• Add your business news
  • Privacy Statement
  • Cookie Policy
Recruitmenttech.com
  • Home
  • Latest
  • Subscribe to the email update
No Result
View All Result
  • Home
  • Latest
  • Subscribe to the email update
No Result
View All Result
Recruitmenttech.com
No Result
View All Result
Home Technology Bots & Voice

4 case studies of recruitment chatbots that digitised and automated the process

July 31, 2023
in Bots & Voice
Reading Time: 4 mins read
93
Share on LinkedInShare on FacebookShare on TwitterShare on WhatsappShare via email

Every chatbot promises similar things: to digitise AND automate the recruitment process. But for this article, we went searching for hard data — and accumulated these 4 cases. 

What can chatbots do?

For recruiting new staff, chatbots can essentially imitate human dialogues. They are also called conversational agents or conversational interface platforms. Chatbots then perform the first part of recruitment. They are responsible for the monotonous tasks that take up recruiters’ time and allow HR staff to perform more urgent, important tasks.

On the HR side, chatbots help HR managers recruit new staff using artificial intelligence (AI), natural language processing (NLP) and machine learning (ML). HR managers usually use them when they receive an application from a candidate through a job site. Then an HR bot engages with the applicant. Not only are they able to ask candidates questions about the applicant’s work history, but they can also gauge the candidate’s capabilities in line with job expectations.

After identifying free slots, they can also book interviews with candidates who fit them.

An HR bot can also check your calendar to find out which dates you are available to schedule job interviews. After identifying free slots, they can also book interviews with candidates that suit them. Then, chatbots can answer certain questions from your candidates or applicants about the job. But what happens in practice? We list four cases.

Case 1: Objectivity and Alexander Mann Solutions 

Alexander Mann Solutions had to deal with many recurring questions from candidates and it was a very time-consuming process for recruiters to answer them all on time. The added challenge was that queries were not forwarded to the right person the first time or the person was not available. Applicants and clients tend to call with similar requests, especially in the early stages of the recruitment process, which gets employees involved and creates a lot of repetitive tasks. 

“Our intention was not to replace a human, but to support employees in their role.”

For Alexander Mann Solutions, the need to improve responsiveness, accuracy and end-to-end experience for both applicants and recruiters. So the company decided to partner with IT outsourcer Objectivity, which saw a chatbot as a logical solution. “The main goal was to deliver a bot that would provide a new conversational experience to support candidates,” the company states. “Our intention was not to replace a human, but to support employees in their role.”

The results: Using the Objectivity chatbot meant Alexander Mann Solutions improved its time-to-hire and increased the speed at which it processed documents by 20 times.

Case 2: Kindly and Adecco

To find the right talent and then offer the right talent advice, Adecco uses tech to screen candidates. To streamline their recruitment processes, they chose Kindly’s recruitment chatbot, which is powered by Artificial Intelligence (AI) to connect with candidates, learn more about their personality as well as make decisions on whether or not to pass on their information to their clients.

Kindly’s AI recruitment chatbot acts as an engine that retrieves qualifying questions, stores them in Adecco’s system and then sends the questions to the applicants.

For Adecco, it was especially necessary to filter out non-qualified candidates from the selection process early on, so that the recruitment funnel was only filled with top talent. Kindly’s AI recruitment chatbot acts as an engine that retrieves qualifying questions, stores them in Adecco’s system and then sends the questions to the applicants. The candidates answer the questions, which are processed again. Qualified applicants move on to the next stage, while non-qualified applicants are rejected. 

The results: Adecco saw a 75% reduction in the number of live chat queries directed to their HR and customer support departments. Telephone queries from both customers and candidates were reduced by 50%.

