Best HR and Recruiting Chatbots - June 2019
The best HR chatbots, key metrics, pitfalls, and ROI calculations
Are you looking to decrease the time your recruiting team spends sourcing and screening candidates? Then you’ll probably want to look at adding a chatbot to your talent acquisition tech stack. This is especially true if you are in a company that does high volume recruiting.
The best part about using AI in your recruiting efforts is that these tools can bring a tangible ROI, as well as more intangible benefits to both candidates and recruiters.
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In this guide you’ll find: The top HR Chatbot vendors, an ROI calculator, key metrics to track, and advice we think you need to know.
Xor’s solution boasts impressive data around driving new conversions into the ATS (>85%). Plus, they understand that chatbots aren’t just about more applicants, they’re about happier candidates. >90% of applicants who engage with Xor’s bot say it’s a good experience. Oh, and this data is based on 1 million conversations with candidates!
Xor’s customers include Heineken, IKEA, and McDonald’s. They’ve seen an average decrease of time to fill of 33%, which has very real ROI for the business units. In addition, much of the work that the majority of recruiters don’t want to do - screening, hr coordination, etc - can now be done with a bot. This means your team can spend more time with the right candidates who make it deeper in your hiring process.
Olivia has one of the most robust Recruiting Chatbots out there. Their founding team has been in HRTech basically forever and have built everything from job boards in the 90s to recruitment marketing software in the 00s, and now chatbots.
To set this up, you’re basically filling out a spreadsheet with lots of canned answers to questions. A good way to make sure the bot is comprehensive and accurate, but also a lot of time!
Ideal says you’re sitting on a gold mine with the folks already in your ATS - and we agree. Their solution will go in to see who is a good fit for your existing reqs, resurface them, screen them, and put them in front of your recruiters.
AllyO’s chatbot has had over 10 million conversations with candidates, and boasts customers like FedEx and Cheesecake factory. The company’s founders left jobs at McKinsey and Google to start this business. While doing so, they went as far as to start a staffing company to understand their customer needs, and were the first “candidates” to apply through their bot to better understand the candidate experience.
If you take a look at their product, check out the ATS re-discovery feature that allows for surfacing of previous candidates, along with their text recruiting module which is now sending 13k texts per day to candidates.
The team that pioneered the recruitment marketing software space is back with the first chatbot that is tightly integrated into a leading candidate relationship management (CRM) offering.
Please note, this solution is only for companies who’re using Smashfly and is not available as a standalone offering.
Mya has grown insanely fast with $30 mm of venture funding, and has apparently invested much of that capital into R&D as their offering boasts a 79% reduction in time to interview, a 93% applicant completion rate, and many more interesting stats.
Other vendors we considered in our research: Job Pal, Arya, Phenom People, Jobvite, Canvas, GoHire, Hire Humanely, RoboRecruiter, Wade&Wendy, Montage Talent, TextRecruit
ROI of HR Chatbots
Download Chatbot ROI Calculator
The Return On Investment (ROI) driven from HR Chatbots is fairly straightforward. These bots allow you to get more quality applicants into your funnel that otherwise would’ve bounced from your page without applying through the ATS.
So, you can see the effectiveness through the number of new hires you’ve made that came through this channel as well as the amount of time saved by utilizing a chatbot where recruiters would’ve had to be involved previously.
Fill out the form on the right to download our ROI calculator.
4 Key Metrics for HR Chatbots
Yes, we are data nerds here at Select Software Reviews. Here are the metrics we think you should be tracking for HR Chatbots, and why:
Conversion rate: What percent of career site visitors are converting into your ATS and talent communities - “We were getting 5% of traffic into the ATS prior to implementing the chatbot, and are now getting 7% which means 250 more applicants/week, 3 of which we hire on average.”
Quality of applicants: How many applicants are interview/hire worthy - “We were hiring 1% of applicants that applied through our career site, now it’s 3%.”
Chat engagement: What percent of visitors interact with your chat - “15% of career site visitors chat with our bot, which is around 200/month.”
Candidate NPS: Do candidates enjoy engaging with your chatbot - “Our candidate NPS for applicants has increased from 10% to 15%.”
Getting an HR Chatbot is a no brainer for talent acquisition teams. This concept has absolutely exploded in the marketing realm during the last few years - how many times a day do you see a chatbot pop up on your screen from a company’s site? They’re so popular because they work in driving leads down the funnel. In the world of talent attraction, it’s the same concept - get more leads down the funnel by engaging passive candidates.
Higher Quality Applicants
Candidates who are dipping their toe into your hiring funnel are much higher quality. They aren’t spamming their resume, or else they’d show up in your ATS. Most likely, they heard about your company through some means beyond a job board and are simply interested, but not ready to apply. From our research, we’ve seen these applicants are being thoughtful about their careers, which correlates highly with quality. Expect to see that hard to attract candidates come in through this channel.
HR Chatbot Pitfalls
There are two major pitfalls we’ve seen with HR Chatbots.
One is that many companies are interested but haven’t pulled the trigger (see “where to start” below - it’s super easy to get started).
The other is that some of these offerings can be setup easily, but take a long time to do it “right.” Instead of “AI” they are regurgitating the hundreds of responses you had to input into a spreadsheet when you get setup - be warned that these offerings are not that functional and can take a ton of your time to get started.
Where to Start - Your HR Chatbot Strategy
Do you have a chatbot on your site already? Get marketing to shell out the extra $50/mo to get you a seat. Have a recruiter message each career site visitor and track your results (see key metrics above) to see if this is ROI positive for you and how much to invest.
Don’t have a chatbot, or want something bespoke to your HR needs? Check out the above vendors and do a 15 min call with each to get a sense for 1) implementation, 2) ongoing time you’ll need to monitor this channel, 3) integration with your existing systems (mostly ATS), and 4) what key results you can expect.
Companies using HR and Recruiting Chatbots
In case you want to see what these tools look like from the candidate perspective, here are a few examples of companies using recruiting chatbots:
Reference Materials In This Guide
Other Reference Materials: