Creating a job screening chatbot in 5 minutes from within your ATS - JobAdder

We have a great update to RoboRecruiter that allows you to create a screening chatbot from within your current applicant tracking system and do it fast! This allows you to quickly get Robo out there working for you and as the candidates respond, they are automatically entered back into your system.

In this example we will use the applicant tracking system, JobAdder.

Creating the screening chatbot.

From your system when you are on a job you simply bring up the RoboRecruiter Chrome extension and you will see a button to Create a JobVet.

Select the type of RoboRecruiter chatbot conversation you want to have for this job and fill in some of the basic questions. This allows the chatbot to customize the user experience.

You are done!

You can immediately have a look at the conversation you have created and start sending it out to people. All from within your current system!

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Sending the chatbot to candidates.

Now that you have created your screening chatbot, you can start to share it. You can do that by:

  1. Launch the chatbot link or using it in an advertising campaign

  2. Embedding it into your website

  3. Setting up a text in number

  4. Directly in your applicant tracking system


The icing on the cake is that as the candidates respond, RoboRecruiter will be putting those qualified candidates back against the vacancies.

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Let RoboRecruiter work for you and allow you to have more valuable conversations with your candidates and bring down your total time to hire.

Get started with roborecruiter here

5 Ways that Artificial Intelligence will impact HR and Recruitment

This week, I had the pleasure of being invited by CognitionX to attend CogX 2018 - The Festival of All Things AI, Blockchain and Emerging Technologies - in London. 

While the geek in me wanted to just play with all the tech, I wanted to take advantage of being surrounded by some of the best minds in the world of AI tech and research.  There were two specific subjects that I wanted to spend some time learning about while attending:

  • Chatbots
  • The impact of AI on HR and Recruitment

But first, the AI debate…

Artificial Intelligence has become one of the popular buzzwords of recent times.  There’s been heated debates and apocalyptic warnings from tech leaders, such as Mark Zuckerberg and Elon Musk.  However, is what we are seeing now in new and startup technology solutions really artificial intelligence?  In my opinion, true artificial intelligence does not yet exist.  

True AI is defined in its simplest terms as a computer (call it software, a robot etc.) that has the ability to do things that only a human can do AND use the same level of logic and reasoning that a human would.  The last part of the definition is critical.

We can argue that robots who do what humans do already exist - they build cars, perform advanced computation etc. and they do it faster, better and are more consistent than humans.  However, they currently do this following a set of orders, not using reasoning or logic of their own making.  Even machine learning, as we know it, is telling a computer what to make of the data being compiled and how to “learn”.

Therefore, what we see nowadays as a mixture of machine learning and natural language processing is not true artificial intelligence.  Most tech commentators (even IBM themselves) refer to this as augmented intelligence, but I would rather call it algorithmic intelligence (see, still AI, but not as you know it).

Taking all of the above into consideration, these are the areas where CognitionX thinks that HR and Recruitment will see the most impact from AI (not THAT AI):

Recruitment and Talent Acquisition
There are more vendors focussed on AI in this area, than any other HR area.  Applications of AI include sourcing candidates, screening resumés, using chatbots to engage with candidates and using facial recognition within video interviewing to understand candidate emotions. This area is ripe for automation and augmentation using AI.  There are many tasks that happen within recruitment and talent acquisition that are repetitive that can be facilitated by RPA (robotic process automation).  As well, some say that the age of the CV/resumé is dead and that there should be different, more precise ways, to screen and interview candidates.  Applications such as video interviewing and gamification have shown this to be the case and to keep those candidates engaged can now be done via messaging - i.e. chatbots - like RoboRecruiter.

Employee Engagement
Due to advances in Natural Language Processing (NLP), sentiment analysis, and chatbot technology, it is now much easier for companies to analyse and receive real-time feedback from their employees to take direct action.  There is an argument that employee surveys and annual reviews have limited impact on employee engagement, do not boost productivity nor motivation and continuous listening, or continuous employee engagement is the answer to this issue.  How is it possible for the managers to remember a year’s worth of employees’ activities? Therefore, the once a year review is too late as managers cannot judge an entire year’s performance of an employee at one time.  The answer is continuous employee feedback.  This type of feedback could take up a lot of resource within line management and HR departments.  Wouldn’t it be great to implement software, such as Peakon, to help enable all your employees to reach their full potential?

