You have done your research and you are convinced about the many benefits of automating your organization’s recruitment processes. How do you get the buy-in of your leadership team? Here is a step-by-step approach.
At the peak of the COVID-19 pandemic, job portals saw unusually high activity after midnight. Travel nurses and healthcare workers were logging in after long, grueling shifts to look for their next assignment.
They were open for work, even actively looking, but simply did not have time during the day to pick up calls from recruiters.
If your technology shows you that you’re saving time and money but isn’t reflecting the true return on investment (ROI) of that savings, it’s not holding itself accountable. At Sense, we’ve invested in comprehensive analytics and reporting since day one, so you always have a clear picture of how automation and engagement is impacting your full business.
With growing unemployment rates and millions of people on the hunt for a job, technology has never been more important in helping your recruiters rise to the occasion. Today’s most sophisticated staffing firms are going beyond triggered emails and SMS integration to provide a seamless, polished experience throughout the talent lifecycle. If you want to foster better candidate relationships and max out your return on investment, your next superpower might be a conversational AI assistant — also known as a chatbot.
With mobile engagement rates through the roof, text messaging is a must have channel for recruiters. However, many firms still don’t have a text messaging strategy and individual recruiters are left to devise their own. As a result, staffing leaders are unable to track these touchpoints or measure their impact.