VBZ's careers website was completely redesigned and streamlined, his team began publishing videos that showed the day-to-day life of VBZ employees, they even held career fairs on the VBZ trams. Now that candidates were getting a better understanding of what was expected from the job, they still couldn't always get an instant answer. At this point Florian set out looking for communication solutions, the idea of using a chatbot came up. To be honest, I had not been a big chatbot fan before because I hadn't seen one that worked before or I was satisfied with. When the idea of implementing a chatbot at VBZ kept coming up, that's when I turned to jobpal, who I saw doing exciting things with Deutsche Telekom. Taking a critical look at how a chatbot fell into Florian's contextual candidate experience philosophy, he began to see how the technology could work. Implementing a chatbot meant that candidates could get instant access to educational information whenever they wanted. A chatbot also provided an additional communication channel to engage with customers and tap into a new potential employee base.
All while offloading the task of answering repetitive questions from candidates and giving more time back to recruiters. As conversational AI and machine learning is still a new technology, jobpal held a workshop with Florian, the recruitment and marketing teams at VBZ HQ. For two days, they looked at the entire candidate journey and put together a roadmap. The goal was to ensure the chatbot would not just improve the candidate experience, but also impact hiring results. Once the roadmap was laid out, jobpal started implementing the chatbot onto the VBZ careers website. Now that their candidate journey had undergone a massive transformation, what results were they seeing? Interestingly, the team saw fewer applications but more quality hires. This shows the importance of quality over quantity when it comes to recruiting for VBZ. By providing role transparency and an instant communication channel with a chatbot, candidates can decide whether or not an open position is for them within minutes instead of further along the pipeline.
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Over the years, IMPACT Hiring Solutions has distinguished itself from other recruiting firms by providing companies with hiring, best-practices-training, workshops and webinars for hiring managers seeking top talent and candidates seeking to dramatically reduce their time in transition. Recruiters are in the unique position of being intimately involved in every aspect of the hiring process, more so than even career coaches and human resources professionals. Granted, both of these professionals deal with the hiring process, however, neither is exclusively nor as deeply engaged in the hiring process as retained executive recruiters. Executive recruiters have a behind-the-scenes view from both the candidate's and hiring manager's perspective. To be a successful recruiter, one must be able to manage both the candidate's wants and those of the hiring manager's. After bringing these two individuals together it is only the recruiter who gets a detailed understanding of what it will take to bring this deal together.
Storytelling is the key. In our job postings, but also on our website in general, that is a storytelling hub and centerpiece of our activities. " When Florian Schrodt was given the goal of improving hiring, he set his focus on applying a Contextual Candidates Experience to the VBZ candidate journey. He set out a plan and evaluated what needed to be done to generate better hiring results. Barriers in his way consisted of a strict application process, due to the cognitive and behavioural aspects of tram and bus pilot required for those positions. In addition to a strict time frame to attract and hire new recruits. "Our application process is still a bottleneck where we try to improve our conversion. Because of our complex job landscape we still have a lot of media breaks. " Looking at the entire candidate journey Florian made a list of which candidate touchpoints needed optimization. Looking at the definition of a contextual candidate experience, he knew more transparency was required on the role expectations and an instant communication experience.
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Additionally, Florian was able to tap into a whole new set of talent insights thanks to the chatbot on their careers website. Thanks to the FAQ automation feature, this is when the chatbot asks and answers questions from candidates, he could get an authentic insight into what candidates cared about, what their desires were and who they were. It's amazing how good you get to know the target groups because of their input and the possibilities to improve the answers in real-time. Especially through the Corona crisis it was a great plus. That's contextual candidate experience at its best. Overall, contextual candidate experience can have a huge impact on who you hire, how you hire and the quality of hires. Another point that Florian's story validates is how a contextual candidate experience strategy that includes a chatbot can improve your talent communication strategy. Florian is continuing to bring new ideas into VBZ's candidate journey, which includes expanding the responsibilities of the chatbot that will save even more time for the recruiters and implement new features that will help candidates apply faster.
In the case of IMPACT Hiring Solutions, this scenario has happened thousands of times in the last 25 years. The partners of IMPACT Hiring Solutions, Barry Deutsch and Brad Remillard, have taken their years of experience and made this insider knowledge available to clients and candidates. Our books, workshops, writings, webinars, CDs, DVDs, and other products are all designed to educate both parties in the hiring process. No other executive search firm has ever revealed as much about the issues companies and candidates face during the hiring process.