Candidate Engagement is a Decaying Asset

Candidate Engagement is a Decaying Asset

At PivotCX we understand the intrinsic value of engagement in the realm of recruiting. It’s not just a buzzword; it’s a lifeline that connects you with your future employees, your organization’s internal customers, and the driving force behind your success. Engagement is more than just a fleeting interaction; it’s the bedrock upon which lasting relationships are built.

Imagine engagement as a precious asset, one that depreciates over time if not nurtured. But fear not, for we are here to help you not only preserve but enhance that value. We believe in engaging faster, engaging longer, and, most importantly, engaging better.

Why is engagement crucial, you ask? Well, your future employees are the heartbeat of your organization, the potential workforce that will shape your future. At PivotCX, we treat them with the utmost respect, considering them not merely as candidates but as valued customers. Our technology is meticulously designed to cater to their needs, ensuring a seamless journey through your recruitment process.

Our platform doesn’t just create lists; it crafts relationships. We guide your prospects through your funnel, nurturing and managing these connections, transforming them into the future talent that will drive your organization forward. But remember, like any valuable asset, these relationships demand consistent maintenance and development.

Maintaining these relationships isn’t just about data hygiene; it’s about investing energy and effort into moving the needle of engagement. We understand that relationships without active engagement are like objects at rest. Just as in physics, it takes significant energy to set these relationships in motion. That investment of energy into relationships is what we excel at, propelling your recruiting and hiring journey forward.

Let’s face the truth: if engagement isn’t initiated, you’re back to square one. Think of it as rebuilding a cherished relationship from scratch. Consider the consequences: customer churn, sluggish sales, and your top talent walking away just when you need them the most. It’s a scenario no organization wants to face.

Your candidates today are the employees of tomorrow. The databases of engagement we help you create are the future human capital of your organization. Just like a historic building, if not properly maintained, they lose their charm and value. At Pivotcx, we ensure that your investment in these relationships is not only preserved but amplified.

So, let’s engage, not just for today, but for a future where your organization thrives, where your best talent is retained, and where every engagement translates into an opportunity for growth. Together, we will shape a future where your recruiting endeavors are not just efficient but deeply human and profoundly impactful. Welcome to the future of recruiting with PivotCX where humanengagement transforms into enduring success!

PivotCX on the Converge Coffee Podcast: RevOps Methodology in Recruiting

PivotCX on the Converge Coffee Podcast: RevOps Methodology in Recruiting

Overview

Mike Seidle joins Sean Sullivan of the Converge Coffee Podcast to go deeper into the experience of pivoting a company towards clients’ needs and finding success after COVID.

Mike explains how the company focused in on key recruiting metrics. Mike shares insights on how PivotCX uses a revenue operations (rev ops) methodology to deliver the key metrics and overall scalability for their clients. Mike’s focused yet passionate tone shows how much he loves helping the company, clients, and partners succeed. He even gives some insight on messaging platforms and the progression of sales to revenue operations over the last 20 years.

Links in this episode:

LinkedIn: @IndyMike (Mike Seidle) 

Converge Coffee podcast: Converge Coffee

Thankful for 2021: How COVID put PivotCX on the Path to Success

Thankful for 2021: How COVID put PivotCX on the Path to Success

With so much uncertainty due to the pandemic at the end of 2019 and beginning of 2020, it would have been hard to believe the year we’ve had and even harder to acknowledge that at this point, I would be thankful for 2021 and how COVID put PivotCX on the path to success.

The Beginning of the End…

 Last March, my start-up PivotCX (formerly known as WorkHere), had an awful, terrible, horrible month.

When COVID-19 hit, we lost 85% of our revenue. 

It was a business nightmare! I dreaded answering the phone. One after another, customers would call, apologize for canceling, and blame the pandemic — nothing else we could do about it.

But why? Our software was terrible. It was so bad we had started a live chat service to operate the software, so our customers didn’t have to. I thought long and hard about shutting it down. 

Things were so uncertain in April of 2020; no one knew what would happen with COVID. At the time, there were no vaccines and even fewer answers.

All but three of our best long-term accounts left us. Then, our VP of Sales and CTO both left the company.  

To make matters worse, we were close to running out of money. I had to shift gears and build new software since we didn’t have money for a development team. 

Looking back on it, I’m not surprised by the cancellations. Our product was a poorly executed “Yelp for Jobs,” and it was 100% extra during the pandemic. The company was in zombie mode; churn numbers were high, and the product delivered little value versus every other job board. 

Salvageable Pieces

Consequently, we talked to the three accounts that stayed onboard. In all cases, the customer used our live human chat service to engage job applicants right after applying. Just think, you apply on Indeed, and you get a text message a few seconds later and can immediately talk to someone about your application. The service wasn’t sexy: it was high touch, and everyone was in love with AI and chatbots.

As I talked to these three customers, three themes came out:

  • First, our service was critical to our customer’s business in the pandemic. 
  • Second, our customers were saving incredible amounts of time by having our chat teams handle everything from application to interview.
  • And last of all, EVERYONE liked having live people the candidates could talk to and ask questions. It was a huge competitive advantage for our customers and it helped them differentiate them from their competitors who deployed chatbots.

On the Path to Success

Instead of closing down, my remaining cofounder, Howard Bates, and I decided we would take the rest of 2020 to make new software and see if we could make something great happen.

To put PivotCX on a path to success, we scraped together enough to hire a junior developer. Then we decided to build our new software by working closely with our three remaining customers. They told us what they needed, and we built it. 

By January of this year, we had $5,300 in revenue.  Our expenses were nearly four and a half times revenue. We only had a few months of runway left.  Our software was almost ready. 

 So, we did what any self-respecting entrepreneurs would do: hit the launch button

What a launch it was!

By July, we had hit $50,000 in monthly revenue.

In October, we were at $80,000. 

We’re now closing in on our first $100,000 month.

2021 has been nothing short of a miracle. Every day it feels like we are zeroing in on something special. It turns out enabling a better experience from apply-to-hi, and hi-to-hired for recruiters and job seekers is game-changing. 

COVID-19 provided us an opportunity to shift our focus, and put PivotCX on the path to success, but without listening to our customers, we could not have made it.

To the customers that stayed with us, Thank You for inspiring and guiding us.

Nurture a Great Candidate Experience in Recruiting

Nurture a Great Candidate Experience in 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.

#MarketingRules

    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