of how the system handles each stage of the hiring process and if it aligns with your agency’s workflow.

    How does your ATS integrate with other recruiting tools and services? Make sure your new ATS will integrate seamlessly with whatever systems you already have in place, like payroll or HRIS systems.

    What type of tasks does it automate? Automation can help you save time by automating tasks such as candidate follow-ups, interview scheduling, and resume screening. Ask vendors about the extent of their automation capabilities.

    What’s the difference between our current applicant tracking system and yours? This will help you understand what exactly you’re getting when you pay for this new software and why it’s worth upgrading. 

    How does the ATS handle diversity and inclusion? Many companies are prioritizing diversity and inclusion in their hiring processes, so don’t forget to ask vendors how their system can support your agency’s efforts in this area.

    Can you customize the ATS to fit our agency’s specific needs? Every recruiting agency has different workflows and processes, so check whether you can customize the ATS to meet your agency’s needs.

    What kind of reporting and analytics does the ATS provide? Reporting and analytics can help you track the performance of your recruiting efforts and make data-driven decisions. Ask vendors about the types of reports and analytics their system provides.

    What kind of support and training do you offer? Knowing what kind of support and training vendors offer is important. Ask whether they provide support for onboarding, training videos, and ongoing support. This can significantly affect how quickly your agency can get up and running on the new system.

    How much data can it hold? This will greatly impact how many applicants you can track and manage through the system. If you need to store resumes, cover letters, interview notes, and other data, ensure your vendor has enough storage space.

    Common FAQs
    What is an ATS?
    An ATS platform is a software application that helps recruiting agencies manage their entire recruitment process, from sourcing to hiring. It automates and streamlines tasks like job posting, resume screening, candidate communication, interview scheduling, and reporting.
    Why do I need an ATS platform?
    You need an ATS platform because it will save you time and money in the long run. You’ll have a more efficient way of finding the right candidate for your job openings so that you can reduce the amount of time spent on recruiting efforts. This means more time for other important things like training new hires or managing existing employees.
    What are the key features I should look for in an ATS platform?
    The key features to look for in an ATS platform for recruiting agencies include job posting and distribution, candidate database management, interview scheduling, and collaboration. Some additional features include reporting & analytics and integrations with other recruiting and HR tools.
    How much does an ATS platform cost?
    The cost of an ATS platform varies depending on the size of your recruiting agency, the number of recruiters using the platform, and the features and functionality you require. Some platforms charge per user or job posting, while others offer monthly or annual subscription fees.
    How secure is my data on the ATS platform?
    Most ATS platforms offer data encryption, regular backups, and access controls to ensure the security of your data. It is important to ask vendors about their security measures and certifications to protect your data.
    Pitfalls to Avoid When Buying an ATS for Your Recruiting Agency 
    If you’re looking to buy an ATS for your recruiting agency, there are a few pitfalls you should avoid.

    Focusing too much on features and not enough on usability: While an ATS with robust features can be enticing, if it’s not user-friendly and intuitive, it can be challenging for recruiters to adopt and fully utilize the tool.

    Overlooking integration capabilities: A good ATS should integrate with other key tools in your tech stack, including job boards, HRIS, or CRM. Overlooking this can lead to manual data entry and siloed information.

    Neglecting security features: This includes password protection, encryption, and user access controls. Your ATS should also have a backup system if something goes wrong with the primary server or database.

    Ignoring customer support and training: Without proper training and support, you might end up struggling to use the platform and encounter issues that hinder your productivity.

    Failing to consider scalability: As your recruiting agency grows, your ATS needs to scale with you. Investing in a platform that cannot meet your hiring demands can result in downtime, lost candidates, and missed opportunities.

    Wrapping it Up!
    An ATS platform can significantly streamline and optimize the recruitment process for recruiting agencies. An ATS can also help recruiters source, engage, and hire top talent by automating workflows, enabling better collaboration, and providing data insights.
    Overall, each ATS platform discussed in this conversation has standout features that may make it the best choice for certain recruiting agencies. 
    Zoho Recruit’s hiring pipeline and candidate management system may appeal to agencies seeking a customizable and visual approach. Gem’s automation and collaboration tools may be ideal for agencies seeking to streamline their communication and hiring decisions. Or, Loxo’s comprehensive suite of features may appeal to larger agencies with more complex needs.

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    The 6 Best Video Interview Platforms in 2023

    When it comes to hiring in 2023, using the best video interview software is essential. After all, video interviewing is now an integral part of the hiring process, and the COVID-19 pandemic has accelerated its adoption. 
    According to a recent survey, 86% of companies now use video interviews to evaluate job candidates. Video interview software is crucial because it enables hiring managers to assess candidates remotely, which is particularly important in today’s world of remote work and social distancing. It also saves time and resources, as it eliminates the need for in-person interviews and can be used to screen top talent quickly.
    As we move further into 2023, it’s clear that video interviewing is here to stay, and with so many platforms available, it can take time to decide which one to choose. 
    In this article, we’ll explore the six best video interviewing tools of 2023 and what makes them stand out from the competition.
    The Best Six Video Interview Platforms
    Here are some of the best video interview platforms to use: 
    1. myInterview

    Founded in 2016 by two friends who wanted to create a more personal and efficient way of assessing job applicants and hiring, myInterview is a one-way video interview platform. You can further meet the shortlisted candidates for a live interview as well. 
    You can either choose from a library of questions or create your own. You can also customize the settings, such as time limit, retries, and branding.
    Here’s how it works:
    myInterview prompts you to fill out a simple form to create your job. 
    After you fill in those details, you can create and send video interview questions to job seekers, who can record and submit their answers online. 
    Next, myInterview will allow you to brand your interview by adding your logo, custom colors, images, or background. 
    Additionally, you can include an introductory video by recording it, linking it via Vimeo, YouTube, or Dropbox, or even uploading a pre-existing video from your computer.

