HRO Today March 2018 - 38

Talent Acquisition
frequently asked questions, sending reminders about
benefi ts enrollment, and ensuring onboarding paperwork
is complete. "
Seeking Automation
Recruiters agree that chatbots can
help automate these processes:
In addition, they provide a convenient on-demand
resource for candidates, improving the quality and speed
of the application process. " Through chatbots, candidates
can ask questions and receive answers from wherever they
are, whenever is most convenient for them, " says Bridgen.
Chatbots also reduce the frustration candidates face when
seeking jobs that match their interests and skillsets by
asking pre-screening questions and automatically parsing
resumes. This improves the candidate experience and
reduces the number of unqualifi ed applicants.
If done well, the use of this technology can have a
profound impact on employer brand, painting the
organization as an employer of choice. " Integrating
chatbots extends your employment brand, " says Larry
Nash, U.S. director of recruiting at EY. " Candidates see your
organization as being innovative and doing new things
that enable the candidate experience, and assume that's
probably a refl ection of the culture the organization has. "
Adopting a Chatbot
Although chatbots have the potential to streamline
screening, recruitment, and onboarding procedures,
effective implementation is key. HR professionals should
take into consideration the following fi ve best practices to
ensure successful outcomes:
1. Evaluate the business and defi ne clear goals. The fi rst
step for companies looking to adopt chatbot technology
is taking an assessment of the talent acquisition function
and identifying areas of opportunity.
" You've got to look throughout the recruitment process
and fi rst see where there's an opportunity to use a chatbot
that's going to solve a challenge-whether it's providing
a more exceptional experience, moving talent quicker, or
providing a service that doesn't exist yet, " says EY's Nash.
In addition to evaluating specifi c hiring challenges,
this audit should also include an assessment of the
organization's corporate culture and digital readiness. This
ensures that companies choose a product that matches
their business needs and current capabilities.
2. Identify the right tool. Once business needs are defi ned,
companies must tackle the task of choosing the right
[38]
HRO TODAY MAGAZINE
|
MARCH 2018
89%
assessments
87%
scheduling
hiring manager
interviews
Source: KellyOCG
chatbot for their organization. According to Nash, it
is important that they ask themselves these specifi c
questions:
* Who will be using this technology?
* How will users interface with the chatbot?
* Does it need to be accessible on a mobile device?
* Does the chatbot need machine learning capabilities so
that it can constantly improve?
* What aspects of the recruitment process should the
chatbot enhance?
* How much time do recruiters currently spend on the
functions that will be taken over?
* Is the HR team prepared to deal with issues that may
arise?
" Once you answer these questions, then you can fi gure
out what type of chatbot is needed and work with a
variety of vendors that can help provide the solution that a
company needs, " Nash says.
For companies that fail to successfully identify the
appropriate chatbot for their overall talent acquisition
strategy, the consequences can be problematic.
" Employers should ensure they're using a high-quality,
effective chatbot technology platform. If the chatbot
83%
Pre-employment
tests
85%
onboarding
86%
sourcing

HRO Today March 2018

Table of Contents for the Digital Edition of HRO Today March 2018

HRO Today March 2018 - 1
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