HR Management
There are multiple AI products to assist HR in managing administrative tasks, such as chatbots to answer employee queries and technology that uses data to create perfect employee schedules, helping businesses predict and meet demand through effective and fair staff rotas.  In fact, any administrative process that takes up valuable staff resource and time could and should be supported by intelligent software.  Imagine the staff member in a school who spends days creating timetables or a retail manager who creates staff rotas, now using a platform such as Rotageek to handle the task for them.

L&D / Career Management
There are many applications of AI for Learning & Development, including personalised training recommendations and career pathing, individual coaching delivered by chatbots, and manager development prompted by real-time feedback from their team.  With platforms such as Sidekick enabling confidential conversations and coaching for employees through messaging platforms, or Gweek helping improve communication and presentation skills (try it, it’s awesome), managers can now be augmented to help them create fantastic opportunities for their team members to develop and grow.

Organisational Effectiveness / Performance Management
Using data-driven software, which applies AI (machine learning) and data science, to provide people analytics, organisations and managers can now make better decisions about their people and workforce as a whole.  There are now platforms that measure several data points to help organisations make the most of their investment in talent and people.  Platforms, such as Worklytics measure and analyse collaboration and productivity tools, such as email, code/development sites (such as Github), meetings, documents, project management platforms and customer data to get real-time insights and analytics on engagement, performance and collaboration.

Most (81.5%) HR professionals, surveyed by CognitionX, are experimenting with some type of AI tool for at least one use case. However, there are also several areas where AI tools are not a priority yet, or adequate solutions do not exist, for example Total Rewards and Health & Safety.

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Martyn Redstone is RoboRecruiter’s Sales Director for the UK and Europe. He is a Computer Science graduate and Member of the Institute of Recruitment Professionals. For the past 15 years, he has been working with organisations to improve their recruitment processes. Martyn lives in London with his wife and two daughters, has a keen interest in technology, artificial intelligence and its impact on business and society.

Martyn is a keen user of social media. You can connect with him on LinkedIn here, or follow him on Twitter here.

Eating Our Own Dog Food

A week ago, we decided to start looking for onsite developers to join our team here in San Francisco. We knew it wouldn’t be easy; like many small startups, we have neither dedicated recruiters nor our own candidate database to pull from. However, we decided to give it “the old college try” - at the very least, we would get a chance to see RoboRecruiter in action for ourselves and therefore “eat our own dog food.”

Exciting times! Not only were we growing as a team, but we could also utilize RoboRecruiter to facilitate automated conversations to help us to both source and vet candidates for these newly opened roles. First, we created and published the Job Descriptions on our website. As we have worked with hundreds of recruiters over time, we have developed flexible template conversations that generate high quality responses for a variety of use cases, which are preloaded into our platform. We selected one of our job vetting conversations (which we call JobVets), and with a few prompts from the system, we were ready to launch an active campaign.

The campaigns were ready. Now we had to get the word out there. We listed our roles on both AngelList and LinkedIn alongside a targeted Facebook ad campaign to create our primary source of candidates. With no candidate database, we did not originally have much to work with. However, we at RoboRecruiter like to think the web itself has become the premier candidate database. Putting this theory to the test, we were not disappointed - by using RoboRecruiter to cut through the “noise” of using the web to advertise the roles, we have received over 150+ applications for these positions.

As recruiters know, there is still much work to be done after making initial contact with applicants. Each applicant was first vetted by RoboRecruiter’s conversational application process. After logging into our platform, we could then pare down our applicant pool to the 10% that best met our search criteria. Our chat conversations asked questions around their current position, availability, location/relocation, and skillsets for these roles. Through the conversation we also gathered LinkedIn profile information and/or a copy of applicants’ latest CV/resume. Our platform returned all of this information back to us organized in the backend, and as candidates filled out their applications, RoboRecruiter emailed reports directly into our jobs inbox, so we could act and follow-up on “hot” candidates in real-time. Overall, we were happy to see how much easier the recruitment process was with RoboRecruiter.