    Finally, you can invite candidates to the job interview and review their videos right inside myInterview’s dashboard.
    Once candidates start sending their videos answering interview questions, recruiters can watch and evaluate the candidates’ videos using artificial intelligence and collaboration tools. 
    For example, the myInterview Intelligence feature uses artificial intelligence to rank candidates based on their video responses. 
    They also offer features like automated shortlisting, curated interview playlists, and bias-free assessment Interviews.
    Shortlisting is also easy, thanks to custom Kanban columns to help you track a candidate’s stage. You can set your workflow to match your company’s hiring stages and customize columns into shortlisted, rejects, approved, etc.

    All these features combined can help recruiters save time and money, screen more candidates, and find the best fit for their company and culture.
    Here’s a quick overview of myInterview’s key features: 

    Invite candidates: Recruiters can invite candidates to take the video interview by sending them a link via email or SMS. Candidates can access the interview on any device with a camera and microphone.
    Review candidates: Recruiters can review candidates’ videos on an intuitive dashboard that shows their scores, rankings, and feedback. They can also share the videos with other team members or clients for collaboration.
    Hire candidates: Recruiters can hire candidates by contacting them directly from the platform or through their ATS or workflow system.

    All in all, myInterview is suitable for recruiters who want to save time and reduce the risk of bias in their hiring process. It’s also suitable for candidates who wish to express themselves beyond their resumes and showcase their personality and fit for the company culture. 
    That said, there may be better options for recruiters who prefer live or face-to-face interviews.
    Pros: 

    Integration with other platforms such as Indeed, Workable, and Zapier. 
    It offers a free plan with ten candidates per month and affordable pricing plans for different needs and sizes of businesses. 
    The dashboard has smart shortlisting options, allowing you to filter, sort, and rank candidates by various criteria. It’s also easy to use, intuitive and customizable with your branding and intro video. 

    Cons: 

    It may not capture the full range of candidates’ skills and abilities, especially for technical or creative roles that require more than verbal communication or problem-solving.
    Limited customization options for branding and user experience. This can be a drawback for companies looking to create a more personalized candidate experience.
    Limited reporting and analytics capabilities can make it difficult for recruiters to track their recruitment campaigns’ success and identify improvement areas.

    Pricing: 
    myInterview offers annual billing options and the pricing depends on the number of candidates per month. The pricing plans are:

    Starter – Free forever with ten candidates per month and one active job.
    Individual – $99/month with unlimited candidates per month and two active jobs.

    Professional – Custom plans with custom candidates per month and custom active jobs.
    2. Willo

    Willo is another asynchronous video interview platform that allows candidates to record their interview answers at a convenient time rather than having to schedule a live video interview. This makes the process more flexible and convenient for both candidates and hiring managers.
    You can add different question types, including video, audio, text-based, and file uploads. You can also assign a specific number of retakes and answer length.
    Another unique feature of Willo is its ability to integrate with other HR tools, such as applicant tracking systems (ATS) and job boards. This allows hiring teams to streamline their recruitment process and manage everything from one place.
    Additionally, recruiters can evaluate and manage candidates in a Kanban-like dashboard and get an overview of their complete hiring process. 
    However, Willo may not be the best fit for companies that require live video interviews or need to assess candidates’ soft skills in real-time. In addition, some candidates may feel uncomfortable with the idea of recording themselves on video, which could limit the pool of potential candidates.
    Some of the key workflows of Willo are:

    Creating an interview: You can create an interview by choosing a title, adding a description, selecting questions from a bank, or creating your own. You can also set the time limit and number of retakes for each question and customize the branding and appearance of the interview.
    Sending an interview: Send an interview link to candidates via email or SMS or embed it on your website or job board. You can also integrate Willo with your ATS platform to automate the sending process.
    Reviewing an interview: Willo lets you watch video responses of candidates whenever you want, rate them on a scale of 1 to 5, and leave feedback notes. You can also filter and sort candidates by rating, status, or date.

    Pros: 

    Willo integrates with over 5,000 enterprise apps and popular ATS platforms.
    It saves time and resources by automating the screening process and allowing candidates to record their answers at their own convenience.
    It provides a great candidate experience and a fair opportunity for everyone to showcase their skills and personality.

    Cons: 

    Willo lacks some features like live video interviews, questionnaires for specific roles, etc., and some of its counterparts have. 
    It may not be suitable for some roles or industries requiring more interaction or assessment.
    Doesn’t have enough customization options for branding, design, or questions. 

    Pricing: 
    Willo offers three pricing plans. Here are the details:

    Starter plan ($75 per month): For up to 50 interviews per month with additional features such as custom branding, advanced analytics, and priority support.
    Growth plan ($300 per month): For up to 250 interviews per month with additional features such as team collaboration, custom domains, and GDPR compliance.
    Scale plan ($850 per month): For up to 1,000 interviews per month with additional features such as a dedicated account manager, API access, and enterprise integrations.

    Willo also offers discounts for non-profits and early-stage startups. You can apply for them on their website.
    3. VidCruiter
    VidCruiter is another video interview platform on this list. However, VidCruiter stands out among many of its contemporaries for its ability to provide both live and pre-recorded video interviews.
    In addition to interviewing candidates, recruiters using VidCruiter gain access to HR-based features, such as structured questions and rating guides, to assist them in their evaluations.
    VidCruiter also offers an SHRM-approved interview guide builder that aids in implementing structured interviews, reducing hiring bias. Additionally, the platform provides a dedicated account manager for each client and offers 24/7 support.
    Some of VidCruiter’s key features include: 

    Pre-screening: Recruiters can filter candidates based on their skills, qualifications, and personality using pre-recorded video interviews or online assessments. 
    Interview Scheduling: VidCruiter helps automate the scheduling process using an online calendar system that syncs with your email and ATS. 
    References: VidCruiter’s automated references system allows recruiters to collect references from candidates by sending out requests and reminders via email or SMS.

