The Top 11 Best Recruiting and HR Chatbots 2023

One customer in IT services reduced time to hire by 50 percent, and improved the quality of candidate applications by a factor of three. Using AI-powered algorithms, the technology automates previously time-intensive screening conversations between recruiters and candidates to significantly speed up hiring. Unlike last generation tools, personal data is anonymized to prevent bias, and candidates automatically receive updates throughout the process – whether they advance to the next screening step or not. Whether it’s feedback on the application process or candidate experience, these instant insights create scope for recruiters to make timely adjustments and improvements. Whether it’s answering questions about job requirements, company culture, or the application process, they provide instant personalized responses, keeping candidates engaged and informed. Plus, when it comes to the hiring process, a lot of candidates find the actual experience falls short of their expectations.

Our list of integration partners is, if you’ll allow us to brag, exceptional. For example, long questions may be more appropriate to answer over email. As we have seen in successful conversational UI, chatbots could provide multi choice answers to facilitate user input. 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?

Talent acquisition glossary

The Conditional Logic function allows you to hyper-personalize the application process in real-time. Simply put, when a field exists or equals something specific, you can contextualize the application experience based on the candidate’s answers. The differences between the candidates’ distinctive speaking style make it difficult for chatbots to give accurate results. Chatbots are expected to have reliable language perception skills to better understand applicants and treat everyone equally. The video interview format can feel impersonal, and candidates may miss in-person interaction.

If you want a chatbot that can provide a more personal experience, an AI-powered chatbot may be a better choice. XOR also offers integrations with a number of popular applicant tracking systems, making it easy for recruiters to manage their recruiting workflow within one platform. XOR’s AI and NLP technology allows it to engage with candidates in a way that feels natural and human-like, making the process more efficient and effective. Many times, these pitches come across as either too vague or too complex. It could also provide real-time feedback on the status of their application, letting candidates know when their application has been received when they’re being considered for the job, and when a decision has been made. Employer branding and positive image have never been more important as quality experiences are becoming valued above all else—by customers and employees.

Chatbot for Hiring Contract Resources

With near full-employment hiring managers need to make it easy for candidates to apply for positions. Typical in-store recruiting messaging sends candidates to the corporate career site to apply, where we know 90% of visitors leave without applying. With a Text Messaging based chatbot, candidates can start the recruiting process while onsite, by texting the company’s chatbot. Candidates can enter their contact info, their desired location, answer pre-screening questions, and even schedule onsite interviews. In a recent survey, it was found that 58% of the candidates prefer communicating with AI technology and recruitment bots, basically voice chatbots. And 66% rely on chatbots to schedule interviews and the necessary preparations.

Here, often the first touchpoints for applicants are standardized online forms (online applications) which provide personal and job-specific information (Woods et al. 2020). Especially the importance of website’s aesthetic features, navigability, and interactivity in terms of two-way communication are emphasized (Chapman and Gödöllei 2017; Holm and Haahr 2019). Overall, the introduction and exploration of new technologies has been rapid despite the unsolved issues in the previous generations of e-recruitment technology. The first electronic forms of recruitment included company websites, social networking sites, and job boards (Chapman and Gödöllei 2017). More recently, specific e-recruitment software (e.g., applicant tracking systems) have emerged for finding, attracting, and communicating with the applicants (Chapman and Gödöllei 2017; Holm and Haahr 2019).

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