Does Your Data Need Cleansing? RoboRecruiter Can Help.

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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 Our research also indicates that up to 30% of recruitment data is either invalid or outdated.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

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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

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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:

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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.

24 Hours to clean your candidate data

What is your New Year's resolution? 

Go to the gym? Eat healthily? Quit smoking, alcohol or chocolate? Give money to charity?

All worthy objectives for 2018.  How about your professional resolutions?

Get a promotion? Find a new job? Take a new course or learn a new skill?

Again, really great resolutions and objectives to have for 2018.

How about GDPR? Have you made a resolution to re-engage with your candidate database before May? Recruitment marketers, have you made a resolution to finally clean up that old candidate data?

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I know that content is now thought of as 'the king' when it comes to marketing, but surely data is the one and only true ruler.  This is never more evident when one starts talking to recruiters and marketers about their candidate database and they beam with pride - "we have 117,000 Java candidates", "I've got a database of 16,500 SEO experts" etc.  You don't get the same joyous response when asking what their blog readership is like, or how many likes their latest Facebook post got.

However, that pride slowly erodes away once you start asking questions about the validity of their candidate database like:

  • How fresh is the data?
  • When did you last engage with those candidates?
  • How many duplicate entries are there?

The fact of the matter is that most recruiters and marketers are grossly misinformed in regards to the validity of their candidate database.

Bad data kills marketing effectiveness, period.  Bad data kills recruitment resourcing capabilities, period.  The catch here is that most attempts to gather good data or clean up old data also kill effectiveness.

So what is the answer? How can candidate data be kept clean, fresh, while keeping candidates engaged with your brand (and not disengaging them by sending a 30-question form to fill in to update their profile data)?

Have you considered a chatbot? 

RoboRecruiter's chatbot, Robo, was designed by recruiters for recruiters.  Automating the integrity of candidate data is a key and central feature of the platform.

RoboRecruiter's PALS (Price, Availability, Location and Skills) conversation carries out two main tasks for a recruiter: 

  1. Verifies contact information and the validity of email inboxes using an integrated verification algorithm to verify emails as "safe to send"
  2. Once validated, candidates are sent an email and SMS link to the PALS conversation, which updates their critical contact information.

Pretty amazing, right? Well, what's even more amazing is that our analysis shows that almost 100% of responses are received in the first 24 hours after launching a new conversation.  24 hours!

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Imagine that.  Updated profiles and an auditable cleansed database in 24 hours.  Plus an automated process to keep that database clean and your active and available candidates engaged.

Using a chatbot, your data cleansing and GDPR New Year's resolutions can now seem a bit easier to stick to (well compared to giving up chocolate).

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Martyn Redstone is RoboRecruiter's Sales Director for the UK and Europe.  He is a 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 current affairs, enjoys travelling the world and watching the latest films at the cinema.

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

Announcement: RoboRecruiter Onboards Steve Lewis As Non-Executive Director

SAN FRANCISCO, CA - January 10th, 2018 - RoboRecruiter, the leading chat platform that takes the heavy lifting out of recruitment, announced today that Steve Lewis has been named their new Non-Executive Director. Mr. Lewis is the newest Non-Executive Director and joins as Director, Global Strategic Accounts - Search, Staffing & RPO EMEA at LinkedIn.

“We couldn’t be more thrilled to have Steve joining the ranks of RoboRecruiter. He clearly encompasses our mission, and has impressive experience in the staffing world that will aid us in our mission to enable efficient hiring processes globally,” said Chris Collins, CEO of RoboRecruiter.

Steve has a passion for Social Media and enjoys working with fast-paced disruptive technologies that can positively change the way the world does business and finds opportunity. As such, Steve sits on the Board of several Tech Startups as Non-Executive Director. Remarkably, Steve was appointed to the UK Board of Women at LinkedIn (Employee Resource Group) as its first Male Ally.  

With RoboRecruiter’s intention of making recruiting more human, Steve’s insight will be invaluable in moving the company forward.  