    VidCruiter is ideal for organizations and recruiters who want to streamline their hiring process, save time, and reduce costs. It’s especially beneficial for organizations that hire remotely or internationally since it eliminates scheduling conflicts and timezone barriers. 
    However, it may not be suitable for recruiters who prefer traditional face-to-face interviews or those with limited internet access.
    Pros: 

    It offers pre-recorded and live video interviews and other features such as skills testing, automated reference checking, digital signatures, etc.
    It allows you to customize your workflow, branding, questions, rating scales, etc., to suit your specific needs and preferences.
    It integrates with other platforms and tools such as ATS, CRM, calendars, etc.

    Cons:  

    They’re not upfront when it comes to their pricing and billing options. You’ll have to contact their sales team for a custom quote. 
    While VidCruiter offers a wide range of features, some users reported that the platform could be complex and difficult to navigate. This can make it challenging for new users to get started quickly.

    4. HireVue
    Initially founded in 2004, HireVue is a video interviewing platform allowing recruiters to conduct live and on-demand interviews. Some of its standout features include over 1,000 job-specific interview guides, real-time evaluation tools, automated candidate routing, and enterprise security. 
    Another distinctive feature is its built-in tools for evaluating coding proficiency and critical soft skills. HireVue’s technical assessment software employs video, AI, and coding challenges validated by a team of organizational psychologists to help you evaluate technical talent.

    Other key features include: 

    Game Assessment: HireVue offers game-based assessments backed by neuroscience and data science that help you select the most suitable candidates. The games measure cognitive abilities, emotional intelligence, and personality traits relevant to the role.
    AI Technology: HireVue uses AI technology to analyze candidates’ video interviews and game assessments and provide insights and recommendations on their skills, fit, and potential. Recruiters can also customize the AI to meet their specific needs.
    Text Recruiting: Recruiters can communicate with candidates via text messages or WhatsApp and engage them with conversational AI. They can also use text recruiting to invite candidates to interviews or assessments, send reminders and confirmations, answer questions, and provide feedback.
    Virtual Hiring Events: HireVue allows recruiters to host virtual hiring events to attract, screen, and hire candidates in one day. Recruiters can use HireVue’s platform to create branded landing pages, promote the event, schedule interviews, and track metrics.

    Pros: 

    It provides customizable rating guides to evaluate candidates based on specific job requirements and company culture.
    With the ability to pre-record and review interviews, HireVue helps you save time in the hiring process and quickly move through a large pool of candidates.
    HireVue’s structured interview feature allows you to create consistent questions for all candidates, ensuring fairness.

    Cons: 

    HireVue’s pricing is higher than other video interview platforms, which may make it less accessible for small businesses or organizations with limited budgets.
    Some users have reported that HireVue’s pre-built templates can be limiting and lack customization options.
    Like any software, HireVue isn’t immune to technical glitches and bugs. Some online reviews talk about experiencing video and audio quality issues.

    Pricing: 
    HireVue offers two pricing plans, including: 

    Corporate Pricing (Starts at $35,000): For companies with 2500-5000 employees. 
    Enterprise (Custom plans): For companies with over 5000 employees. 

    5. Spark Hire
    Spark Hire is a video interviewing platform that lets you accept one-way interviews, open one-way interviews, and live interviews. The one-way video interview is one of its standout features, which allows candidates to record video answers to interview questions at their convenience.
    It also allows recruiters and hiring managers to screen candidates more efficiently, connect with them remotely, and foster collaboration with team members.
    Spark Hire also has several unique features that differentiate it from other video interview platforms. 
    Additionally, recruiters can create personalized and branded videos using the video messaging feature to engage candidates at any stage of the hiring process. 
    Then you have the interview evaluation feature that allows recruiters to evaluate candidates by rating, commenting, tagging, and rejecting them. This feature speeds up the recruitment process and ensures recruiters can make informed decisions.
    Some of Spark Hire’s key features include: 

    One-way Video Interview: This feature allows candidates to self-record video answers to interview questions on their own time. Recruiters can create text or video-based questions, limit think time, control the number of allotted takes, and restrict max answer length.
    Interview Evaluation: This feature allows recruiters to rate, comment, tag, and reject candidates easily. Recruiters can document rejection reasons, send rejection emails, and organize their shortlists.
    Question Library: This feature allows recruiters to access a library of pre-made interview questions that cover various topics such as behavioral, technical, situational, etc. Recruiters can also create their custom questions and save them for future use.

    Pros: 

    Extensive integrations with various applicant tracking systems (ATS) and other recruitment tools.
    The interview evaluation feature simplifies the candidate evaluation process and allows for easy collaboration. 
    The video messaging feature allows for personalized and branded communication with candidates.

    Cons: 

    Limited language support compared to other platforms – a downside for organizations with diverse candidate pools.
    Some users have reported occasional technical glitches or issues with customer support.

    Pricing: 
    Spark Hire offers four pricing plans: 

    Lite ($149/month or $119/month annually): 1 job, 3 users, unlimited interviews, branding, video questions, evaluation tools, scheduling, video messages, integrations, and support.
    Pro ($299/month or $239/month annually): 5 jobs, 5 users, everything in the Lite plan + advanced sharing, analytics, bulk invite, SMS text invitations. Advanced questionnaire add-on.
    Growth ($499/month or $399/month annually): 10 jobs, custom users, everything in the Pro plan + Advanced questionnaire and single sign-on add-ons.
    Enterprise (Contact Spark Hire for pricing): Unlimited jobs. Everything in the Growth plan + SMS text invitations. Multiple add-ons for security and contracts.

