by Mike Seidle | Nov 17, 2021 | Blog, Podcast, recruiting
With AI becoming more commonplace in our working lives, we’ve seen an increase in the ease and speed with which we can roll out tools like chatbots.
Where does this leave human-to-human conversation in the recruitment process?
Do job seekers prefer talking to a bot over a human?
As Mike explains, it becomes clear pretty quickly that chatbots still have their limitations.
In contrast, chat agents, or candidate advocates, can handle 300 – 400 conversations in a day. They are easy to train and adapt quickly to changes in script and the environment.
For this reason, we see a space to nurture the human to human connection in recruiting. In turn, they hand off highly qualified candidates to recruiters.
Join James Whitelock to discuss this is Mike Seidle, co-founder of WorkHere, now known as PivotCX.
Mike talks us through the value of a live conversation with a human instead of a bot and how you can manage this at scale.
Want to learn more about how Pivot CX helps companies make quicker hires? Request a demo.
Links in this episode:
LinkedIn: @IndyMike (Mike Seidle)
Apple podcast: The Marketing Rules
Image background by Dominika Roseclay
by Mike Seidle | Nov 12, 2021 | Blog, Podcast, recruiting
Mike Seidle joins the Recruitment ThoughtCloud podcast, hosted by Jamie Dillon, to talk about how he changed tracks from creating an AI company to a SaaS one. Among other issues, we discuss the growing emergence of chatbots in recruiting and the power of SMS for improving the candidate experience and advertising spend.
Most employers are losing 50% or more of their ad spend by simply not responding quick enough to job applicants. PivotCX uses human-powered SMS chat to make sure every applicant receives a response and quick screening. While AI has its place in automated messages, Mike has found with PivotCX that chat teams are actually more accurate and less costly to sustain than a chat bot.
by Mike Seidle | Oct 14, 2021 | Blog, Podcast
In this episode of Oven-Ready HR, Christ Taylor turns to Mike Seidle, a former graduate of the US Naval Nuclear Power School who’s used his technology and engineering background to create a solution that promises to reduce the hiring time from weeks to days. After all, nuclear power is used to make submarines and aircraft carriers go faster, why not the hiring process?
Media reports of staff shortages in key sectors such as hospitality are hampering the efforts and viability of businesses keen to reopen after the lockdowns. The competition for staff is currently fierce and as the saying goes ‘you snooze, you lose.
Mike Seidle, the co-founder, and CTO of PivotCX explains how organizations can use technology to beat their competitors in the race for talent; improve the overall candidate experience for both successful and unsuccessful candidates; increase diversity and inclusivity; build a positive employer brand.
Mike considers the hiring process for most candidates to be “Dystopian”. Organizations have made investments in order to hire hopefully faster and cheaper but the candidate experience is still light-years behind. A fascinating exploration of the hiring process particularly in terms of how technology can genuinely improve the candidate experience.
Featured Image background by Dominika Roseclay