About RoboRecuruiter

RoboRecruiter was built for people who hire professionally by a team of successful staffing professionals who have achieved recruitment success and also built one of the largest chatbot platforms with proven conversational technologies across hundreds of clients.

Happy New Year!

Happy new year from your friends at RoboRecruiter! 2017 was a big year for us at Robo, and we’re even more excited what's to come.

Over the course of this past year we’ve developed our core product immensely, from our minimum viable product and extending all the way through a full production release. Throughout the year our product interacted autonomously with thousands of candidates, and worked around the clock to drive placements and save recruiters countless hours. We are constantly working to improve the platform, and have a bevy of exciting enhancements coming up this year.

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This year took us to a few big HR and recruiting conferences - namely HR Tech World in Amsterdam, and The Forum for In-House Recruiters in London. At these conferences we saw the latest and greatest of the HR recruiting space, shared our own excitement about Robo, and made some new friends. We’re hoping to keep things moving and shaking as we continue to look for opportunities to learn and share.

Last, but not least, we had quite the milestone this year in naming Chris Collins our CEO! We’re excited to have Chris lead the team and for his direction and vision in the coming year ahead.

2018 will bring a continued focus on our mission here at RoboRecruiter - Making Hiring More Human. In world where the lines between human and technology become increasingly blurred, we aim to bring the best of both to the market through our platform, and enable both recruiters and candidates to get the most value out of the power of conversation. 

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Nick Treser is a Customer Success Manager at RoboRecruiter. He comes from a digital consulting background and likes focusing on the human aspects of technology. Nick grew up in the steel city of Pittburgh, PA, and now calls foggy San Francisco his home. He enjoys seeing live music with friends and digital photography.

Introducing A Revolutionary Method To Master Graduate Recruitment using Chatbots

A graduate recruitment campaign will attract degree-level qualified individuals into your organisation. Typically campaigns may run all year round, or they may run just once a year according to the academic year. It is normal for employers to receive and process applications from final year students prior to their graduation, and offer employment beginning once the student receives confirmation of their qualification.

A typical graduate recruitment scheme calendar is shown in the following image:

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Developing a recruitment strategy that includes managing the campaign and application process is crucial to the success of the scheme because:

  • Organisations must recruit graduates who match their business needs and will contribute to the business at an early stage

  • With the number of graduates entering the entry-level job market increasing each year, there is greater competition for high calibre individuals - in essence, a talent war

  • With growing numbers of graduates from a broad range of disciplines going into more diverse careers paths, it can be easy to miss talented individuals by using outdated and inflexible recruitment methods

In High Fliers' latest report on the UK Graduate Recruitment Market, there were some interesting statistics on the current state of the market.  In this report, 100 of the country’s leading graduate employers were surveyed across many different areas.  

  • 9% increase in the number of applications on average compared to the previous year (with 49% reporting an increase)

  • Recruiters at more than half the UK’s leading employers have had similar resources to attract and recruit universities during the 2016-2017 recruitment season, compared with last year

  • More than a quarter warned that they had insufficient resources in their graduate recruitment teams

  • Graduates turning down or reneging on job offers that they had previously accepted
    meant that over 800 graduate positions were left unfilled last year, reducing the
    graduate intake at over a quarter of the UK’s leading employers

As any recruiter of graduates knows, this marketplace is a constantly moving target. Using the right medium, the right message, and at the right time has become a fine art.

The amount of time spent looking for work has unfortunately been squeezed out of many students' and graduates' timetables, with many wanting to engage through an easy, efficient and welcoming process.

How can a graduate recruiter provide the experience levels that are demanded, all while being able to cope with a larger number of applications and limited people resources?

Enter the chatbot…

Based on the above typical graduate scheme calendar, for two-thirds of the year graduate recruiters are processing and dealing with applications. One month is dedicated to screening and filtering those applications.  That’s one month to screen and filter 8 months of applications!!  No wonder more than a quarter of the top 100 graduate employers said that they had insufficient resources in their teams.  That’s a big ask for any recruitment team.