    6. Harver
    Harver is a video interviewing solution that helps recruiters screen candidates using asynchronous video interviews. This means that candidates can self-record video answers to pre-defined questions on their own time, and recruiters can review and evaluate them whenever they want.
    Harver also stands out with its ability to incorporate promotional and team videos in your hiring process. Plus, Harver’s collaborative interview scoring feature lets you bring multiple evaluators on board to rate and comment on candidate responses using a consistent rating scale. This feature streamlines the evaluation process, ensuring recruiters can make informed hiring decisions.
    They also provide a team of IO psychologists to identify the ideal candidate profile and optimize the customized matching framework using performance feedback loops. This also helps minimize bias in the hiring process.
    Pros: 

    Harver allows you to incorporate promotional and team videos that showcase your company’s brand and culture, creating a more engaging and memorable candidate experience.
    Harver’s interview scoring feature allows multiple evaluators to rate and comment on candidate responses using a consistent rating scale, making it easier to assess candidates and make data-driven hiring decisions.

    Cons: 

    It may be unsuitable for organizations that prefer live or synchronous video interviews.
    Like most other virtual interviewing platforms, Harver also provides a standardized experience, which may not be suitable for companies with more specific needs or preferences.

    Benefits of Using Video Interview Platforms 
    There are many benefits to using video interview platforms for hiring. Here are some of them:
    Time and Cost Savings: 
    One of the biggest advantages of using video interview platforms is the ability to save time and money. Recruiters can conduct video interviews with candidates from anywhere worldwide, eliminating the need for travel and in-person meetings. This can save companies thousands of dollars in travel and accommodation expenses. 
    Improved Candidate Experience: 
    Video interview platforms offer a more flexible and convenient experience for candidates who can complete interviews from their homes. This can lead to higher levels of candidate engagement and satisfaction. 
    For example, Unilever managed to hire half of the candidates it screened using a video interview platform for the hiring process.
    Better Hiring Decisions: 
    Video interview platforms provide a complete overview of each candidate. And when recruiters have a complete picture of the candidate, they naturally make better hiring decisions. 
    Plus, features like video messaging and collaborative interview scoring can help recruiters evaluate candidates more accurately.
    Increased Diversity and Inclusion: 
    Video interview platforms can also help companies increase diversity and inclusion in their hiring processes. By enabling candidates to complete interviews remotely, companies can reduce barriers to entry for underrepresented groups. 
    Additionally, features like structured interview questions and blind reviews can help reduce unconscious bias in the hiring process.  
    Evaluate body language:
    Video interviews also allow recruiters to evaluate body language and nonverbal cues, such as eye contact, hand gestures, and overall confidence level while answering questions. 
    This is especially helpful if hiring for a customer service or sales position. In that case, you can evaluate how candidates interact with others, express themselves, and handle difficult situations.
    Key Features That Your Video Interview Platform Should Have 
    Here are some key features that your video interview platform should have:

    One-way and two-way video interviews: The best video interview platforms let you set up one-way interviews where candidates answer pre-written questions that you can review later. At the same time, they should let you conduct live or two-way interviews where you can chat with candidates in real time.
    Collaboration features: Collaboration features, like the ability to share feedback and ratings on candidates, can help streamline the hiring process. For example, Harver’s collaborative interview scoring feature allows multiple evaluators to rate and comment on candidate responses.
    Video Quality: It’s no good to have a great interview platform if the quality is poor. The video should be clear and crisp, allowing both parties to see each other clearly and understand what is being said. It should also be recorded in high definition so that there won’t be any playback issues later on down the line.
    Integration with your existing Applicant Tracking Systems (ATS): Integration with your ATS can help you easily transfer candidate data and streamline your hiring workflow.
    AI-powered interview analysis: Artificial intelligence (AI) can help you quickly and accurately analyze candidate responses and identify top candidates. For example, many tools use AI to analyze the facial expressions, tone of voice, and word choice of candidates during the interview.

    Questions to Ask Vendors on Demos 
    With so many options, how do you know which one is right for you? Here are some questions to ask vendors on demos related to video interviewing platforms:

    Can you walk me through the process of setting up and conducting a video interview on your platform?
    How do you ensure the security and privacy of candidate data during the interview process?
    Does your platform support both live and pre-recorded video interviews? If so, how do they differ?
    What level of customization is possible on your platform, such as branding, interview question templates, and evaluation criteria? Can we customize the platform with our company logo, colors, and branding to provide a consistent candidate experience?
    How does your platform address potential bias in the interview process, and what tools or features are available to promote diversity and inclusion? For example, does the platform provide structured interview questions and evaluation criteria to help standardize the interview process?
    Talking of diversity, does your platform handle accessibility for candidates with disabilities? For instance, does the platform support closed captioning or sign language interpretation for hearing-impaired candidates?
    What kind of support and training do you provide to users of your platform, and is there an additional cost for these services? Are there tutorials or online training materials available?
    How does your platform measure the effectiveness of the video interview process, and what kind of analytics and reporting are available?
    What is your platform’s video recording and storage capacity? Can the platform support HD video, and how long are the videos stored?
    Can you provide references or case studies of organizations in our industry or of similar size who have successfully used your platform?
    How does your pricing model work, and what factors determine the cost for our organization?
    Can your platform integrate with our existing applicant tracking system (ATS) or other HR tools?

