Whether you are a part of a small startup or a large international enterprise, chances are that employee recruitment is an ongoing matter. No matter how wide a net you cast, there is always a percentage of high-value candidates who completely miss your job openings.
In order to amend that, you can opt for social media recruitment in the form of chatbot support. While it may seem counterintuitive at first, numerous chatbot automation platforms are already capable of delivering customized candidate interviewers to your business or website. Let’s take a look at several factors you should take into consideration, as well as a how-to on implementing social media recruitment chatbots quickly and easily.
Benefits of Chatbot Recruitment
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- Process Automation
There’s no denying that candidate vetting and recruitment take time and effort. Also, social media recruitment takes a lot of time too. John Marcy, an HR manager at Citatior spoke about the process of interviewing: “More time and resources go into hands-on interviews than any other aspect of recruitment. I highly advise my colleagues to streamline and automate as much as possible to save precious work hours.” Chatbots can effectively cut that process down, allowing for an automated approach to interviewing.
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- Higher HR Efficiency
In opting for social media chatbots, you effectively free up your HR’s time and resources. These can be used for interview reviews, candidate outreach, and other daily HR activities. No HR staff member will lose time over having to manually interview each potential employee with chatbots present and enabled.
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- Wider Reach and Influence
With its multi-billion following, social media networks are ripe for recruitment campaigns. Whether you opt for Facebook, Twitter, LinkedIn, or a combination of your own, you won’t make a mistake by posting your openings through social media. These platforms can give your company an unprecedented reach, as well as to help your brand establish itself as an influential industry presence.
1. Create a Recruitment Profile
Before you invest any time or resources into chatbot implementation, make sure that your needs justify its use. What type of candidate are you looking for and how many do you hope to attract? Chatbots are highly efficient in their outreach and candidate engagement, which means that their interviews won’t take too long.
Create a concise but cohesive recruitment profile, coupled with a clear job description, candidate requirements and employment benefits. This profile will also be used in further social media advertisement of your job opening, which means you should pay close attention to what you write.
2. Choose Your Chatbot Platform For “Social Media Recruitment”
Typically, you won’t approach chatbot integration from scratch. As we’ve mentioned before, prolific chatbot platforms already exist with pre-made assets and code ready for implementation. For example, Botsify features a very comprehensive Facebook-enabled chatbot. It can easily be customized to fit your brand’s needs, allowing you to jump straight to results with little to no downtime.
James Daily, a marketing expert at FlashEssay spoke about chatbots: “I encourage the use of chatbots for recruitment and customer engagement. Since its implementation, our website has seen substantial growth in conversion and retention.” The platform you choose should be able to provide 24/7 customer support, ongoing monitoring, and updates for your chatbot, as well as competitive pricing. If any or all of these benefits are not present, try looking elsewhere for your perfect chatbot platform.
3. Formulate Candidate Questions
It’s important to note that chatbots are machine-learning algorithms. This means that they are capable of operating to as much capacity as you allow them to. By formulating direct, clear, and relevant questions for them, your chatbots will be more than able to interview candidates quickly and efficiently.
It’s also good practice to proofread and spellcheck any questions to avoid confusion or misunderstanding with your potential employees. In that respect, platforms such as OnlineWritersRating, Hemingway, and EssaySupply can prove to be quite effective. Once you have a list of questions for your chatbots to use, you can activate them on your social media pages and wait for candidates to submit their answers.
4. Create Promotional Content
Your candidate pool will only be as good as the promotional content you create to advertise your job openings. In that regard, social media platforms are ripe with possibility. William Blaming, a recruitment specialist at ResumesCentre was quoted recently: “When it comes to job position marketing, your company should fire on all cylinders. Don’t overlook a website or a forum just because you haven’t heard of it before. If your competitors and industry use it, you should use it as well.”
You can create short-form visual content with motivational messages, video presentations, or long-form blogs hosted on your main website. Any and all materials which showcase your internal culture, long-term goals, and employee satisfaction will go a long way in nudging candidates towards your chatbots. Make sure to include short instructions on how to reach your chatbots and engage them in interview mode to avoid any confusion or potential spam. This way you can get social media recruitment to an optimum level.
5. Review Results & Conduct Selection
Once your campaign expires, all that’s left to do is for your HR sector to review the chatbots’ data. If you formulated your questions adequately, your team shouldn’t have a hard time choosing quality candidates from the list. Each viable candidate should be contacted by a member of your HR department and notified of their selection. All candidates that didn’t pass the selection process should at least be notified of their status via email or social media messages, with feedback for further improvement.
Just because you (as a company) got what you were looking for at the moment doesn’t mean that your brand representation is over. Your social media pages should remain active and feature new content at least periodically. Let people know that you are open to communication, chatbot, or not.
Conclusion
It’s no secret that HR departments have a lot on their plates with in-house employee management and satisfaction. Adding chatbots to the mix might help your brand break new ground in terms of candidate markets and social media exposure. Test the waters of chatbot implementation in social media before opting for a full-blown recruitment campaign. You might be surprised to discover the warm and forthcoming reception of social media users towards using chatbots.