Really when you come down to it, RoboRecruiter looks to solve a core problem in the Recruitment cycle – Time! Time that can be used to fully qualify for effective hires, time that can be used to effectively communicate and build your staffing reputation and time that can be used to onboard, welcome and train new hires.  

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All and all this process has been a huge success. We are at offer stage now with a few candidates and have choices as we work through these details of hiring new team members. What’s great here is that RoboRecruiter really did help get us to where we are today in this process and did so at speed. We have clients that tell us their average time to fill roles takes them weeks. Don’t get me wrong – we understand wholeheartedly that there is much more to hiring than speed and truly believe that RoboRecruiter and its conversational interview will help increase your quality of hire as well but in terms of immediate value, we have eaten our own dog food, and see the value that this platform has brought to our own business. We would love to show you how we can help yours as well.

Give it a try!


Posted on behalf of Thomas Jenkins

How RoboRecruiter can help solve Recruitment's GDPR problems


RoboRecruiter loves what GDPR will do for recruitment.  There, I said it, don’t hate me. I’ll tell you why…

RoboRecruiter is on a mission to make hiring more human.  So far, we have given thousands upon thousands of hours back to recruiters so that they can have more meaningful candidate and client relationships and do what they do best.  RoboRecruiter is always there to take away the heavy lifting out of the recruitment process.  That’s what we do. Simple.

So now, with less than 100 days to go, the race is on to get your GDPR house in order. Yet another piece of the heavy lifting in the recruitment process that RoboRecruiter can assist with.

First, let’s get back to basics on the GDPR and what it means for recruiters.

The General Data Protection Regulation (GDPR) is basically an overhaul of the Data Protect Act of 1997 and will come into effect in May 2018 and is simply bringing the UK up to the same standards of personal data regulations already in place in many other countries around the world. There’s still time to prepare and, as the Information Commissioner has confirmed, there will be no overnight witch hunt and this isn’t just an excuse to land massive fines on organisations.

Recruiters source, process and use data every day whether it is client or candidate.  For a recruiter, the key change within the GDPR is that they must have explicit permission or legal/contractual rights to process data belonging to someone and they have to protect that data also. That’s it.

(Well there’s a bit more to it, but this is the heavy lifting part I mentioned earlier and there are a plethora of GDPR experts out there that can assist in the overall compliance piece.)

In simple terms, as of 25th May 2018, candidates and clients must now give explicit consent for their personal data to be processed and used. This means that they are entitled to know exactly how their information will be used.

How are recruiters responding to, planning and preparing for the GDPR?

Some are burying their heads in the sand, saying “it’s not the big a deal’. Others are waiting for May 2018 to see what the impact is.  Responsible, competitive recruiters are trying to work out how to get consent from thousands of candidates currently in their database.  Most recruiters and most technology providers are turning to email as the solution.  Email, however, has a downside - response rates and times.

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Utilising the RoboRecruiter platform, recruiters can take the first steps towards creating a compliant database of contacts.

RoboRecruiter response rates, when compared to other forms of GDPR offerings, provide a significantly higher engagement level, at speed, decreasing the total cost to re-engage.

RoboRecruiter supports recruiters by:

  • Gaining specific consent from contacts at the start of a conversation

  • Providing time/date stamped verification of consent

  • Auditable evidence trail of consent against who, when, how and what candidates were told

Additional Benefits Include:

  • Updating your contacts current Profile and Status

  • Understanding active and available Contacts to fill open positions

  • Building trust and credibility in your brand using a tool that references personal interactions through messaging

  • Understanding your compliant data at speed

Using RoboRecruiter as a tool within your recruitment tech stack means that you have the ability to ask for and track explicit consent and continue engagement post-consent.

The GDPR means that the candidate database needs to migrate from its current format - a store of CVs and profiles and into an active, intelligent database of compliant and engaged contacts.  RoboRecruiter can support this evolution.  Get in touch today to find out how.

Give RoboRecruiter a try and schedule your free demo by clicking the links below, or text ROBO to +447480540060‬ or ‭+1 (628) 300-0506

Does Your Data Need Cleansing? RoboRecruiter Can Help.


Recruiters, do you have candidates that you haven’t spoken to in a while? Are you fully confident that their information is up to date, and they haven’t moved locations or changed phone numbers, emails, or companies?

According to Bullhorn’s 2018 Staffing and Recruiting Trends Report, 40% of staffing firms admit to making less than 25% of placements from candidates found in their ATS. Our research also indicates that up to 30% of recruitment data is either invalid or outdated.

Which begs the question: What if you could have enough confidence in your data to reach out at any given time, and get the most value out of the existing contacts in your ATS?

With RoboRecruiter, this dream is now a reality.

Our solution begins with refreshing your existing candidate database by reaching out via email and SMS to collect updated contact information as well as PALS (Price, Position, Availability, Location, Skillset).

Case Study: In a recent campaign, a staffing firm had a list of 1,600 people to contact for updated PALS. Of that list, we discovered that 48% had invalid contact information or were no longer interested in further communication. This information was incredibly valuable to the client, saving them the time it would have taken multiple recruiters to discover this through individual communication.

The Next Step: Keeping Candidates Engaged

Jobscience lists AI as an increasingly vital way to increase candidate engagement, and we couldn’t agree more.

Once a database has been cleansed, we keep candidates engaged through automated interaction. If a candidate states that they’re not currently available, but will be in three months, RoboRecruiter will automatically reach back out in that timeframe to follow up with them. Robo will remember all of the previously entered information and confirm that it is accurate, or update it on the spot.

Increasing candidate engagement will result in more accurate data and, as a result, more timely placements with an efficient use of your ATS.

But don’t just take my word for it. Here are some results we typically see:

  • Across all of our products, our overall response rates range between 20-30%

  • SMS campaigns receive the highest response rates of up to 68%!

  • We receive 70% of responses within the first hour of the campaign. You can send out a campaign before leaving work for the day, and come back in the morning to a completely refreshed set of candidates

Let RoboRecruiter do the heavy lifting, and save your recruiters the time and energy to focus on building and maintaining relationships with candidates and employers.

Give RoboRecruiter a try and schedule your free demo by clicking the links below, or text ROBO to 1 (628) 300-0506.


How Inbound SMS Can Change The Way You Recruit


Many businesses employ inbound phone numbers - numbers where the end user initiates a phone call - as a critical two way communication tool. Common inbound business phone numbers include appointment scheduling phone lines and help desks for troubleshooting. Inbound call numbers numbers are essential for many business uses, but have drawbacks as well.

Most inbound call systems route users to the proper call representative based on chosen inputs (e.g. press 1 to place a new order), but many calls still end with person-to-person conversations that tie up the end user for the phone call’s duration. Even worse is hearing the dreaded phrase “Please hold while you are connected to the next available agent.” Waiting on hold is a near-universal frustrating experience - a man in 2012 even reportedly spent fifteen hours on hold with an airline! This case is an obvious outlier, but provides an example of inefficiency in inbound-calling solutions. Inbound lines also rely on a number of agents ready to handle calls, which increases overhead costs, and the lines’ full use are limited to only the hours when agents are available.

Fortunately, simple alternatives exist. A great application of an inbound number is utilizing an inbound SMS number. Automated inbound SMS lines neither require agents nor uninterrupted time from an end user. Users can carry out a text-based conversation with an SMS number at their leisure to find the information they are looking for, without fully interrupting their current tasks. These conversations can be fully automated to eliminate wait times and streamline the experience.

RoboRecruiter offers this inbound SMS number functionality to enhance the recruiting process. Interested candidates can interact with an automated number via SMS to find more information about available jobs or can be routed to appropriate profile-creating chatbot conversations. For example, if a user works in the healthcare industry, the SMS chat may start a bot conversation that inquires about active medical licenses. Each conversation even sends automatic reports to a chosen recruiter, so the right recruiter instantly can follow up with the right candidate.

Consider automated SMS numbers as a way to streamline your recruitment process, decrease costs, and attract a wider pool of talent.

Want to give RoboRecruiter a try? Text ROBO to 1 (628) 300-0506.

How to communicate with candidates, and schedule recruitment interviews en masse using Calendly


Recruiters, do you spend a big chunk of your working week scheduling interviews?