    Common FAQs
    What is a video interview platform?
    A video interview platform is a tool that allows companies to conduct interviews with candidates in a remote setting. It provides an easy-to-use interface for both the interviewer and the candidate and stores all information gathered during the interview process.
    How does it work?
    Candidates sign up for an account, which allows them to record their videos through their mobile devices or computers. They upload those video recordings to the platform, where recruiters can access and review them to screen them immediately or schedule them to be viewed at another time.
    What are the benefits of using a video interview platform?
    Using a video interview platform can save time and money, eliminate geographical barriers, and help reduce bias in the hiring process. It also provides more flexibility for both the interviewer and the candidate, as interviews can be conducted from anywhere with an internet connection.
    What are the different types of video interview platforms?
    There are generally two types of video interview platforms – one that allows live interviews and the other with pre-recorded (asynchronous) interviews. Recruiters can conduct live interviews in real time, while pre-recorded interviews allow candidates to record their answers to pre-set questions at their convenience. However, some tools offer both types of interviews under a single umbrella. 
    How do I choose the right video interview platform for my organization?
    When choosing a video interview platform, consider factors like ease of use, pricing, customer support, features, and integrations with other tools. It’s also important to assess your organization’s specific needs and goals and choose a platform that aligns with them.
    How does the platform ensure fairness and minimize bias in the hiring process?
    Video interview platforms should have features that support structured interviews, such as standardized questions and rating scales. Additionally, some platforms use artificial intelligence (AI) to analyze candidate responses and weed out biased hiring. 
    Pitfalls to Avoid When Buying Video Interview Software
    When searching for video interview software, there are a couple of pitfalls to avoid. Here are some of the most common ones: 

    Thinking it’s only about the technology: Video interviewing should be about more than just the technology itself. You want to be sure it’s easy for both candidates and hiring managers alike to use and feels natural with minimal training. If this isn’t possible, perhaps another screening method would be more suitable for you.
    Not testing the software before purchase: It’s essential to test the software before making a purchase. This includes taking advantage of free trials or demos offered by the vendor. This will allow you to better understand the software’s user interface, features, and capabilities.
    Overlooking integration capabilities: If you already use other HR software in your organization, it’s important to ensure the video interview software can integrate with these existing systems. Overlooking integration capabilities can result in time-consuming and expensive workarounds.
    Ignoring security and privacy features: Video interview software will likely contain sensitive candidate data, including video recordings and personal information. Therefore, ensuring the software has robust security and privacy features, including data encryption and secure storage, is important.
    Not considering scalability: As your organization grows, so will your hiring needs. It’s important to consider the scalability of the software to ensure it can handle increased usage and meet future hiring demands.

    Time to Hit Record and Find the Best Candidates!
    Online video interview platforms are essential for modern recruiting and hiring processes. They allow companies to conduct virtual interviews and save time and resources while increasing candidate engagement and the accuracy of evaluations. 
    We explored the top 6 video interview platforms in 2023, each with unique features and functionalities catering to different hiring needs. Spark Hire’s one-way video interview feature allows for asynchronous candidate responses, while HireVue’s AI-powered assessments provide technical talent evaluations. VidCruiter streamlines international and remote hiring processes, while Harver’s candidate experience and team evaluation tools ensure a comprehensive assessment. 
    When choosing a video interview platform, it’s essential to consider key features like collaboration tools, customization options, and candidate experience. With the right tool and approach, these platforms can revolutionize your recruitment process and help you find the right candidate for the job.

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    How Recruiters Can Attract Top Talent from Different Generations

    In today’s ever-changing job market, recruiters need to focus on innovation and adaptability when it comes to their recruitment strategies. They must keep up with the shifting demands of different generations of candidates and create an attractive work environment that appeals to them. This was the finding of Monster’s recent research.
    Generational similarities and differences in attitudes to work
    The report reveals that the traditional 9-5 working day is dead, and the demands and expectations of each generation have transformed in the past few years. However, despite this, there are similarities between the generations in terms of work satisfaction, with workers of all ages agreeing that the COVID-19 pandemic has led to a new normal in the workplace including a desire for greater freedom and flexibility.
    Companies are responding by offering more flexibility and focusing on benefits, including aligning with company values and offering meaningful roles. For example, 42% of Generation Z employees say they are allowed to  operate flexibly or remotely.  In addition, while the factors that motivate work choices differ among generations, there was a consensus among all generations that working for organisations that align with their values, and in roles that have meaning, scored highly.
    However, there are crucial differences between the generations that recruiters must take into account. Baby Boomers are almost twice as concerned with compensation and benefits as Generation Z, who focus more on a company’s values, including diversity and inclusion.  Furthermore, Gen Z is the first generation to come of age in a fully digital world.  This generation has access to more information about companies and their values than ever before. This could have significant implications for companies looking to secure top talent in the coming years. Employers may need to re-evaluate their values and messaging to reflect this shift in priorities when it comes to choosing an employer in order to appeal to the growing Gen Z workforce
    Millennials also rate good compensation and benefits highly – 41% compared to Generation Z on 26%. Generation Z candidates, on the other hand, focus more on company values. 59% of Generation Z recruiters anticipate that candidates will increasingly expect to learn about a company’s diversity and inclusion efforts and social impact.
    Workplaces are, like wider society, becoming more diverse.  Recruiters must embrace new ways of working, adopt new technologies, and understand what is important to each generation. They need to alter the assessment criteria and adapt their recruitment techniques to the modern candidate by embracing generational diversity, evolving needs, and the desire for flexible working.
    Using technology to recruit – a generational perspective
    The report also highlights the importance of technology in recruiting, with younger generations embracing digital recruiting more than any other. However, recruiters must recognize that not every candidate will be comfortable with virtual interviews and should use a range of recruitment methods that best suit each generation. For instance, recruiters targeting Generation Z should provide real examples to back up their statements, while organizations targeting Millennials should use social media and text messaging to describe packages, perks, and benefits.
    While all generations still ranked an ‘in-person’ interview as a more important factor than a virtual interview the gap between them was much narrower for younger recruiters. Our research found that Generation Z recruiters are almost twice as positive about digital recruiting as any other generation. Online search tools and applicant tracking software are more effective than social media at identifying candidates than social media. They’re also twice as likely to use text messages and WhatsApp to communicate with candidates. Technology can break down barriers, but for Boomers and also for some Millennials, it can construct them. Not every candidate will be as comfortable in a video interview.
    61% of Generation Z recruiters claim that virtual recruiting is better than hiring in person, while 26% of Millennial recruiters, 13% of Generation X recruiters and only 6% of Baby Boomers said the same.  All generations ranked in-person interviews better than virtual, with 67% of Generation Z, 56% of Millennials, 66% of Generation X and 74% of Baby Boomers claiming this.
    Top tips for recruiters: best recruitment methods for different generations
    To successfully attract candidates from diverse generations, recruiters should adapt their recruitment techniques accordingly.