Now imagine life as a graduate recruiter, with the help of a chatbot.  RoboRecruiter improves recruitment efficiency by handling the more repetitive and time-consuming activities like gathering initial data and pre-qualifying candidates.  RoboRecruiter allows a recruiter to spend more time having worthwhile human-to-human interactions and being a more strategic partner to the wider business.  A successful graduate recruiter should be given the time to speak with the most appropriate candidates, as an evangelist for their organisation.  There should be no reason to miss talented graduates who are the perfect fit for your organisation, just because you receive a large number of applications.

For graduate recruiters, now is the time to start revisiting your recruitment processes.  This years’ graduates will be part of ‘Generation Z’, a cohort that represents 25% of the U.S. population, born between 1995 and 2014). Gen Z is even larger than the Millennial generation and more diverse.

Gen Z is the first generation made up entirely of digital natives. These graduates have “chatted” with virtual math tutors on their school Chromebooks since 4th grade; smartphones and Wi-Fi are just normal life. For them, technology isn’t just for having friends – it’s how they interact with the world and get things done. They expect potential employers to have modern technology in the workplace, and that starts with a tech-enabled hiring process. Use recruitment technologies like chatbots to make hiring interactions a fast, simple and engaging experience.

Although Gen Z’s digital intuition can make employer branding and messaging easier, there are a couple of caveats to keep in mind. First of all, their average attention span is only eight seconds, even shorter than the 12 seconds attributed to millennials. They’re also far more visual in nature, having grown up in a post-newspaper, Netflix-ready world.

In other words, recruiters should avoid trying to reach Generation Z with lengthy job descriptions and application forms, while chatbots with concise and engaging conversations are more likely to get the message across and capture the information recruiters need.

The key to mastering the graduate recruitment process for Gen Z is to implement a chatbot strategy that:

  • Makes the application and pre-qualification process more efficient

  • Provides recruiters with more time to have meaningful human-to-human interactions

  • Engages with Gen Z in the way that they expect

  • Reduces the possibility of unfilled places

Are you recruiting or planning on recruiting for a graduate scheme? Get in touch with RoboRecruiter to find out how our chatbot solution can support you and your organisation.  Have a chat with Robo on our homepage now, or email us at info@roborecruiter.ai.

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Martyn Redstone is RoboRecruiter's Sales Director for the UK and Europe.  He is a 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 current affairs, enjoys travelling the world and watching the latest films at the cinema.

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

4 Reasons why you need a chatbot in your volume recruitment process

Many organisations depend on volume recruitment.  This could be for an annual intake of staff (such as a graduate scheme), expansion or for seasonal requirements.  At this time of the year, many organisations increase their workforce to take into account the demands on their business that the festive period can create.  In fact, the top four industries that hire more people in readiness for the seasonal period are retail, hospitality, tourism and media.

However, volume recruitment and seasonal hiring create many challenges to the recruitment process that many organisations experience year on year, time and time again.

How can a chatbot help conquer those challenges?

Challenge #1: Managing a large number of applications

According to Career Arc, 65% of candidates never, or rarely, hear back from a company after an application.  Conversely, those same candidates are 3.5 times less likely to re-apply to that same company and 72% will also share that negative experience online or with somebody directly.  Over time, this will erode and weaken your employer brand. If prospective employees hear from their friends and colleagues that your hiring process is generally unresponsive, some of the best candidates may simply not apply.

In the world of recruitment, it is a challenge for employers to communicate well with all their candidates.  Especially for high volume recruiting, where this would require communicating with thousands of candidates, in addition to a recruiter’s normal screening functions and other duties.

Using a recruitment chatbot can take away the strain of managing and communicating with a large number of applicants.

Each and every applicant will have an immediate engagement with your organisation, via chatbot.  In real time, a recruitment chatbot can:

  • collect information from candidates such as their contact information
  • ask screening questions about candidates’ salary expectations, availability, location and skills/experience

What's more is that this can be done with thousands of candidates all at the same time.  Instantly taking the heavy lifting out of the top funnel of volume recruitment and improving the candidate's experience with your brand.

