You’ve probably interacted with a chatbot at some point or another. And maybe you’ve interacted with a conversational assistant. The terms “chatbot” and “conversational assistant” are often used interchangeably (honestly, even here on the Sense blog), but in all truth they’re actually quite different.
We’ve been talking about texting for recruiters here on the Sense blog for awhile now. As we look for ways to not only improve communications with talent, but especially to improve responses and results, texting has quickly emerged as one of -- if not the most -- powerful ways to do just that.
Earlier this month, our friends at Avionte held their annual CONNECT conference, and like all events these days, it was entirely virtual. And truthfully, they nailed it. We were proud to be Platinum Sponsors of this event, and were excited to see what happened with their all online agenda.With a compelling agenda filled with everything from thought leadership presentations to user-centric help sessions, virtual ‘booths’ that attendees visited live to chat with partners, and fun virtual activities like scavenger hunts and video competitions, CONNECT really had it all.
You’ve spent a lot of time and resources over the years to build up your candidate database. The only problem is, at any given time, most of your database sits dormant. Some may have applied and never interviewed, while others simply applied and never heard back, or even interviewed but didn’t get the job.
It’s such a weird time, isn’t it? We’re either out in public wearing masks, or we’re at home having conversations with colleagues and family through a screen. We inherently crave human interaction and because we’re living in a pandemic, we’re finding new ways to try and meet our basest human needs.
Uncovering a Challenge
As a family of premier staffing and recruiting brands, Staffmark Group has long been at the forefront of industry trends. Before partnering with Sense, though, Staffmark had a familiar problem. Their recruiters were tasked with hiring and placing great candidates, but engagement beyond the hiring phase often fell to the wayside. Little structure was in place to enforce best practices and track follow-up with newly onboarded employees, and Staffmark hadn’t yet found an engagement automation tool that met their needs.
The firm’s annual NPS survey showed that contractors were feeling abandoned after being placed, noting a lack of communication during and after assignments. Contractor satisfaction was dropping, and the Staffmark team knew it was time to do something about it.
There’s a lot about recruiting in a post-COVID 2020 that is different than it was a year ago. In fact, has recruiting ever changed so much, so quickly before?
Although maximizing resources has always been a priority for staffing firms, it has seemingly never been more important. With teams still spread between the office and remote locations (and in many cases, still fully remote), your ability to help drive productivity and reduce stress for your recruiters is paramount.
Making Your ATS Work For You
In the blink of an eye we went from a candidate driven market to an employer driven market. Many staffing firms feel the pressure of being forced to "do more with less" - whether it's reduced headcount from furloughs, strapped budgets, and increased demand from candidates. Plus a labor market in flux, shifting demand from industries -- it's a lot to take in. Firms need to keep costs low, drive placements, maintain productivity, invest in new client development, maintain business agility, and still keep that high quality engagement across the candidate lifecycle.
We’re living in unprecedented times. While many industries are trying to adapt and succeed in the middle of a pandemic, others are seeing unprecedented demand and significant growth.
Those “essential” industries, including home care, healthcare, grocery, retail and construction, among others, are scrambling to keep up with demand by attracting and hiring talent (and onboarding them quickly). Talent is eager to find jobs in a difficult economy, yet similarly feels overwhelmed. Worrying about their health, their families and landing a job is a LOT to have on your plate.
It can be difficult to know where to start, or what to do. But, while each situation is unique, there is one critical theme that essential industries should keep in mind:
Communication is key!
During a time where it feels like there’s so little you can control, communication is one element that you most definitely can control. And your ability to effectively communicate during a difficult time will have a dramatic impact not only on your ability to land talent now, but to retain and attract more talent in the future.
As many teams are working with fewer recruiters and reduced headcount from furloughs and increased demand from candidates, teams are under immense pressure to "do-more with less" it seems. Is it even possible to prioritize things like communication and engagement when it seems like just getting through the key tasks are arduous? The answer is you can - and you must!
To help you prioritize communication and best leverage your communication strategy to better meet today’s changing talent needs, here are some critical pieces of communication advice: