How an Automated Candidate Engagement Strategy can Transform your Mass Hiring Results

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for today's discussion my name is max armbruster i am i'm the founder and ceo of talk bush and

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talk push is a recruitment software automation platform and we we process over 10 million

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applications job applications worldwide through an application process which is usually

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free of resume and of email so that's that's kind of the big thing that's different is we have to talk with

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candidates who are or not checking their email every day and who do not necessarily have a resume on them or if

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they do have a resume maybe it's not it's not going to be opening doors for them

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because it's not their early stage of their career where their resume doesn't have that much

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so that's uh that's who i am i've been working in recruitment for a long time recruitment and recruitment technology

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for as long as i can recall most of my professional life and today i'm delighted to be

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welcoming all of you uh for for today's session and to talk about candidate engagement

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here to stay and those changes have been influential both

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in the candidate behavior and how we process candidates and how the candidates

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apply to to jobs right now on the side of the candidates they can apply to 5 10 15 jobs in in less than an

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hour these days compared to before where they have to walk in and

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and essentially go from one location to that one floor to another

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right so that piece of engagement um if you're unable to solve resolution for

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that gap if we're not created creative enough to put in workflows around it

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don't know what uh what's it like um for for the candidates whether they apply to the ventus and then you can distribute

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them across different accounts or if it's account buyer account yeah so they can apply and prevent this

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and they can get up to eight opportunities in one application right and i think that's

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applicable also to most bpos where they have a priority account for example

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the minimum higher requirement for a premium account right would be college graduates three years ppo

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experience can work on site and if they don't make it there for that

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priority account they get um prioritized to the next premium account and so on and so forth

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i think that's where you shorten the recruitment process instead of them being interviewed

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face to face by different ops leaders or with different operations leads until they get exhausted for eight hours

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on site right and no need for that and um other than saying no need for that but at least we're able to filter based

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on two things um their hiring or their their their skill

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set and two their intent right their intent okay

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um i noticed you said intent and not not sort of culture fit

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that's a very that's a that gets a lot of buzz and a lot of literature written on this topic where

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companies are trying to differentiate differentiate themselves on culture and increase retention that way

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um but uh what's uh yeah you use the word intent

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so please expand on that what do you mean with uh with that and and how does it tie into culture fit and um and you

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know i'm i'm curious to know if you've seen some customers who are particularly

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tight on culture fit and you know to illustrate that yeah um i i have seen right the current

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um the current um i would say client that we are heavily working on um is

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very particular with with culture values etc and we work with them to identify

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these cultural values and we also

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use those specific cultural i would say

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um key points for us to ask the candidates at the onset that if number one right

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their willingness to work on site because right now um the buzzword and hybrid the

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buzzword and work from home is clear to stay right so when we ask them to when we ask them if they're willing to

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work on site because it's a healthcare account right and the demand is for them

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to work on-site from training to to production then we're able to capture the intent to

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work on it immediately right and that is tied up with with a culture

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that is tied up with the demands of of the client yeah and then if we're unable to process them right if they do not

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make it to that particular stage because they said no we're not willing to work on site

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right that's when that that's the time when the recruiter intervention comes in where they get called to validate

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that intent and then if they do not move because again they say no

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we move them to another account essentially we do not lose those touch points

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because we know what the client needs from from us right or what the client would demand from us

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as far as minimum higher requirements and in doing so we're able to save time

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because 96 and this is an accurate number 96 percent of those that would say no i'm

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not willing to work onsite would really not be willing to work one side and that's a validation that uh

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i think we're able to only capture because we have deployed that at the onset at the point of application

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um and um talking about the the demand for people to come and spend

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time on site like healthcare first for for uh people like me who who

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don't understand those intricacies uh why is it important for a healthcare account for the person to be you know in

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office rather than working from home that's a side question but the main question i want to ask is

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um in order to yeah what is the percentage of people in the philippines today

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uh in the bpo sector and you know this is going to be an estimate i'm sure but the percentage of people

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who get a job offer um without meeting face-to-face like i'm

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sure it's more that it's a lot more than two or three years ago uh and i i was just um meeting a bpo in

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latin america last week and they said it's 100 for them 100 of hiring is happening remote but then they do come

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to the office on day one on the job so do you do does that uh resemble the situation in

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the philippines in asia i i would think so right it would be at the low of 85

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90 percent um job offers happening vertically

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i would even beg it at 95 um a very high number uh i for one right

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is a product of that and i'm sure when you talk about volume hiring

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you talk about scale um then it could be happening at more a more prevalent scale

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so um i'm going to ask you a couple more questions but before i do that i just want to remind the audience we're going

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to we're going to spend another 5-10 minutes with zach and so if you want to ask questions i

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see we have a couple of questions in the q a please feel free to hit us uh with questions uh about the event is not just

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talkbush although zach maybe you'll help me answer those and and then and then we'll do a little product demo

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uh at the end so please hang on for that so yeah a few more questions about

