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    Activision Blizzard’s Talent Attraction Strategy: Three Brands, Three EVPs

    Activision Blizzard is a well-known name in the video game industry, with three distinct brands: King, Blizzard Entertainment, and Activision. Each brand has its own unique identity and EVP (employee value proposition), which helps the company attract and retain top talent. In this episode of our Employer Branding Podcast, we talk to Alex Horner, the Global Head of Talent Attraction at Activision Blizzard, about how they manage three separate brands for three unique game studios.

    The Unique Talent Challenges of the Video Game Industry
    Making video games is a complex process that requires a wide range of skills, from game design and engineering to art and animation. “There are so many incredibly niche roles and skillsets needed to make games,” says Horner, “and we need to articulate why someone with such an in-demand skillset might want to join us and what the benefit they would get from coming here might be.”
    One of the challenges of attracting talent to the video game industry is that it is a very competitive field. There are many different companies vying for the same talent, so it is important to have a strong EVP that will resonate with potential hires.
    Activision Blizzard’s Three Distinct EVPs
    Activision Blizzard has developed three distinct EVPs for its three brands:

    Activision: “Great games start with great people.” This EVP is focused on attracting talent who is passionate about creating blockbusters for the largest audience possible.

    Blizzard Entertainment: “Entertain the universe.” This EVP is focused on attracting talent who is passionate about creating genre-defining titles that are known for their fantasy and immersion.

    King: “Make the world playful.” This EVP is focused on attracting talent who is passionate about creating inclusive games that are accessible to a wide audience.

    Why Employee Advocacy Is Key to Activision Blizzard’s EVP Activation
    Activision Blizzard has found that employee advocacy is a key to activating its EVPs. “We really wanted to put our people at the heart of the storytelling and to have them tell the story on our behalf,” says Horner. The company has an employee advocacy program that identifies employees who are a good fit and takes them through a structured learning and development program to help them build their personal brand.
    The employee advocacy program has been very successful in helping Activision Blizzard attract top talent. With 55 people in the program, they collectively have 500,000 followers on LinkedIn and generate 2-4 million impressions on a monthly basis.
    The Benefits of Activision Blizzard’s EVP Strategy
    Activision Blizzard’s EVP strategy has a number of benefits for the company:

    It helps the company attract top talent in a competitive field.
    It helps the company differentiate its brands and attract talent to the right studio.
    It helps the company create a strong employer brand that is known for its passion for creating great games.

    Activision Blizzard’s EVP strategy is a great example of how companies can use employer branding to attract and retain top talent. By developing distinct EVPs for its brands, the company is able to attract talent with the skills and experience it needs to be successful. The company’s employee advocacy program is also a key part of its EVP strategy, and it has been very successful in helping the company attract top talent.
    Activision Blizzard’s EVP strategy is a complex and multifaceted approach to employer branding. However, it is a strategy that is working well for the company, and it is one that other companies can learn from.

    To follow Alex Horner’s work in employer brand, connect with him on LinkedIn. For help with your own EVP, get in touch. We help you identify the values and culture you want to create in your company.
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    Netflix: An Employer Brand Built on Freedom and Responsibility

    When it comes to company culture, Netflix is a force to be reckoned with. Its famous “Freedom & Responsibility Culture” presentation has made waves and introduced ideas that are now commonplace, like unlimited paid time off and a radical approach to employee empowerment.
    But what’s really behind Netflix’s unique approach to company culture? And how do they attract and recruit top talent in both tech and entertainment?
    We sat down with Sergio Ezama, Chief Human Resources Officer at Netflix, to find out.
    Simplicity is Key
    At Netflix, everything is based on five simple principles:

    Encourage decision-making by employees
    Share information openly, broadly, and deliberately
    Communicate candidly and directly
    Keep only your highly effective people
    Avoid rules

