Chatbot and recruiting

Chatbot and recruiting

The ability to perform repetitive manual operations on a scale is where Chatbots prove to be the most useful. They can do it with a much higher efficiency than human beings and this is why their use could be extended to HR and personnel recruiting sectors. Just think of the manual work that human resources professionals need to do in order to gather information from candidates, such as their CV’s and contact information, ask questions so as to screen their experience, knowledge and skills, classify the candidates on the basis of metrics such as qualifications, prior hires or recent activities, answer frequently asked questions about the job position and the application process and plan interviews with a recruiter. An HR chatbot could do all this work and send only the most relevant profiles on behalf of the HR department. This is all time saved from tasks that are repetitive, time that human resources personnel can dedicate to other important activities, such as the preparation of more in depth interviews with candidates in order to assess their personality and skills.

Moreover, since HR chats are essentially software that function through machines, they could be coded to do more repetitive tasks in less time when compared to an actual human being in the HR department.

Over time, the automatic learning component of the recruiting chatbot will begin to understand which metrics it should monitor in the candidates. All this information on hundreds, or even thousands of candidates, can be collected simultaneously in real time and inserted in an Ats (Application tracking system) or directly followed by a human recruiter. An interesting example of this is Mya.

The HR bot communicates and collects the data in order to perform a preliminary screening of the applicants. Mya also answers questions about the company and its culture. It then presents a group of candidates, ranked according to various metrics, to a selector.

Using the skills of a chatbot to speak with multiple candidates at a time and analyse thousands of resumes would reduce recruitment time. In addition, HR chatbots could potentially help recruiters select the most qualified candidate with greater accuracy, reducing the chances of wasting time and money on the wrong candidate.

Chatbots could be of great help as they can stay in constant contact with candidates when recruiters are unable to do so, keeping them informed about where they are in the selection process and sending notifications once a position has been filled.