    Recruiters targeting Generation Z candidates should provide real examples to back up their statements, as this generation tends to be sceptical about promises. Authenticity is key. Recruiters should also highlight a company’s corporate values.
    For Millennials, organisations should use social media, text messaging, and WhatsApp to stay in touch and describe packages, perks, and benefits.
    When recruiting Boomers, recruiters should highlight the stability and security of roles, while Generation X recruiters should emphasise benefits, perks, and salary, and use word-of-mouth, networking, and tried-and-trusted methods to engage with candidates.

    To attract top talent from diverse generations, recruiters must adapt their recruitment techniques accordingly. They must understand what is important to each generation, alter their assessment criteria, and embrace generational diversity and evolving needs, including the desire for flexible working. Successful recruitment for any generation means balancing effective existing strategies with new approaches to attract interest from all groups for every role. Companies that can do this will have a better chance of securing the top talent they need in order to thrive in the future.
    By Rod McMillan, Marketing Manager, Monster UK.
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    The 3 Best Recruiting Chatbots in 2023

    In 2023, the use of machine learning and AI-powered bots is skyrocketing, and the competition to offer the best HR chatbots is fierce. With chatbots helping you save time and money by handling up to 80% of standard questions from candidates within minutes, it’s clear that the need for innovative recruitment solutions has never been greater.
    Many of these online assessment tools and HR chatbots, like Paradox and Humanly, provide an efficient and cost-effective way for organizations to streamline their recruitment process while improving employee engagement and satisfaction. They also help you gauge a candidate’s competencies, identify the best talent and see if they’re the right cultural fit for your company.
    In this article, we’ll delve into the top 3 best recruiting chatbots in 2023 to help you shortlist and hire the right candidates.
    The 3 Best HR Chatbot Tools
    Here are the three best HR chatbot software tools in 2023:
    1. Paradox
    Paradox is a conversational AI chatbot that helps recruiters and hiring managers to automate tasks and engage candidates through text messages. Paradox’s built-in chatbot, Olivia, can screen candidates, schedule interviews, answer questions, collect feedback, and more.
    They claim that Olivia can save recruiters millions of hours of manual work annually, cut time-to-hire in half, increase applicant conversion by 5x and improve candidate experience.
    Olivia is also marketed as a “24/7 recruiter you hire.” And it’s true enough. 
    Paradox uses natural language processing to create conversations that feel natural and human-like. Thanks to their use of NLP, Olivia functions in a manner similar to that of a human recruiter. For example, it can qualify candidates based on their resume or job application and match them to the best-fit roles.
    (Source)
    Another key feature that makes Olivia stand out is its ability to communicate with candidates 24/7, on any device, in 100+ languages. 
    Other key features of Paradox include: 

    Interview scheduling: Olivia can coordinate with candidates and hiring managers to find the best time slot for interviews and send reminders and confirmations.
    Candidate communication: Olivia can answer common candidate queries about the job role, company culture, company policies, benefits, etc., or direct them to relevant resources. 
    Candidate feedback: Olivia collects feedback from candidates after each stage of the hiring process and measures their satisfaction and sentiment. 

    All in all, Paradox is most suitable for organizations that want to streamline their recruiting process and reduce manual work. If you also want to improve your candidate experience and hire faster and more efficiently, then also Paradox is your friend. 
    That said, it might be overkill for organizations with a low hiring volume or a simple hiring process. Organizations that prefer other communication channels like email or phone calls may also find it unsuitable. 
    Pros:

    Olivia saves a tremendous amount of time and reduces manual work. It can handle repetitive and tedious tasks such as screening candidates, scheduling interviews, sending reminders, etc., that would otherwise take hours of human effort.
    It integrates with leading applications, such as Workday, SAP SuccessFactors, Oracle Taleo, Indeed, etc. 
    It supports multiple languages and can communicate with candidates across 47 countries.

    Cons:

    Paradox may not be able to replace the human touch or rapport that recruiters can build with candidates through personal interactions. For example, if a candidate prefers to talk to a real person or if a recruiter wants to assess the candidate’s personality, fit, or motivation more deeply, Olivia may not be able to convey the same level of empathy, trust, or engagement.
    Paradox only provides some basic metrics and does not integrate with other analytics tools or platforms. This could limit the ability of organizations to make data-driven decisions and optimize their hiring processes.
    As with any chatbot software, Paradox requires a stable internet connection to function effectively.

    2. Humanly.io
    Humanly.io is a conversational hiring platform that uses AI to automate and optimize recruiting processes for high-volume hiring and retention. 
    What sets it apart is its ability to utilize multiple channels, including chat, SMS, social media, and QR codes, to connect with potential candidates where they are. 
    The tool also eliminates biased factors from conversations and offers valuable insights during interviews to promote fair hiring decisions. Additionally, it offers HR chatbots for different types of hiring, such as hourly, professional, and early career. 
    The chatbot also syncs with your calendar and availability preferences and offers candidates convenient time slots to book interviews.
    Some of the key workflows that Humanly.io supports are:

    Screening: Humanly engages with candidates who apply through various sources and asks them relevant questions based on the job requirements. They have role-specific conversation templates, allowing the chatbot to ask the right questions at the right time. 
    Reference checking: Humanly can help you contacts the candidate’s references via email or SMS and asks them standardized questions. The chatbot then compiles the feedback into a report for the hiring team.
    Re-engagement: The chatbot reaches out to past candidates still interested in working for the organization and invites them to apply for new or relevant opportunities. 
    Virtual interview assistant: Humanly.io helps recruiters conduct virtual interviews by providing AI-generated notes, follow-up emails, and interview insights. 