    These guidelines inform all sorts of management policies at Netflix, from their unlimited vacation policy to their five-word expense policy: “Act in Netflix’s best interest.”
    This management structure, which Netflix sums up as “highly aligned and loosely coupled,” enables them to grow while still retaining the ability to make big pivots quickly. In short, it’s how they were able to transition from mailing DVDs directly to customers into becoming a video streaming platform, and then make the jump into producing their own high-quality content.
    Working with the Best
    Ezama quickly points out that the Netflix culture memo is an external document, not an internal one. They want it to be the first thing a candidate reads about the company and the first document you receive if you’re applying for a job.
    “We want to strike a balance between being a bit different, being credible, and being aspirational,” Ezama says. That means putting what they stand for front and center and being OK with the fact that it’s not going to appeal to everyone. The work is challenging, and excellence is expected because that’s what it takes to be the best at what you do.
    For Ezama and the candidates he’s looking for, the chance to be on a dream team that comes together to solve very challenging problems makes working at Netflix so rewarding. It’s the central Employer Value Proposition that drives all of their employer branding work.
    “Industries will change over time, and cultures will change over time,” he says, “but working with the best people is something that will remain constant.”
    Measuring Success
    As the CHRO of a large organization, Ezama is passionate about measuring the success of employer branding efforts. When someone comes to him with an idea, the first thing he’s looking for is conviction. Are you passionate about this? Are you really, truly behind this? And secondly, what is the evidence? What output can we measure?
    At Netflix, they rely on the Employer Brand Index to give them the data they need to measure their employer branding efforts. “The work that we do with Link Humans helps us understand if we’re being competitive or not, not only with Netflix but also relative to those we compete against,” Ezama says.
    So, what’s the takeaway?
    Netflix is a company that is committed to simplicity, excellence, and working with the best people. If you’re looking for a challenging and rewarding work environment where you can be part of a dream team that solves big problems, then Netflix might be the place for you.
    But be warned: Netflix is not for everyone. The work is challenging and excellence is expected. If a candidate is not up for the challenge, then it’s probably best to look elsewhere.
    But if they are ready to join a team of the best and brightest minds in the world, then Netflix is the place to be.

    To follow Sergio Ezama’s work, connect with him on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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    How Mars Used the Employer Brand Index to Refresh Their EVP

    Developing an employer value proposition (EVP) is essential for any organization that wants to attract and retain top talent.
    The EVP is a statement that summarizes the unique value that a company offers to its employees. It is a promise to employees about what they can expect in terms of compensation, benefits, development opportunities, and overall work experience.
    An EVP is essential for any organization that wants to attract and retain top talent. It helps communicate the company’s culture and values and shows potential employees why they should choose to work there.
    But how do you know if your EVP is working? And how do you know when it’s time for a refresh?
    That’s where Link Humans’ Employer Brand Index (EBI) comes in. The EBI is a comprehensive analysis of your employer brand that tells you what candidates, employees, and alumni are saying about your company online.
    Mars, Inc. is a global company with over 140,000 employees in 80 countries. They recently used the EBI to guide an EVP refresh for their organization.

    Refreshing an EVP on a Global Scale
    Mars is a complex organization with a wide range of businesses. Their EVP needed to be something that could resonate with employees and candidates all over the world.
    The first step in the refresh process was to conduct an EBI survey. The survey asked respondents about their perceptions of Mars on a variety of factors, including career development, culture and values, and work-life balance.
    The results of the survey showed that Mars had a strong reputation among its employees and candidates. However, there were a few areas where the company could improve. For example, respondents felt that Mars could do more to promote its mission and purpose.
    Using the EBI to Supplement Internal Surveys and Focus Groups
    In addition to the EBI report, Mars also conducted internal surveys and focus groups. These surveys and focus groups provided additional insights into the company’s culture and employee satisfaction.
    However, the EBI data had some advantages over the internal surveys and focus groups. First, the EBI survey was anonymous, which allowed respondents to be more honest. Second, the EBI survey reached a wider audience, including candidates and alumni.
    How Mars Uses the EBI
    Mars now uses the EBI to measure the effectiveness of its EVP on a regular basis. The company also uses the EBI to inform its decision-making on a variety of topics, such as talent acquisition, employee engagement, and corporate communications.
    Establishing Your EBI Baseline
    The EBI is a valuable tool for any organization that wants to attract and retain top talent. By using the EBI, you can get a clear understanding of how your employer brand is perceived by candidates, employees, and alumni. This information can help you to identify areas where you can improve your EVP and make your organization a more attractive place to work.
    To follow Marie Codet’s work in employer brand, connect with her on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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    9 Do’s and Don’ts of Asking Questions in Job Interviews

