Brazen

Joe Matar, our director of marketing, interviewed Ben for Episode 3 of Talent Acquisition Talks, Brazen’s video series for recruiting and talent acquisition professionals. Ben and Joe sat down over BBQ (at Smoking Kow BBQ, a Team Brazen favorite) to delve into Ben’s insights on talent acquisition trends, the role of artificial intelligence in TA, and why personalization can transform the candidate experience. Ben explains how employers like Carnegie Mellon found themselves competing for talent outside of their traditional industry when Uber lured away some of the research university’s technical talent for its self-driving car project. Ben’s research revealed that a high proportion of recruiting chatbot interactions happen at times when human recruiters aren’t on shift (after business hours, weekends, holidays), illustrating how employers can use chatbots to maintain visibility and availability around the clock.

In today’s post, we’ll explain more about the value of candidate personas, how to determine your candidates’ personas, and how personas can inform your conversational recruiting strategy. Similar to buyer personas, and to employer brand archetypes, a candidate persona is a collection of dominant personality traits, tendencies, and behaviors commonly found amongst all your candidates or subgroups of your candidates. Focusing on quality conversations with candidates can address all three of these factors, and candidate personas help determine what constitutes a quality conversation. Once you identify a candidate persona, you want to keep it in mind in every interaction and let the persona inform how you write job ads and social media posts, the information your chatbot can help candidates find, and every conversation between recruiter and candidate, across all channels.

With the increasing demand for the human touch in the recruiting process, recruiters who use AI recruiting tools to support their relationships with candidates will remain vital to talent acquisition. Experts typically agree that tasks that will be easy to automate with AI are predictable tasks, data processing, and data collection. Other types of tasks will be more challenging to automate are tasks, such as managing others, handling unpredictable work, or any tasks that require a high level of soft skills. We love AI recruiting tools because they can take over menial tasks from recruiters, freeing up valuable time to invest in better conversations with candidates, while improving candidate experience and your employer brand all at the same time.

Aside from what happens on Twitter, people don’t generally go through their days looking for people they don’t like. Aside from what happens on Twitter, people don’t generally go through their days looking for people they don’t like. Recruiting technologies like a recruiting chatbot can help make a good first impression, but human recruiters need to take over and take it up a notch to ensure a good candidate experience and strengthen the employer brand. Listening more and leaving room in the conversation for responses are one part of improving the recruiting experience, and there are other ways to improve your active listening skills that can help recruiters build better relationships with candidates.