April 09, 2018 11:44 AM

It’s good to talk – Should you be using chat in your recruitment?

Did you know that in 2017 over 2.5 billion people were registered with at least one messaging app? And that figure is expected to rise to something in the region of 3.6 billion by the end of 2018. A figure which roughly translates to 90% of the world’s population who have access to the internet. We think you’ll agree that those are pretty astounding statistics.

So why aren’t we using chat in our recruitment and talent sourcing efforts? Well, the truth is that we are, just not enough.

The rise of chat…

The increase in people using chat and messaging apps is nothing new. Back in 2016, the industry saw a 394% growth based on the time people spend on a chat-related app. And in 2017 we saw a similar increase in usage.

It’s no secret that people prefer the instantaneous response that only a chat app can give and even in the workplace, the use of chat as the primary method of communication can have a significant effect on productivity.

And as chat apps become more sophisticated (allowing the sharing of files, the creation of dedicated groups and channels, and various other features), it’s little wonder that they are now the number one method of communication throughout the world.

…and the chatbot

But with rapid growth comes the need for automation and so along came the chatbot.

At first, the chatbot came with negative connotations. It was an automated messaging service that felt wrong and impersonal, and some of the responses these bots gave were, quite frankly, ridiculous.

However, it wasn’t long before chatbots evolved into something much more palatable and these days they are often met with amusement and appreciated for the instant service and results they provide.

According to Ubisend, 57% of consumers are interested in chatbots for their instantaneity while 40% don’t care if it’s a human or chatbot helping them, once they get the help that they require.

But what does this have to do with recruitment?

We’re glad you asked.

Chat vs. Email

Sometimes you need an answer fast, say for example if you need to reschedule an interview. And we all know that when you need a quick reply, email is not the way to go.

It takes the average person 2.5 days to answer an email, which is no good to you if the interview is tomorrow. Of course, you could make a phone call, but if your candidate is busy, it will go unanswered. Send a text on the other hand, and you’ll get a reply within about 90 seconds.

It’s no contest. Texting (and chat) wins the battle of response times.

All of this is great news for you when dealing with the candidates that are currently in your pipeline. Instead of sending out emails, you can send out text messages. It’s quick, it’s easy, and you’ll get a much higher response rate than you would with emails.

But what about engaging with new candidates?

Once again, we’re glad you asked.

Using chat to engage with potential candidates

According to ideal the industry standard conversion rate for job websites is 11%. Not very high you’ll agree, but neither is it an unimpressive figure. However, what if we told you that you could increase that rate by two, three, or even four times as much with one small tweak?

Yes, you guessed right, by placing a ‘Chat with us’ option on a jobs page, recruiters can expect a much higher conversion rate as candidates who may be undecided on applying for the job ask a quick few questions to qualify the position as suitable. This is an incredibly simple action that is well worth taking and should yield significant results.

But won’t you need someone online all the time to monitor the chat?

You guys are getting good at this.

The recruitment chatbot

As you know the chatbot is a piece of software used to interact with customers, leads, or anyone that sends a message through a company’s chat application of choice.

In recruitment, we can use it in a variety of mediums such as

  • Email
  • Social media pages and profiles
  • SMS
  • Chat boxes on career sites/job pages

Many people wrongly assume that its only purpose (or ability) is to merely engage a lead then redirect them to a contact form or FAQ page. But a chatbot can do so much more. It can even help you with basic administration and screening tasks.

You can program and use them to collect information from candidates such as their contact details or ask them to upload a resume.

You can also use them to screen your candidates by asking some simple questions relating to their suitability for the role.

The same process carried out by a member of your recruitment team will take a considerable amount of time. So as you can see just these two small tasks alone could save your team hours of work.

With chat and messaging apps becoming more common in the workplace, it was only a matter of time before recruiters embraced this technology. It’s an incredible boon to the industry, and we fully expect to see a great deal of first contacts with candidates carried out by chatbots in the coming months and years.


Also read: 4 ways to up your interview game and stay on top of current recruitment techniques.


Is your company toying with the idea of using chatbots in their recruitment drive? Are you already using chat and messaging apps in your efforts to keep your candidate pipeline engaged? If not, then it might be time to consider it as an option.

Need help with your candidate sourcing? Why not drop us a line or book a demo today and see how vsource can also help save your team hours of unnecessary work.

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