Well, you’re not alone.  In fact, you’re in a majority.  54% of Recruiters actually want interview scheduling to become automated (Jobvite survey).  Our research also indicates that on average, scheduling an interview takes roughly 15 emails exchanges between the Recruiter and the Candidate.

Here’s another stat you can probably identify with: The average number of days it takes to place a candidate is 42 (Society For Human Resource Management report)!

The question is, how can you engage effectively with a wide candidate pool; and get time in the diary with the right-fit candidates without having to do a long back and forth?

Well, now there’s a solution – interview-scheduling functionality within our chatbot conversations, using an application such as Calendly.  When we integrate Calendly functionality into our experience, we can launch your pre-vetting conversations, hand the results back to you, and then launch a follow-up conversation that incorporates Calendly interview-scheduling to those candidates who you choose.

Taking this further, we can keep this all in one conversation by building logic into it so that good-fit candidates can be offered the chance to instantly book time with you or one of your colleagues involved in the interview process.

Now that 42 days-to-placement stat is starting to feel unnecessarily long, hey?

We love this because we’re all about helping you as a Recruiter with the heavy-lifting parts of your job, so that you can maximise the time you can spend on the exciting parts: understanding your candidates, building your relationships, and shaping the future of the company that you’re representing.

To give it a try, simply engage with RoboRecruiter by clicking on either of these links:

RoboRecruiter Increases Candidate Engagement within Bullhorn

Are you running Bullhorn and want to interact with your candidates using RoboRecruiter’s chatbot? With our new Chrome extension it is now only a couple of clicks away. You do not need to have any special Bullhorn integration access to get started. If you run Bullhorn with Google Chrome browser you are up and running in time to hit your months sales numbers out of the park!

To setup a free trial and demo of RoboRecruiter and Bullhorn sign up here  

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Why interact with Candidates using Chatbots?

Chatbots allow you to engage candidates at scale and get results back even faster. When you trigger a chatbot campaign over SMS you will generally see the majority results coming back within the first 10 minutes. For a recruiter, this allows you to fill that role fast! The RoboRecruiter chatbot will also engage and keep candidates active by checking back in with them in real time.

Our Chrome widget is in the early stages of development and connects up to many more ATS systems. If you are using an ATS and want to use RoboRecruiter, contact us and we can set it up.

2 Things Every Millennial Needs To Know About The Future Of Recruiting

A question was posted on Quora asking If everyone is now on Linkedin, what is the next generation channel for social media recruiting? This is an interesting topic for us and made me think more about how the resume/cv is going to be changing. It prompted a response: 2 Things Every Millennial Needs To Know About The Future Of Recruiting, that I also wanted to share below:


The next generation of recruiting is already forming. For those of us who are in that space, it’s pretty easy to see the path recruiting is going down. The way individuals search for and apply to jobs has already changed so much in the past decade. In the same way, the recruiter's ability to connect people with jobs is shifting significantly.

Like most industries, recruiting is completely disrupted by the growth of technology. For better and for worse. Which is why it’s so important that millennials spot the trends and changes while it’s still happening. I’m in the business of using AI to connect people to their career, and these are two most pressing items you need to know about the future of recruiting.

1. Your resume/cv will be based on way more than just work experience.

We are moving towards a society in where your resume is more than just a piece of paper. Soon, your resume will be an assortment of your digital profiles. Your resume will be built for you based on the information available for you across social media, alumni and company websites, external groups or websites you contribute too.

Who needs references when the entire course of your career is visible online.This digital version of yourself will be the basis of who you are and what you can do in terms of your career. Your resume will be a more active/intelligent profile, that progresses as you do.

2. AI will support your profile.

AI is going to completely change the way in which you interact with building your career. It will be there to develop your online profiles as you excel in your career. It helps you (and your recruiter) identify areas that you may want to learn more about, job opportunities, education opportunities.

It will completely change the world of freelancing. When you, as a freelancer, are becoming available AI will facilitate in letting employers know that you are ready for new projects.

Currently, when I am looking to hire engineering freelancers I look across three areas; Their availability, Any code they have authored that I can look at (e.g. Github); How many times that have been hired in the past by the same company. In the future, AI will be able to answer all of this for me.