We have noticed recently a new trend and a great interest of HR companies and agencies in ChatBots.
But this branch has a number of bottlenecks.
1. Candidate search
2. Selection.
3. Pre-interview.
4. Invitation for the interview.
5. Interview.
There’s a great many of candidate search platforms for solving the first operation. While an HR manager takes care of number 5, there are no ready-made solutions for numbers 2, 3 and 4.
It is also possible to automate number 1 and search for candidates on social media. If a person posts on his page on Facebook, Twitter, Vk that he is seeking employment, he is considered a potential candidate.
A free alfa version of such Bot is available now!
We assume that ChatBots could easily cope with the task.
Via sites and platforms such as: job, superjob, hh recruiter looks for appropriate candidates. Or via an active ChatBot-parser on social media.
As a result he gets a list of most appropriate candidates.
Further on, he emails or texts invitations to the selected candidate via feedback services or through open sms gateways.
Messages are very often informative.
Phone calls are getting less convenient; sometimes it takes too long to get through or to choose a convenient time for the talk.
Then the interviewer invites the candidate to answer a number of questions as a pre-interview, during which he might exclude the candidate.
It is important that the ChatBot could operate on every channel of communication: Skype, Viber, Twitter, Telegram, Facebook messenger or on a site via a web interface.
It’s an additional comfort for the candidate.
You can create a ChatBot practically in any messenger.
When using the botlibre platform ChatBots start in all the messengers at once.
Questions for candidates are uploaded into the ChatBot. We think that 10-15 will do, not to wear down the candidate.
The answers should be simple (yes or no) for easy processing.
In the chatbot it is also possible to easily write down simple conditions for comparing applicants’ characteristics.
When the candidate has finished answering the questions, the Chatbot makes a decision based on a special algorithm about the appointment of a full-time interview or refusal.
We know that many HR managers hate to refuse, but the ChatBot will not have such a problem.
Thus, a telephone interview and selection can be done in the ChatBot simultaneously.
After that the candidate is appointed for the interview.
It’s easy to do provided a personal calendar of the interviewer is connected to the ChatBot. The candidate himself can select an appropriate date for his interview.
He will get an automated invitation, and the interviewer will see the interview date and time on his calendar.
This will save a lot of tim+e of both the candidate and the interviewer.
The candidate will be also able to change the time of the interview in the same ChatBot if the need be.
According to the result of the interview the candidate and the interviewer will get an SMS or email confirming hiring.
This kind of ChatBot will be of great help for both the candidate and the interviewer. The candidate will get all the necessary information in the messenger, while the interviewer will not have to do the routine job.
An additional advantage of using ChatBots may be that if the candidate does not seem suitable right away, because of his wage expectations, he has a chance of becoming suitable after a while if the vacancy changes, and the wage level increases. In this case the candidate will get a Push notification informing him of the changes, so that he could respond anew.
This will essentially shorten the route between vacancy notices and candidates selection.
Besides, involving candidates in a dialogue with the ChatBot, recruiters will be able to efficiently fix up them for mass positions. Today Endurance offers very advantageous conditions for developing ChatBots for HR companies.
