The first decade of this millennium did a fantastic job helping prospects find jobs (not get the job, just find them), by creating online job boards. In fact, it severely overcorrected the problem with thousands of job boards in co-existence today. Many job boards like ZipRecruiter primarily post on other job boards. In this heavily competitive battle for job seeker visits, job boards have learned to scrape career pages and other job boards, quickly driving towards commoditization, offering the same jobs to applicants. This means that job boards need to work harder to show it’s customers (employers) that they are generating traffic, for which they came up with the (in)famous “1-click-apply”: just one click and they’ll send a prospect’s data to the employer. An attractive proposition – not really!
In 2016, AllyO ran a competition to see how many jobs can one apply to via ZipRecruiter within a minute. The top performer hit 138.
So what happens when so many applicants are applying to such a large number of jobs from many different job boards? They essentially create noise for the employer, making it difficult for recruiters and hiring teams to know who to prioritize.
An applicant tracking system (ATS) web portal offered from your HRIS vendor typically prioritizes everything – compliance, reporting, integration with HRIS, except applicant experience. And once again, HR Tech overcorrected itself within the last decade, by creating 150+ ATS to choose from, most of which now inject the 1-click-apply prospects as is. If the intent from both sides – job boards and ATS – was to just organize data and make it visible, they did fine. If the goal was to make recruiting efficient and ideally delightful, it seems rather questionable. Some clear indicators are recruiting KPIs:
If the goal was to make recruiting efficient and ideally delightful, it seems rather questionable.
This gap, between the overcorrected worlds of job boards and ATSs has been left unfilled by HR Technologies. This is where Artificial Intelligence in its ability to intelligently automate and conversationally engage prospects can play a big role. A candidate wants to hear back instantly, whether they apply on a weekday or weekend. A candidate is willing to provide basic information to a responsive system that will help optimize their job search on the go. At the end of the day, a candidate just wants a conversation – not an application. The hiring team, on the other hand, wants to schedule enough interviews with qualified candidates. But the hiring team does not usually have the bandwidth to indulge in repetitive administrative tasks of filtering through the noise of ATS or email inbox overpopulation and scheduling, rescheduling, and sending reminders for interviews. These tasks are perfect for an AI driven candidate relationship management system that offers exactly these benefits, serving as a great compromise between the cost of providing 24/7 recruiting coordination and human-like A.I. engagement!
AllyO is an AI technology company founded a simple mission – make recruiting delightful and efficient for everyone. It addresses the traditional inefficiencies of lost applicants and conversions due to poor candidate experience, high cost of recruiting due to overburdening of menial tasks on hiring teams, and lack of visibility and control for HR leadership. It utilizes deep workflow conversational AI to fully automate end to end recruiting workflow by intelligently engaging via texting over mobile and web. AllyO is used by Fortune 500 enterprises that have experienced 2-6X increase in applicant capture and conversion rate, 91% application completion rate, and over 50% reduction in cost and time to hire. AllyO is backed by leading investors such as Google, Randstad, Bain Capital Ventures and Cervin Ventures.
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