Are Chatbots the Future of Recruiting?

Are Chatbots the Future of Recruiting?

Published 17th November 2017
Mark Melo

Co-Founder, GrabJobs

Published 17th November 2017

Chatbots may solve a recruiter's biggest headache: asking the same introductory question to dozens of candidates. While chatbots may eventually be used for senior-level hires, here is how they can be used to initially screen entry-level hires.

With the technological advancements of chatbots and Artificial Intelligence, everyday tasks across industries and functions are becoming more automated. One of the latest trends within the HR industry is the rise of recruiter bots. The question that naturally comes up is: "Do candidates like being interviewed by a recruiter chatbot?"

To gain some insight into job seekers’ opinions, tech startup GrabJobs organised a series of job seeker focus groups over the course of a few months across Singapore, the Philippines, Thailand, and Myanmar.

Based on their findings, the short answer is Yes. The feedback from candidates who used an interview bot was a staggering 90% positive in Singapore and the Philippines, followed by over 80% positive in Thailand and Myanmar.

The traditional model of applying for jobs has sometimes been referred to by job seekers as a "black hole"

The application process usually leaves candidates hanging after sending in their CV as they are only given a reply if they are shortlisted. The recruiting process, which can take weeks or even months, could be shortened to days with an interview bot. This means quicker turnaround and decreases the time it takes for clients to get back to the right applicants.

The recurring positive feedback from the focus groups was that candidates felt they had a level of influence, and by answering questions a certain way, they felt they could impact the outcome. This allows them to go above and beyond their CV and makes them feel more in control.

Nevertheless, there is a line drawn in the sand as to how to engage with different levels of candidate seniority. At a more senior level, the personal touch is still key. However, when we talk about high volume, high turnover positions, or even entry-level positions, would businesses be better off using a bot? It is important to consider return on investment.

How efficient would it be for a recruiter to ask the same screening questions to 100 applicants? For the recruiter, this process is inefficient and minimally enjoyable.

Interview chatbots can replace this arduous process. By automatically asking interview questions over chat and scoring candidates' responses, this enables employers to quickly sort candidates that meet their basic requirements. Some of these recruiter bots also feature audio and video interviews. Together, these functions make the screening process more efficient, engaging, and interesting.

The ability to leverage interview chatbots means there is an opportunity for job seekers and employers to both have positive experiences. For now, interview chatbots are best used to initially screen entry-level candidates, but one day this technology might become advanced enough to be used in all levels of hiring.

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