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um about that so um

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how how do you what are some tools or or techniques that you use in order to

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increase to reduce the chance of somebody ghosting you from the moment you make a

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job offer to the first day on the job what are some techniques that you you implement at the event is that to make

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sure that uh people don't flake out i mean i don't know if that's a problem

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but i've heard about this problem i don't know if it's a problem at all anymore this day and age

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it it is a problem accident i'm not sure if uh juvenile was here right um

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and some of our um ta experts also we've seen

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off day one on boarding fall out by at least 15

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20 percent um and

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again ghosting is is a key item right um i just have

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and in doing so we have used and again shameless plug we have used dog push as

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a pre-engagement or pre onboarding engagement tool right

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for us to be able to wrap around in solution for that process gap

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when i say solution that process cap once they sign the job offer they get a note

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saying that hey your onboarding requirements or your onboarding

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schedule is on this day make sure to attend this and we then deploy zoom webinars right for q a's

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just to engage them once they sign up on on top push and say that hey i'm willing to attend your

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pre-engagement onboarding session so simple q and a's introduction of the company that we're

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supporting etc and then before day one we again deploy a set of reminders right saying that hey

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we we're looking forward to meeting you on day one here's the checklist of what you need to do here's your trainer

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here's the floor where you're going to etc so all of a sudden i was imagining this sorry uh um to to get into the details

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of this operation i'm imagining this as you've got a class of 50 people starting next week

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and they've already agreed and so on and you say okay we're gonna everybody log in on friday at noon we're gonna get to

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know each other talk about the webinar um i would imagine an ideal zoom

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size would be 10 or 20 people so that people can interact a little bit um i i don't know

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tell me how close i am to reality yeah so we hold the zoom uh pre-engagement or pre-onboarding

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to fear candidates are not treated as commodity and are talking to a bot how do we make the bots more

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warm and fuzzy i think maps it's an answer for you

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sure well i mean first you you want to capture the first name

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of the candidate hello zack hi zach thank you zach et cetera that's a lot better

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um it um it's a nice little touch so having a personalized engagement with the use of tokens where

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when you capture the information from the candidates you capture their name their phone number and so on so you can personalize the answer

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uh secondly i would say uh especially on messenger facebook messenger and and

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instagram and whatsapp um you you have a bot that can do a lot more than text

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only you can add images uh gifs videos

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and you know emojis all kinds of things to make the experience seem less

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less like a boring old form and a little bit more fun and playful um and um

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you know well i think those are those are the two big things but uh of course the [Music]

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the high-touch uh part of the the hiring experience where you you're

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uh spending time with with a candidate uh that has to come in as fast as possible so

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the best way to have an engaged you know a high touch experience with candidates is to make sure that the leads that you

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pass on to the final interview to to the recruiters are already pre-qualified

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because if a recruiter is is given a list of leads with a conversion rate of lead to

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higher ratio around five percent they're going to be they're not going to be very engaging because

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you know 19 times out of 20 they're gonna have to say no to the candidates so that's very

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depressing and disengaging for the recruiter if the recruiter knows this guy is good pre-qualified is okay with

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the hours the pay rate um you know etc etc then they're gonna be on the phone or or

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meeting this candidate with the intent to hire you know uh as much as possible more than half the time uh so that'll be a

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much nicer experience for both the recruiter and the candidate they can give their top performance and and as a

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recruiter it's much more fun to offer a job than to offer a rejection so uh yeah anything you want to add on

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that deck yeah so um

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i think to your point max right so the lower the two or the the

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deeper that you get to the final the intensity of the engagement should be higher from the side of the humans right

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um as you filter out or as you go up or as you go down to the the bottom of

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the funnel that's the time that we should be spending more time with the candidates versus you know the initial stages the

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initial pre-screening stages where we're able to weed out

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you know high intent mid intent and low intended candidates so essentially what we want to do is to really

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weed out low income candidates those who just answer two or three questions from the bot

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right and maybe prioritize that as a second priority and then as you go down the funnel um

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that's where your hiring manager interviews or recruitment recruiter interviews final interviews

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the intensity upon which we can leverage on the bot right to communicate remind and at the same

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time engage the candidate should be two or three times higher than the first one

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and then as you go down the you know the money in the bag stages meaning the job

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offer stages pre-on-boarding stages we then intensify it by constant connect constantly connecting

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with the candidates via our recruiters because we don't want to lose these candidates anymore you know at this

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stage of the process and essentially before day one european boarding engagement right where

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more humans via zoom right get to um the call and ensure

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that hey we declare 9 out of 10 of these these zoom attendees will show up on day

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one yeah and and you were talking about the acceleration of the touch points like as

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as you get towards the finish line the frequency and the level of engagement is higher not all of that has

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to be done manually right you can set up sequences where if the candidate moves to this stage then send them one message

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at that point another one 12 hours later another one 10 hours later and drip feed them with information about what to

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expect on the job so that um you know their um their head

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is in the right place they don't get distracted with another job offer perhaps

