What’s more, this can be done with thousands of candidates all
at the same time; instantly taking the heavy lifting out of the top
funnel of volume recruitment and improving the candidate’s expe-rience
with your brand.
CHALLENGE #2: MANAGING A TALENT POOL OF
PREVIOUS TEMPORARY WORKERS
Do you have the same temporary staff that work for you every fes-tive
season? How about the same students that work for you every
summer when home from university?
Being able to activate and mobilize a large number of candidates
from your database takes time and moves recruiters away from
their other activities. Artificial intelligence can instantly connect
with thousands of candidates within your talent pool or database
to advertise that the recruitment process has begun and ask if they
are available to work. It can also have the capability to update any
profile information to ensure you have the most update-to-date
details within your database.
Better yet, artificial intelligence allows you to engage and cap-ture
candidates throughout the year in anticipation of the holiday
season and maximize referrals from your current talent pool; all
without a recruiter having to lift a finger.
What if you could come to work every morning and receive a list
of candidates who were screened the evening prior and are avail-able
and ready to be placed into an open role? That is the reality of
what can happen when using artificial intelligence in your recruit-ment
CHALLENGE #3: COMMUNICATING WITH YOUR
CANDIDATES AT A TIME AND PLACE THAT WORKS
Nine out of ten candidates expect to be able to communicate with
organizations via messaging and social platforms. Yet less than
half of organizations are equipped to handle this type of commu-nication.
Your talent pool lives on their mobile devices. When the
time comes to recruit for the holidays, you’ll need to be where your
candidates are already spending all of their time – on their phones.
Sophisticated artificial intelligence tools, such as chatbots, make
mobile engagement with candidates a possibility. Whether this
is via a messaging platform, such as Skype, or a social network
like Facebook, chatbots that are omnichannel will create the best
opportunities for seamless communication.
The best recruiters work as many hours as needed to get the job
done, but there is still a start and end time to the working day. The
best recruiters also know that a large majority of candidates are
not available to talk during the working day, preferring evenings
and (sometimes) weekends. A chatbot is available 24/7, so a can-didate
can engage with you and your recruitment process at a time
of their choosing.
Randstad found that 82 per cent of job seekers believe the ideal
recruiter interaction is a mix of innovative technology and per-sonal,
human interaction. The majority of candidates are receptive
to interacting with a chatbot.
Allowing candidates to do so and at a time and on a chan-nel
of their choice increases the chances of them experiencing
a positive recruitment process and, therefore, increasing your
CHALLENGE #4: HIGH TURNOVER OF SEASONAL
Due to the fleeting nature of seasonal positions and the fact that
those same industries tend to have higher-than-average turnover,
it can be difficult to retain temporary staff when you need them the
most. The major factors that contribute to seasonal turnover are
a lack of goal-setting, lack of recognition and plain old boredom.
While artificial intelligence is especially useful during the initial
stages of the recruitment process, tools such as chatbots can also
be used to increase staff engagement while they are carrying out
work for your organization.
Imagine being able to brief your temporary staff across your
organization, all at the same time, to update them on important
issues or to set some goals. Why not have a chatbot-based conver-sation
with them to find out how they are getting on and garner
some feedback about their time with your organization?
High turnover doesn’t have to ruin the holiday season for your
organization. People buy from people, and what better person to
buy from than one that is happy and treated well, even if they’re
only in the position for a short amount of time.
If you’re sensitive to the temporary nature of seasonal posi-tions
and make a genuine effort to dispel preconceptions while
giving seasonal workers tangible goals and plenty of opportu-nity
for engagement, you’re going to find higher retention will
follow suit. n
Chris Collins is the CEO at RoboRecruiter.
IN THE WORLD OF
RECRUITMENT, IT IS A
CHALLENGE FOR EMPLOYERS
TO COMMUNICATE WELL WITH
ALL OF THEIR CANDIDATES.
sdecoret / 123RF Stock Photo
52 ❚ SEPTEMBER 2018 ❚ HR PROFESSIONAL