It’s hard enough having to keep track of every candidate that applies for a position (though LEAP’s easy to use applicant tracking software makes simple) – especially when you’re dealing with a large candidate pool and multiple companies. Keeping candidates in the know and responding to smaller queries can, therefore, take even more time, and they end up piling up in your inbox.
According to one survey by website CareerBuilder, 67% of job seekers have a positive impression of a company if they’re receiving regular updates on their application status. The same survey indicates 60% of candidates abandon applications that are too long or complex. That’s where chatbots come in: not only are candidates able to find answers to the queries they’re looking for, they don’t have to go through the process of sending and waiting on an email they may never get a reply for, which damages their overall experience.
Dutch incubator Deutsche Telekom AG is a great example of the way in which chatbots have helped with the hiring process. The startup created a service that responded to queries candidates had in relation to job postings and was able to filter candidates who weren’t eligible for the role, and informing candidates with lower chances of getting shortlisted their qualifications may not match up with the role.
According to Anna Ott, HR expert at Deutsche, “Recruiting can and should include tech—without making myself redundant. It lets me go back to being human as an HR person again”. Since their company chatbot is available to answer 24/7, it meant candidates never had to wait to have their doubts cleared, and made for a far better experience.
Process transformation company Sutherland has similar experiences with their implementation of chatbots. Their chatbot ‘Tasha’ was designed to be a responsive guide as candidates filled out their application forms, able to do anything from answer queries, invite candidates who’d paused to continue their application, and even schedule interviews.
The end result? Just two months after integrating Tasha, Sutherland’s dropout rate for applications reduced from 80% to just 62%. As Kelly Culler, the company’s VP for Global Acquisition states, “There’s [a] huge ROI on even automating one part of this process, from a savings perspective”.
AI-powered chat-bots just might be the way to faster and more efficient applications – if your organisation struggles with keeping on top of candidate enquiries or you’re just looking for a way to optimise your hiring, it's seeming increasingly the way to go.
This month, we’re talking tech! Read the ways technology is impacting hiring over on our articles page.