Product Updates March 29, 2024

Product Updates March 29, 2024

New Product Features

1. Standardized SMS Opt-in Notice for Job Feeds and Career Site

Now you can set up a standard SMS notice and it will be appended to job feeds and your PivotCX career site job pages. This makes it easy to remain TCPA compliant and personalize your message, too.

Learn more about setting up your opt-in message here 

2. UI Refresh and Improvements

We’ve done a little spring cleaning on the dashboard user interface to make Pivot easier to use and an even better experience.

  • We’ve simplified lines, boxes and font sizes to make Pivot more consistent and clean.
  • Many labels have been simplified.
  • The Notes tab in the chat window has been completely redesigned
  • The smart queue in the chat window has been updated so you can see more conversations and actions are more clear.
  • You can now mark conversations as read from the smart list.
  • Dashboard widgets have been cleaned up and are easier to read.
  • The Templates tab in the chat view has been cleaned up.
  • URLS in grids have been simplified to make them easier to read, but are still fully searchable.
  • Save buttons are always in the same place in settings.
  • Users can access feed and webhook URLs from the integrations tab under team settings

Bug Fixes and Improvements

  • We’ve fixed a bug that causing URL’s to be split in two on inbound SMS message notifications.
  • Contact filtering now delivers the correct results
  • Improvements to how Pivot handles external job feeds
  • Improvements to how Pivot handles closing conversations. User will no longer be kicked out of the conversation when it’s closed.

Simplify Your Texting Experience with Our Re-usable Templates Feature

Simplify Your Texting Experience with Our Re-usable Templates Feature

Everyone understands that the traditional Recruiting process is highly inefficient. At PivotCX, we’re fanatical about delivering solution that addresses the inefficiencies, and by doing so, we are able to transform the recruiting experience for everyone involved.. We think deeply about how to design every step to simplify the process, increase velocity, and drive productivity. Each month, we’ll showcase a core feature that exemplifies this mindset and philosophy. This month, we’re excited to showcase the Re-usable Template feature. This game-changing feature is designed to streamline the messaging experience and plays a critical role in driving efficiency. Here are the top three value propositions this feature enables:

 

  • Effortless Efficiency: With Re-usable Templates, you can say goodbye to repetitive typing. Re-usable Templates enable you to create and store frequently used phrases, responses, or information you find yourself sending often. Whether it’s a quick greeting, the answer to a common question, or a regular set of screening questions asked, the Re-usable Template feature allows you to easily insert these into the conversation with a simple click. Re-usable Templates enable you to boost your productivity by focusing on the conversation with the candidate versus spending time typing out messages.

  • Consistent Messaging: Maintain your brand consistency and professionalism in every interaction. Re-usable Templates ensure that your messaging is uniform across all of your conversations. Re-usable Templates enable you to craft responses, announcements, and screening questions that can then be utilized by all members of the Recruiting Team. Now you can be confident that every candidate receives the same clear, and polished messaging.

  • Personalization Made Easy: While efficiency and speed are key, the importance of personalization cannot be underestimated. PivotCX believes that Recruiting Teams should not have to sacrifice personalization in the pursuit of efficiency and speed. Just some of the placeholders available are name, location, calendar link, and job title. Re-usable Templates enable customers to effortlessly tailor their messaging – striking the right balance between efficiency, speed, and the personal touch.

Re-usable Templates are just one example of the features available that demonstrate our commitment to transforming the recruiting experience. Existing customers not yet taking advantage of this feature can watch this video or reach out to their PivotCX Representative to get assistance with setting this up.  Not yet a customer? – Schedule time with us to learn more. PivotCX enables you to address 100% of the hurdles that interfere with your ability to engage with 100% of your candidates.

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!

Eat Your TOFU ( Top of Funnel)

Eat Your TOFU ( Top of Funnel)

We get to look at a lot of recruiting pipelines. There’s a pretty consistent pattern:

There’s not a lot of engagement at the top of the funnel. When there is, it’s usually a chatbot that is putting candidates on hold for a few weeks until recruiters have time to work on the req.

Early pipeline engagement doesn’t happen on a schedule, and if we really want to make hires, it requires almost instant attention. Applicants just aren’t going to wait for recruiters who are stacked up with interviews, hiring manager calls, onboarding, and team meetings to call next week. In fact, this alone is a great reason to look at the SDR model:

What if someone was able to get to talent within a few minutes?

What if that person kept driving the pipeline for the recruiters? How many qualified candidates would get away?

Well, we’ve been doing this for two years. Pivot Live is a team of live humans that hook up to your inbound and outbound recruiting funnel and engage quickly. Every time. (Our human conversational recruiting specialists engage in an average of 5 minutes and four seconds after candidates apply or respond to the outreach).

The results? Well, Gartner’s SDR study wasn’t far off:

We generally increase the number of candidates who make it to an interview by 65%.

We reduce the advertising cost per candidate by an average of 50%.

Recruiting Takes a Lesson from Wartime Logistics

Recruiting Takes a Lesson from Wartime Logistics

One of the most often misunderstood aspects of fighting wars is the importance of logistics. You can’t fight for long without food, fuel, ammunition, and replacement troops. 

In warfighting, logistics are pretty much everything. General Dwight D. Eisenhower put it best, “You will not find it difficult to prove that battles, campaigns, and even wars have been won or lost primarily because of logistics.”

We save the accolades for brilliant tactics and strategy. Tactics and strategies, however, were assured success by boring, old logistics. In WW2, for example, only 3 in 10 US soldiers actually served in a combat role. The rest were truck drivers, deckhands, mechanics, radio operators, and a myriad of other support roles which might have never seen the front line. And yet their contribution decisively won the war.

Ok, so why does this matter in the talent acquisition world?

No CEO ever got accolades for incredible recruiting. Their bonuses are based on their profits which they can quickly pad to look better by cutting costs and laying people off. They have little incentive to improve recruiting processes or repurpose existing personnel rather than lay them off. Such measures might stave off shareholder pressure, but it won’t build a long-term successful business.

In business, we hand out accolades for brilliant marketing, winning sales, and shiny products. We don’t hand out the accolades for hiring the people that make all of the success happen. And yet every winning company recruits well. They know when to recruit and when not to, how to recruit, and how to keep and train up the people they have.

Now that we are in the talent shortage that all the academics predicted would happen (even without COVID), maybe it’s time to re-evaluate how to succeed. Maybe it’s time for CEOs and COOs to start looking at Talent Acquisition, Recruiting, or whatever you call hiring people as the best way to create winning business strategies. Success comes with consistency, and you won’t achieve that without a strong backbone to support the people in your company.