Case 3: Paradox and US Xpress

US Xpress is one of North America’s largest asset-based truckloaders, an industry that has been struggling with a huge driver shortage for years. Reason for the trucking industry giant to partner with Paradox, best known for chatbot Olivia, in 2020. US Xpress and Paradox collaborated on a unique feature that uses real-time personalisation to instantly present a diverse framework of AI assistant personas to drivers who visit the company’s job site or apply by phone. In a fraction of a second, the technology automatically personalises the AI assistant for each driver, using geolocation and demographic data.

The results: 35% of candidate interactions take place on evenings or weekends when candidates do not normally have the opportunity to interact with a recruiter. 38% of candidates who start a conversation with the AI assistant end up becoming job applicants.

Case 4: HireVue and Randstad

For Randstad, its talent database is at the heart of its mission to quickly match smart people with the right jobs. Ensuring the database is filled with up-to-date data and maintaining large-scale relationships, however, is a challenge for the agency. But that wasn’t all Randstad’s Canadian operation had to contend with. New privacy laws requiring explicit consent made it even harder to deliver on the promise of quick talent matches.

Randstad capitalised early on a marketing automation of a landing page and form fields to collect profile data. This made an integration with HireVue a logical step, to engage candidates in a modern and scalable way – mainly by combining email with a natural language-based and multilingual chatbot.

The results: Randstad experienced a much higher engagement rate. Within 4 weeks, they contacted more than 1.6 million profiles and discovered 12,500 new active job seekers.

Fotocredit: Arthur Caranta via Flickr

Tags: AdeccoAIAlexander Mann SolutionschatbotshirevueKindlyObjectivityParadoxRandstadUS Xpress

Receive a push message with a new article on Recruitmenttech.com.
You can unsubscribe at any time.

Unsubscribe
Previous Post

Bas van de Haterd: ‘AI marks the end of the template era in recruitment’

Next Post

Amazon, EY and Google headline first-ever global Talent Intelligence Conference

1st Editor

1st Editor

Related Posts

These are the benefits of AI recruitment chatbots for candidates and recruiters
Bots & Voice

These are the benefits of AI recruitment chatbots for candidates and recruiters

by Martijn Hemminga
March 6, 2024
Karoline Bierlich (Talk’n’Job): ‘Our tool is as simple for recruiters as it is for candidates’
Bots & Voice

Karoline Bierlich (Talk’n’Job): ‘Our tool is as simple for recruiters as it is for candidates’

by Jasper Spanjaart
November 14, 2022
Tom Trewick (Paradox): ‘Our virtual assistant Olivia helps transform the broken candidate experience’
Bots & Voice

Tom Trewick (Paradox): ‘Our virtual assistant Olivia helps transform the broken candidate experience’

by Jasper Spanjaart
February 15, 2023
New study warns AI could harm young job seekers in interviews
Assessments & predictive recruitment

New study warns AI could harm young job seekers in interviews

by Jasper Spanjaart
February 22, 2022
The era of conversational AI in recruitment: ‘It’s an assistant, not a bot’
Bots & Voice

The era of conversational AI in recruitment: ‘It’s an assistant, not a bot’

by Jasper Spanjaart
January 5, 2022
Next Post
Amazon, EY and Google headline first-ever global Talent Intelligence Conference

Amazon, EY and Google headline first-ever global Talent Intelligence Conference

How Kim and Gordon Lokenberg will bring the magic to sourcing with TalentSourcery

How Kim and Gordon Lokenberg will bring the magic to sourcing with TalentSourcery

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

Follow us on social

Events calendar

  • No events
  • all events
    • Contact
    • Privacy Statement
    • Cookie Policy

    © 2020-2021 Recruitment Tech Network | Europalaan 500 3526 KS UTRECHT, the Netherlands

    No Result
    View All Result
    • Home
    • Latest
    • Subscribe to the email update

    © 2020-2021 Recruitment Tech Network | Europalaan 500 3526 KS UTRECHT, the Netherlands

    Welcome Back!

    Login to your account below

    Forgotten Password?

    Retrieve your password

    Please enter your username or email address to reset your password.

    Log In