top of page
  • Lance Rice

Recruiters Get the Message

Every hiring manager knows that finding the right fit for the role is a time consuming process and that the wrong hire can be incredibly costly. New trends and technological advances have made reading through countless resumes and making calls to qualified candidates either less time consuming or obsolete entirely. With messaging connecting people faster and chatbots taking on a good portion of the work, the right fit can be found faster and with significantly less effort.

Healthcare recruiters find messaging is the cure

Deploying a solid messaging strategy brings with it many benefits including lowering overhead and improving efficiency, but arguably its greatest strengths are improvements to response rates and time. Few industries rely on speed of placement more than the health services.

Finding qualified physicians to fulfill the growing needs is already hard enough, but a recent report from the AAMC (Association of American Medical Colleges) has indicated that the shortage is expected to grow to over 120,000 by 2030. This puts recruiters in a race against each other to find and hire much needed talent.

Scott Sendelweck, HR Digital Marketing Manager for Community Health Network recently told revcycleintelligence,

“If we were to find your application and we want to talk to you about a nursing position, then we would traditionally pick up the phone or send an email. Turnaround times can especially vary for nurses because they are usually with patients. They also have lives outside of work. What we found was that turnaround time was anywhere from 72 hours to a week just to get in touch with the candidate.”

After deploying a recruitment messaging strategy that included text-messaging candidates, they found potential employees responding in under 60 seconds giving them a significant leg up on the competition.

Artificial Intelligence makes a very real impact on hiring

With the latest economic boom the race for hiring talent isn’t limited to just the healthcare industry. Couple the competitive landscape for a shrinking talent pool with the estimated cost of a bad hire ranging $25k-$50k it becomes clear that smarter approach to recruitment is needed.

A new trend in hiring is the use of chatbots to tackle early stages of recruitment. This new approach brings with it many benefits on top of those already associated with messaging in general.

One benefit is freeing up recruiters and hiring manager’s time. By having a chatbot handle preformatted screening questions, unqualified candidates are immediately removed from the process, saving the hiring manager from countless hours scanning resumes.

Another benefit is removing some bias from the hiring process. To further this point TechTarget quoted Matt Breitfelder, managing director and chief talent officer at BlackRock, 

“Data analytics makes us more human, because our own data analytics shows there’s a lot of liberal arts majors who make great investors, which is very counterintuitive.”

Furthermore, in a recent article published by BigThink, Loren Larson, CTO at HireVue (a company specializing in AI in the recruiting space) is quoted:  Using AI for initial screening helps ensure that  “candidates are getting the same shot regardless of gender, ethnicity, age, employment gaps, or college attended.”

On the other side of the hire, candidates also come away with a better experience from using well implemented chatbots. An estimated 60% of job seekers will quit halfway through an application if the process is too long. While it may seem like this is a good way to weed out apathetic applicants, often the reverse is true with qualified talent knowing the value of their time. Considering 75% of applicants never hear back from the companies they apply to you can hardly blame them. With chatbots freeing up agent time and utilizing data analytics applicants can get more immediate feedback on their candidacy while having a more intuitive conversational approach from the get-go.

Good recruiting is good customer service

L’Oreal has taken all of this to the next level and realized that how they recruit can also impact sales. Considering 64% of applicants would share their negative application experience with friends and family, how you hire can have a major impact on your brand image.

With 2 million annual applicants for an average of 5,000 positions, there is a lot of potential for word of a bad experience to spread like wildfire. So L’Oreal cross-referenced the email addresses of their applicants against their CRM and found that 17% were registered customers.

Investing in chatbots for recruitment not only improves the speed and quality of a hire, it can also help avoid a bad customer experience that could negatively impact sales when well executed.

Messaging, Bots, and CRM’s.. Oh My!

Creating a solid messaging strategy requires many moving parts working together. It can seem quite daunting and to be fair, in most cases it is. Built from the ground up to seamlessly integrate messaging channels, bots, backend CRMs and HRMS platforms, agent tools, analytics, and our revolutionary Instant Apps, Chatbox has the tools to connect the pieces you need to create an impressive personalized messaging strategy for your hiring processes.

Start with an omnichannel approach that enables you to connect with a candidate on the messaging channel they use most. Utilize our automations or hook up your own intelligent bots to lighten the load on your hiring managers and get to the right candidates faster and more easily. Send Instant Apps to collect structured data about a candidate in an intuitive way requiring no install or download. Bidirectionally sync all information about the candidate and the role in real-time with your HRMS. Increase efficiency through agent tools by enabling agents to chat with multiple candidates across any channel simultaneously from one easy to use interface. Finally, use analytics to monitor and improve your entire messaging strategy.

No hassle, no fuss, just results.

19 views0 comments

Recent Posts

See All


bottom of page