In the fast-paced world of digital technology, chatbots represent a revolutionary solution for traditional HR. They are fundamentally changing the game of recruiting. But how exactly do they achieve this? You can find out this and much more in this article.
What are HR chatbots actually?
HR chatbots are artificial intelligence (AI)-driven software programs that can hold automated conversations with potential candidates. They are programmed to take over certain tasks in the recruiting process, such as pre-qualifying candidates, answering frequently asked questions and scheduling interviews.
The chatbots are available around the clock and can process a large number of interactions simultaneously, making them highly efficient in the recruitment process.
Chatbots in recruiting: An interview with Jobpal founder Luc Dudler
Software providers, such as Jobpal, have focused exclusively on chatbots in recruiting. “So far, there have mainly been applications designed to make the application process more efficient internally within the company, but only a few software providers take equal account of the candidate experience and internal processes – this is possible with chatbots.” At least that’s what Jobpal founder Luc Dudler told me. I have described Luc’s statements in more detail in the following sections.
What are the advantages of chatbots for companies?
Chatbots automate processes
Chatbots can automate processes that occur repeatedly. Humans are then only needed for special or exceptional cases. Ideally, the chatbot or chat window is connected to other internal systems and can therefore handle predefined processes automatically. This can be, for example, the organization of job interviews. If a recruiter has defined that a specific applicant should be invited, it is sufficient to provide the chatbot with the applicant’s contact details.
The chatbot then finds a suitable appointment for everyone involved in the company and the applicant. He sends out the appointment invitations, books a room in the company and also sends the necessary preparatory documents to the applicant.
As soon as processes occur repeatedly and are therefore predictable, it can be worth automating them using a chatbot. The chatbot requires interfaces to internal systems.
Chatbots increase employee efficiency
Applicants usually ask the same questions again and again during an interview. The questions can usually be predicted and can therefore be answered automatically by a chatbot. The chatbot is responsible for repetitive questions and the employees have more time for complex and individual questions.
In the long term, this will make the application process more efficient. If the chatbot is an AI-based bot, then the chatbot needs a list of the most frequently asked questions incl. the right answers. It is also possible to increase efficiency with a rule-based chatbot. Here, the chatbot has to lead the conversation in such a way that it can answer as many user questions as possible.
Chatbots support the selection of applicants
If a company receives too many unsuitable applications, this has a negative impact on the efficiency of the process. Chatbots can ask applicants initial pre-qualifying questions before they send in their application documents. The applicant then has a better picture of the requirements of the job and can better assess whether he or she is suitable for the advertised position.
Recruiters receive more qualified applications and do not “waste” time reading irrelevant applications. The chatbot only needs the questions it should ask the applicant and a set of rules for which answers applicants should be classified as suitable.
Chatbots in recruiting: What are the benefits for applicants?
HR chatbots provide information around the clock
Applicants usually ask questions in the evening or at the weekend. Exactly when there is probably no human contact available. Thanks to chatbots, however, applicants can now clarify most of their questions around the clock. So they don’t have to wait until they can talk to a human colleague. For this use case, the chatbot only needs a database with the most frequently asked questions (FAQs).
Chatbots handle requests anonymously
In the application process, it can sometimes be “tricky” to ask certain questions right at the beginning. Applicants are usually reluctant to ask questions such as “how long is the notice period” or “what is the salary” at the beginning of the application phase. Nevertheless, these questions are essential for some applicants and they would like to ask them anonymously. This is possible thanks to chatbots. Chatbots offer applicants a natural communication medium and at the same time protect the anonymity of applicants. Ideally, the chatbot embodies a personality that makes it as pleasant as possible for applicants to communicate with it.
Chatbots advise undecided applicants
Instead of long job advertisements or videos, chatbots offer applicants an interactive communication tool that they can use to find out more about the position. Users can ask questions about the advertised position and receive a kind of “advice” from the chatbot. Especially when applicants are still undecided, a chatbot can perhaps clarify the decisive questions in dialog. The right chatbot personality also plays a decisive role in this use case.
Challenges and solutions when implementing chatbots in recruiting
As with any new technology, there are also some challenges to overcome when implementing chatbots in recruiting. One of the biggest concerns relates to data protection and security. To protect personal data during interaction with chatbots, companies must adhere to strict data protection guidelines and implement techniques to anonymize and pseudonymize application data.
Another challenge is to develop intelligent chatbots that can have human-like conversations. The integration of speech recognition and natural language processing technologies is of crucial importance here in order to enable smooth communication.
Who uses chatbots in recruiting?
In Switzerland, for example, the Zurich public transport company uses chatbots for recruiting. Their main aim is to find new streetcar pilots. Find out more in the podcast episode with Florian Schrodt. In Germany, companies such as McDonald’s, Telekom and Zalando use chatbots to support their search for applicants.
Who are chatbots suitable for in recruiting?
In principle, every company that hires employees should consider using a chatbot to find staff. For smaller companies, I usually recommend starting with a simple rule-based bot. If, on the other hand, the company is larger and regularly hires many new employees, intelligent ai-based chatbots with interfaces to internal processes are often suitable. Above all, processes can be intelligently automated.
Conclusion: The future of recruiting lies in the hands of chatbots
Chatbots in recruiting offer a wealth of opportunities to optimize the recruitment process. Despite some challenges, it is clear that they are the future of recruitment. With their ability to speed up the process, reduce workload and provide a personalized candidate experience, they are an invaluable tool for any company striving for efficiency and innovation in recruiting.
Chatbots in recruiting – Frequently asked questions & answers
What is a recruiting chatbot?
A recruiting chatbot is an artificial intelligence-driven program that conducts automated interactions with applicants and performs various tasks in the recruiting process, such as answering questions, scheduling interviews or pre-qualifying candidates.
How do chatbots work in recruiting?
Chatbots in recruiting work on the basis of artificial intelligence and natural language processing. They interact with applicants in natural language, ask questions, answer queries and collect important information that is used to assess the suitability of applicants for a position.
What are the advantages of chatbots in recruiting?
Chatbots in recruiting offer numerous benefits, including improved efficiency through automation, an improved candidate experience through immediate response time, and the ability to handle a variety of tasks simultaneously.
Are there any disadvantages to using chatbots in recruiting?
Possible disadvantages of using chatbots in recruiting include privacy and security concerns, the risk of alienating candidates through too much automation and the limited ability of chatbots to understand the full spectrum of human emotions.
Can chatbots completely replace human recruiters?
Chatbots can automate many recruiting tasks and make them more efficient, but they are not intended to completely replace human recruiters. The human factor is still crucial for building relationships and assessing candidates on a deeper, more personal level.