Challenge #2: Managing a talent pool of previous temporary workers

Do you have the same temporary staff that work for you every festive season?  How about the same students that work for you every summer when home from university?

Being able to activate and mobilise a large number of candidates from your database takes time and moves recruiters away from their other activities.

Using a recruitment chatbot, you can instantly connect with thousands of candidates within your talent pool or database to advertise that the recruitment process has begun and ask if they are available to work.  A chatbot can then update any profile information to ensure you have the most update to date details within your database.

Better yet, a chatbot allows you to engage and capture candidates throughout the year in anticipation of the holiday season and maximise referrals from your current talent pool.  All without a recruiter having to lift a finger.

What if you could come to work every morning and receive a list of candidates that your recruitment chatbot has had a conversation with the evening before, who have been screened and are available and ready to be placed into an open role?  That is the reality of life when using a recruitment chatbot.

Challenge #3: Communicating with your candidates at a time and place that works for them

Nine out of ten candidates expect to be able to communicate with you via messaging and social platforms.  That is the way of the world.  Yet less than half of organisations are equipped to handle this type of communication.  Your talent pool lives on their mobile devices. When the time comes to recruit for the holidays, you’ll need to be where your candidates are already spending all of their time – on their phones.

A recruitment chatbot will be able to engage with candidates on their mobile phones.  Whether this is via a messaging platform, such as Skype, or a social network like Facebook.  The best chatbots are omnichannel and can communicate seamlessly via a desktop or mobile platform.

The best recruiters work as many hours as needed to get the job done, but there is still a start and end time to the working day.  The best recruiters also know that a large majority of candidates are not available to talk during the working day, preferring evenings and (sometimes) weekends. A chatbot is available 24/7, so a candidate can engage with you and your recruitment process at a time of their choosing.

Randstad found that 82% of job seekers believe the ideal recruiter interaction is a mix of innovative technology and personal, human interaction.  The majority of candidates are receptive to interacting with a chatbot.

Allowing candidates to do so and a time and on a channel of their choice increases the chances of them experiencing a positive recruitment process and, therefore, increasing your brand's reputation.

Challenge #4: High turnover of seasonal temporary staff

Due to the fleeting nature of seasonal positions and the fact that those same industries tend to have higher-than-average turnover, it can be difficult to retain temporary staff when you need them the most. The major factors that contribute to seasonal turnover are a lack of goal-setting, lack of recognition and plain old boredom.

While a chatbot can be seen as more useful during the initial stages of the recruitment process, a chatbot can also be used to increase staff engagement while they are carrying out work for your organisation.

Imagine being able to brief your temporary staff across your organisation, all at the same time, to update them on important issues or to set some goals.  Why not have a chatbot-based conversation with them to find out how they are getting on and garner some feedback about their time with your organisation?  

High turnover doesn’t have to ruin the holiday season for your organisation.  People buy from people, and what better person to buy off of than one that is happy and treated well, even if only in their position for a short amount of time.

If you’re sensitive to the temporary nature of seasonal positions and make a genuine effort to dispel preconceptions while giving seasonal workers tangible goals and plenty of opportunity for engagement, you’re going to find higher retention follow suit.

Key Takeaways:

Your candidates are receptive to communicating with your organisation via chatbot.  In fact, 9 out of 10 candidates expect to communicate via messaging.

Using a chatbot solution will:

  • Increase candidate engagement levels
  • Create memorable experiences with your brand
  • Reduce the burden on recruiters
  • Provide the tools to communicate with thousands of candidates at the same time
  • Reduce turnover and increase on-the-job satisfaction and happiness

Are you recruiting or planning on recruiting in volume? Get in touch with RoboRecruiter to find out how our chatbot solution can support you and your organisation.  Have a chat with Robo on our homepage now, or email us at info@roborecruiter.ai.

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Martyn Redstone is RoboRecruiter's Sales Director for the UK and Europe.  He is a 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 current affairs, enjoys travelling the world and watching the latest films at the cinema.

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