    The path from unemployment to employment has several steps, and for most, the first step after application is the job interview. The primary function of the interview is to allow the hiring manager to interact with candidates in order to determine if their qualifications and experience are a fit for the job’s requirements, as well as how they might fit into or add to the company’s culture and values.
    However, the job interview has a secondary function, but equally important for job seekers – the chance to interview the interviewer. The questions job seekers choose to ask in the interview are of paramount importance for two reasons:

    They demonstrate candidates’ preparation for the interview and interest in the job and company.
    They balance the scales in candidates’ favor, allowing them to determine if the job and company are truly a good fit for them.

    As a job seeker, choosing the right interview questions should be part of your interview preparation. Though there are many articles and blogs listing questions that candidates should ask in interviews, choosing the right ones and tailoring them to the role, the employer and your individual needs will help set you apart from the competition. Let’s look at nine best practices for asking questions in job interviews.
    1. Ask About Job Duties and Expectations
    Hiring managers love inquisitive minds. They want to know you’re interested in the role beyond what you’ve been told and that you’re anxious to learn more. Prepare questions on what the role will involve and what will be expected of you.
    2. Ask About Learning and Growth Opportunities
    Employers don’t want to hire people who are satisfied working the same job for the rest of their careers. They want to hire employees who are interested in constantly learning, growing, and evolving. Show the interviewer that this is a priority by asking about training, continuing education, and mentoring opportunities.
    3. Ask About Company Culture and Values
    Asking a generic question about a company’s culture is predictable, but tailoring the question based on elements of the culture that the company is known for or that interest you shows you’re familiar with the employer brand. Every company has values that are ingrained in their culture and essential to their employees. By showing interest in them and how they align with your values, you show that you’re interested in more than just a paycheck.
    4. Ask About Success
    Finding out how the interviewer defines success, what makes others successful at the company, and what will define success in the role for which you’re interviewing demonstrates your interest in achieving the same.
    5. Ask Follow-Up Questions
    While preparing questions in advance is essential to a successful job interview, it’s also a good idea to ask questions based on topics that you just discussed with the hiring manager. By following up on these topics later in the interview, it shows you were astute enough to take note of specific details in the conversation, and inquisitive enough to want to know more.
    6. Don’t Ask Anything That’s Easy to Research
    By asking overly simplistic questions about the company that can be answered with a quick Google search, it shows you weren’t willing to do any advance research or put any thought into preparing your questions. The same goes for questions about the role that can be answered by reading the job description.
    7. Don’t Ask About Salary or Time Off
    It’s never a good idea to convey a “what can YOU do for ME” attitude in a job interview, and calling attention to salary, benefits, or time off does just that. Though you will make the ultimate decision as to whether or not to accept an offer, keep the focus on the job, the company, and how you can contribute to both until the interviewer broaches these subjects or after an offer is made.
    8. Don’t Ask Anything Predictable
    If a question is general enough to be asked by any candidate at any job interview for any company, it’s probably not a good question. Spend time preparing your questions to ensure they are unique to your situation; they make the interviewer think and show you did your homework.
    9. Don’t Ask Anything Controversial or Negative
    If the company or one of its leaders has been in the news recently for the wrong reasons, don’t call attention to it in the job interview. Though this may be a valid reason for rejecting a job offer, posing questions to the interviewer about scandalous news or controversial topics won’t work in your favor.
    How you respond to a hiring manager’s inevitable closing interview question, “Do you have any questions for me?” can make or break your chances of landing a job offer. In addition, it’s an often-underutilized opportunity to demonstrate knowledge of and interest in the job and company, gain an advantage over your competition, and determine whether or not it’s where you want to spend the next several years of your career. By preparing questions in advance tailored around subjects that employers use as determining hiring factors, you can control the direction of the interview and, as a result, the direction of your career.
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    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.