    All in all, Humanly.io is good for organizations that want to save time, improve candidate experience, and increase diversity in their talent pool. It’s especially useful for high-volume hiring scenarios where recruiters need to screen and schedule hundreds or thousands of candidates quickly and efficiently. 
    However, it may not be ideal for organizations with very complex or customized recruiting workflows that require human intervention or customization.
    Pros:

    It improves candidate experience and engagement by providing personalized and conversational interactions through multiple channels. 
    The chatbot also sends SMS-based reminders and confirmations to reduce no-shows.

    Cons:

    It may be overkill for a startup or a small organization. 
    Lack of robust reporting capabilities. 
    Humanly.io currently supports only the English language. This could be a problem for organizations that recruit globally or have a multilingual candidate pool. 

    3. MeBeBot

    MeBeBot is an AI intelligent assistant that automates answers to employee questions and communications for HR, IT, and Operations teams. It also provides push messaging, pulse surveys, and real-time data insights to improve employee experience and engagement. 
    MeBeBot also provides native integration into your company’s Slack channel or Microsoft Teams, allowing employees to interact with it seamlessly.MeBeBot Slack Interface
    It also has a crowdsourced global knowledge base of over 300 FAQs you can edit and customize to fit your business policies and processes. With its support for multiple languages and regions, MeBeBot is also a great fit for companies looking to hire a global workforce. 
    Some of MeBeBot’s key features include: 

    Employee FAQs: The chatbot answers common employee questions about HR, IT, payroll, benefits, facilities, operations, etc., using a curated knowledge base that the admins can customize.

    Push Messaging: It sends out notifications, company updates, and reminders to employees via Microsoft Teams or Slack channels based on group preferences.

    Pulse Surveys: You can use it to conduct quick feedback surveys on employee sentiment on key satisfaction questions via Microsoft Teams or Slack channels based on group preferences.

    Pros: 

    It keeps the “human” in HR tech by combining natural conversational technology with a database of common HR questions and answers curated by experts.
    It helps track employees’ engagement, sentiment and needs through push messaging and pulse surveys.
    It saves time, resources, and money by reducing the volume of help desk tickets, emails, and inquiries by 60-70%

    Cons: 

    Mainly aimed at companies that use Slack or Microsoft Teams.
    It may be unable to handle complex or uncommon questions requiring human intervention or judgment.
    You may need some help with some technical issues or glitches. 

    Benefits of Using HR Chatbots
    There are several benefits of using HR chatbots in the workplace. Here are some of them:
    Improved efficiency
    HR chatbots can handle repetitive and routine tasks, such as answering frequently asked questions and scheduling interviews, allowing recruiters and HR team members to focus on more complex and strategic tasks. 
    For example, Humanly.io can automate the screening process for job applicants, reducing the time and effort required by HR staff to review each application manually.
    24/7 availability
    It’s nearly impossible for a human recruiter to be available 24/7, giving another edge to HR chatbots. These AI-based recruiting bots assist employees and candidates at any time of the day, even outside of regular business hours. This naturally improves the overall experience for all parties involved.
    Increased accessibility
    Candidates and recruiters alike can access HR chatbots through multiple channels, including messaging apps and voice assistants. This makes it easier for all parties involved to interact with them using their preferred method of communication.
    Personalized recruiting experience
    You might have a preconceived notion about how a chatbot would converse in a crisp, robotic tone. However, these HR chatbots are smarter than that. 
    Most conversational recurring chatbots provide personalized responses based on the user’s profile and history, creating a more engaging and relevant experience for each individual. 
    For instance, Paradox’s bot Olivia, can provide tailored responses based on the job candidate’s profile and experience.
    Faster response times
    HR chatbots can respond immediately to inquiries, reducing the time and effort required for employees and candidates to get the required information. 
    For instance, a chatbot can quickly respond to a job candidate’s inquiry about the application process, reducing the candidate’s waiting time.
    Cost-effective
    HR chatbots can help reduce the workload of HR departments, resulting in cost savings for organizations in terms of time and resources.
    Overall, HR chatbots can help improve the efficiency, accessibility, and user experience of HR processes. This ultimately leads to greater productivity and job satisfaction for both candidates and HR professionals.
    Key Features That Your Recruiting Chatbot Should Have
    According to a study by Phenom People, career sites with chatbots convert 95% more job seekers into leads, and 40% more job seekers tend to complete the application. 
    Recruiting chatbots are becoming increasingly popular for automating the recruitment process and improving the candidate experience. 
    Here are some key features that your recruiting chatbot should have:

    Screening and skills assessment: Your HR chatbot shouldn’t just be a conversation platform. To offer full-fledged talent acquisition capabilities, it should have candidate assessment tools to identify candidates’ skills. It should also be capable of conducting preliminary screening and assessing candidates’ qualifications, skills, and experience. 

    24/7 interaction: According to statistics, a chatbot can automate up to 80% of top-of-funnel recruiting activities. Your HR chatbot should be able to do the same. It should also be able to engage with candidates anytime and provide instant and accurate answers to their frequently asked questions (FAQs) about the job opening, company, benefits, etc.

    Job Search and Application: Your recruiting chatbot should be able to assist candidates in searching for job openings and guiding them through the application process.