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yeah uh great well um i think i think uh that's all the time we have for

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questions um i i saw a couple of questions from the audience on whether talk push can help non-bbo companies and

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whether we can help in finance and engineering positions and all that absolutely

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we we work with financial institutions in the philippines for example with the aia bpi

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film and and others we no niche hiring the more you go niche i

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guess the more you can rely on the resume the more you can rely on on specialized marketplaces so they are in

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the financial sector you can go to efinancialcareers.com and get some great resumes and i'm sure you can find a

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marketplace for architects and a marketplace for you know full stack uh software developers and the more you go

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abroad the more you'll you'll have to use automation in order to pre-screen candidates uh with automated

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pre-screening methodologies and tools like talk push so i would say we can help

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any company in the high volume environment but if you're hiring one or two jobs particular niche jobs uh once a

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month the human you know we cannot beat a human recruiter uh so and yeah anything in the low

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volume side you're probably better off you know going with a human

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first solution rather than automation first solution zach thank you so much for for sharing

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your insights and uh you know congrats on on your rapid ramp up uh and um hope

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to see you soon in in the flash i i will be flying to manila in october unless

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you know they block me for kobe or something i'll see you soon that's excited too to

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see you again thank you luis thanks for watching

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hi max how are you hi everybody happy to be here thank you for so much

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thank you seek for all your intervention your interventions i think it were of great content and thank you max as

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well we can move to our next stage of our webinar that is going to talk a little bit about talk push i prepare some

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slides here for you to see right you should be seeing my screen over here and what

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we're really happy that you're here because we want to talk about how to attract more how to automate more and

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how can we do that to alter the candidate engagement the candidate experience that is ultimately going to

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enhance our your employer brand so basically in talk push we do many things and we have

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many features but all of those are directed into three things the first one

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that i'd like to mention is that we attract we hope you attract 100 times the volume of applicants we do

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this with different strategies what right we do this by integrating with social media integrating with job boards

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we can integrate with your job events we can source and help you capture all the leads from

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your different channels into a powerful crm and a series of bots that are going to keep the engagement

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going that way you don't get your customers your applicants waiting for any process

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that way you can attract 100 times the volume of applicants afterwards the second thing that we

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specialize is automation in animation we want you to automate all the mundane all

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the repetitive tasks why because this will enable your team to focus on on

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more valuable tasks like focusing on retention or candidate experience things

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that can really top you to the next level right so when we talk about automation we're talking about the basic

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stuff that pre-screening with a couple of questions can that we can make to our candidates we are talking about

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frequently asked questions from applicants about your process that can be answered because they're typically

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the same as scheduled interviews that it usually takes a bunch of time with each candidate for an interview

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all the assessment tests that you can do english assessment or psychotechnic assessments all that

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part and contact with the customer with the applicants can be automated so we are a tool that can power your

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automation process and make you more productive and more efficient in every step of the way

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the third the third thing that we focus on is creating an amazing candidate experience and we do this because we

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talk in the communication channels the preferred communication channels of the applicant

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in emerging markets in emerging markets typically whatsapp messenger

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instagram but we have a bunch of other bots that can talk in different channels you can always type into email you can

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tap into sms an amazing the amazing thing about this is that generally most

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of our tools are customized so you can speak in the tone that you prefer as max

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was telling you you later earlier today you can talk with the gifts with emojis with the tone

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that your company wants to be represented with and that's a great part of the process because if we're going to

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new feature that we have as well inside of talk push is stock score that can help you identify fluent english

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speakers in under one minute you can forget all about the long assessment test in english that lasts 30 minutes

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there are that has lost low conversion rates and are very difficult to track on

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with talk score you can do a pre-screening question that can be answered on a voice note in whatsapp or messenger

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and then the system will assign a cipher score for that

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imagine you can find out who speaks english fluently before everybody else

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while everybody's waiting a couple of weeks or a couple of days to do an long assessment that's going to have low

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conversion rates at the beginning of the funnel you already know the candidates that you want to spend time with because

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they all have the english level that you need additional to this

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we have a with tacos you will always know your numbers why because we have a big big database of information that you

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can tap into anytime hundreds of graphics that talk about the sourcing

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about the channels about the campaigns the days that they are applying the hours that they are applying the

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countries every single point of data that you can imagine that you are collecting from your candidates you're

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going to be able to see it in our data dashboard and that will give you time to

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optimize your whole process knowing the information from where the candidate is being drawn from

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and why are we rejecting them or how quickly are we

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onboard them employers who put candidate first

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messenger so they don't even have to leave facebook they can send a little bit of audio and you'll be able to tell

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if they're fluent in english speaker or average or you know not uh not suitable

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with just one or two minutes and very high completion rates so we're excited about that and and what it can do to

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expand the talent pool thank you everybody for joining have a great wednesday great rest of the

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week and uh hope to see you again at one of our webinars we have those every other week and uh hope to see you soon

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thanks guys thank you max thanks take care bye everyone

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