    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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    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.

    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. 


    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.

    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.


    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.


    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. 

    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.

    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.


    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.


    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.


    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.

    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.


    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.


    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.

    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.

    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.


    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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    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.
    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. 

    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.


    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. 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 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: helps recruiters conduct virtual interviews by providing AI-generated notes, follow-up emails, and interview insights. 

    All in all, 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.

    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.


    It may be overkill for a startup or a small organization. 
    Lack of robust reporting capabilities. 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.


    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%


    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, 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.
    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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    5 Tips for Managers to Maximize Interviews and Secure the Best Talent 

    Businesses are currently battling a candidate-driven jobs market when searching for talent. There are more jobs than job seekers, so it’s more important than ever for managers and HR professionals to ensure they’re maximizing interviews to secure the best talent.  And with unemployment rates lowering to 3.7% in Q1 2022, the lowest rate since 1974, but a recession on the horizon now, is the time for businesses to ensure they’re streamlining their hiring processes to ensure they secure the best talent going into unfavorable economic conditions. Below, we outline five top tips for businesses to make the most out of the hiring process.
    1. Don’t get stuck on the must-haves
    It is highly unlikely jobseekers will have every skill and level of experience desired for a job role, so it’s important to remain flexible when reviewing candidates. Having two different lists of candidate requirements on the job advert, one for ‘essential skills’ and another for ‘desirable skills’, ensures the best talent isn’t intimidated out of applying due to a lengthy job requirement list where they may not meet every criterion. It’s important to remember although a professional may not have the level of experience desired, their key skills may be useful within their role and will allow them to be trained to the level required – so keep an open mind.
    2. Take time to prepare
    As much as the candidate needs to prepare for an interview, it’s also important when hiring to go into the conversation with all the facts. Ensure before the interview you have reviewed the candidate’s CV and any other documentation they may have provided to get a well-rounded view of their experience before you meet them in person. It’s also a good idea to look at their LinkedIn profile to see if they have been active in any recent discussions that you may wish to bring up in the interview. This will allow you to really get a feel for their personality and how they will integrate into the culture of your business.
    3. Plan out the interview
    It’s a good idea to plan questions prior to the interview. This ensures the right questions are being asked, allowing you to find out everything essential you need to know about the candidate. To make things fair, it’s important you use the same questions for each person you interview.
    Additionally, planning the interview in advance will help get the information you need quickly, saving time and resources, and reducing the need for second interviews and follow-up calls. Being as efficient as possible and cutting out unnecessary stages in the recruitment process can be a make or break when securing talent in the current market. It’s also important to factor in a relevant task that a professional may be required to complete to ensure the interview process gets a well-rounded view of the candidate and their suitability for the role – this may need to be done at a second interview, and similarly to the questions, to keep things fair the same task should be given to all candidates. Also, think about your interview panel – having a diverse panel can help to ensure you are limiting unconscious biases from the process.
    4. Allow time for questions
    Once you’ve asked all the questions you want to be answered, it may feel as though the interview is now complete. However, not allowing the interviewee to ask questions can mean essential pieces of information slip through the cracks. Not only will the questions asked by the interviewee give you a feel for their level of interest in the role and business, but it will also allow you to gain an understanding from the candidate’s point of view, meaning you can streamline your hiring process by providing the correct information and asking the right questions in the future.
    5. Don’t hang around
    Because of the candidate-driven market, it’s important to act quickly if you are interested in a candidate! While you need to take the time and consider if someone is the best match for your business, as the market is moving so quickly, talent is being snapped up fast, so consider if there are ways your hiring process can be streamlined to reduce the time taken to offer a job. If you’re taking the time to discuss a potential hire with every member of your team, the candidate may have already taken another offer, so always communicate your interest in a timely fashion. This could involve setting a transparent timeframe that you will give the candidate feedback, as this may make them more likely to wait before accepting another offer.
    By Claire Harvey, Managing Director of UK Network, Reed.
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