    Integration with Applicant Tracking System (ATS): The chatbot should be able to integrate with your ATS to provide a seamless recruitment experience for candidates and recruiters.

    Data insights and analytics: Recruiting suitable employees for your company requires in-depth data before you come to any conclusion. Naturally, the recruiting chatbot software you plan to use should provide real-time data on candidate usage patterns, question trends, sentiment analysis, etcetera. 

    These features can help you improve your recruiting process using a chatbot. However, depending on your specific goals and challenges, you may need more or fewer features than these. 
    Questions to Ask Vendors on Demos
    Here are some questions to ask vendors during demos when buying an HR recruiting chatbot:

    How can your chatbot help improve the candidate experience? For instance, ask whether their chatbot can provide candidates with quick and personalized responses to their questions and status updates on their applications. Most importantly, does it guide them through the recruitment process? 

    What types of recruitment tasks can the chatbot automate? Can it automate tasks like resume screening, interview scheduling, and answering FAQs? 

    How does the chatbot integrate with our existing recruitment process and technology stack? Ensure it integrates with your existing applicant tracking system (ATS), recruitment website, and other HR technology platforms. 

    What’s the level of customization for the chatbot to meet our specific business needs? Does it provide customization options for chatbot responses and conversation flows?

    What data and analytics can we expect to receive from the chatbot, and how can we use it to improve our recruitment process? Ask whether the chatbot can provide data on candidate engagement, recruitment metrics, and user feedback.

    What is the setup and deployment process for the chatbot?

    What training and customer support do you provide for our team to use and manage the chatbot effectively? Does it include ongoing technical support?

    How does the chatbot handle multi-lingual and global recruitment needs?

    How does the chatbot ensure data privacy and security for both the company and the candidates? Does it have data retention and deletion options to ensure that candidate data is handled appropriately?

    Can we integrate the chatbot with our existing applicant tracking system (ATS) or other HR technology platforms? 

    These questions should help you evaluate the capabilities and suitability of the chatbot for your specific recruitment needs.
    Common FAQs
    What is an HR chatbot?
    An HR chatbot is an artificial intelligence (AI) powered tool that can communicate with job candidates and employees through natural language processing (NLP). They also help with various HR-related tasks, including recruitment, onboarding, interview scheduling, screening, and employee support.
    What are the benefits of using an HR chatbot?
    HR Chatbots are great for eliminating the need to call HR, saving time, and reducing overhead. They also help improve candidate and employee experience, reduce human error, provide personalized assistance, and streamline HR processes.
    What kind of HR-related tasks can an HR chatbot assist with?
    An HR chatbot can assist with various HR-related tasks such as answering frequently asked questions, scheduling interviews, providing feedback on job applications, providing onboarding support, and assisting with employee inquiries.
    Can an HR chatbot replace human HR professionals?
    The answer is: It depends. A chatbot can answer questions and give advice, but it cannot make decisions on behalf of a human. 
    An example where this could become an issue is when an employee has a disability or other issues with their work performance. They may need individualized instruction to help them improve their performance. To do this successfully, human interactions are essential – both with the employee and between the employee and HR.
    What are the limitations of using an HR chatbot?
    While HR chatbots can imitate human-like conversation styles, it’s still incapable of overcoming issues like complex or nuanced inquiries, language barriers, and the potential for technical glitches or errors. It’s important to consider these limitations beforehand and provide appropriate user support to connect with new hires.
    Do HR chatbots conduct personality tests and evaluate soft skills?
    Yes, many HR chatbots can conduct personality tests and evaluate soft skills. These chatbots can use in-depth assessments to evaluate a candidate’s personality traits, communication skills, and problem-solving abilities.
    Pitfalls to Avoid When Buying HR Chatbot Software
    It’s clear that now is the time for HR professionals to start looking into how they can implement a chatbot in their organization. 
    However, there are several pitfalls to avoid when buying HR chatbot software. Here are some of them: 

    Failing to define your requirements: Before shopping for HR chatbot software, you need to define your requirements. This includes understanding what tasks you want the chatbot to perform, what type of data you want it to collect, and what kind of interactions you want it to have with users.

    Failure to consider language and cultural differences: You may want to use your HR chatbot software to hire employees from different parts of the world who speak different languages and have different cultural backgrounds. It’s important to ensure that the chatbot can understand and respond to users in different languages and in a culturally sensitive way. For example, a chatbot designed for an American audience may not work well for an Asian audience.

    Lack of training and support: No matter how user-friendly the tool is, implementing it requires training and support for both employees and HR staff. If the software company fails to provide adequate training and support, it may lead to poor adoption rates and low user satisfaction.

    Lack of scalability: Your HR chatbot should be able to scale with the organization’s growth and changing needs. Failure to choose a scalable chatbot can result in having to replace it with a more expensive solution in the future. 

    Not considering integration: Your HR chatbot software should be able to integrate with your existing HR systems, such as your HR management system (HRMS) or applicant tracking system (ATS). This will ensure the chatbot can access the necessary data and perform the required tasks.

    Disregarding data privacy regulations: HR chatbot software may collect and store sensitive employee data, such as performance evaluations and medical information. Considering this, it’s important to ensure that the tool complies with data privacy regulations like GDPR or CCPA. 

    Revolutionizing Recruitment!
    In conclusion, HR chatbots are becoming increasingly popular for their cognitive ability to streamline and automate recruitment processes. These chatbots have the potential to identify the best candidates for a given job, evaluate their job performance, and take care of talent assessments and the employee onboarding process.
    While numerous HR chatbots are available in the market, the best ones are customizable, scalable, and integrated with existing human resources systems. After all, it’s essential to find a chatbot that fits your organization’s specific needs, so you can maximize its potential and achieve your recruitment goals. 
    With the right AI-powered chatbot, your organization can stay ahead of the competition, attract top talent, and build a successful workforce for years to come.
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