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hi everyone welcome welcome welcome if you're here
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uh feel free to type your name in the chat tell us where you're from we do have a bunch of
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different people logging in from different parts of the world i know our panelists are coming from various parts
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of the world i think mila is in germany jb i'm not where are you based jb
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i'm based in lisbon portugal but i'm french
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so it's quite a global audience so feel free to say a name and where you're from what
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what company you're from and what you're doing and yeah i think we could start so
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welcome everyone to recruitment hackers my name is blanche and today we're back with yet another exciting webinar so for
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this morning evening afternoon depending on where you're logging in from we will be putting a
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spotlight on one of the most popular social media platforms in the world which is
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instagram so as someone coming from digital agency quote
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myself and my peers we spend too much time browsing through instagram and companies know this and are really
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starting to boost their efforts into making instagram as a channel for hunting for young talent
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so for this session in particular we will be joined by max armstrong ceo of
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topless jb global marketing director of cytel and then mila our social media
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strategist from pogbush to talk about how to recruit for young talents on instagram so i'll pass over the mic to
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max and take it over max um yeah i think thanks a lot actually
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i'm going to pass the mic over back to nila so mila is a social media strategist at talkbush
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and and is going to introduce the topic uh with just a few slides on instagram and
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then afterwards i'll i'll start a conversation with her and jb uh in a couple of minutes
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thank you so much max and welcome everyone to this edition of the recruitment hackers
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webinar series um without much further ado let's get started
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so why are we so interested in looking for talent on instagram the reason is
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that instagram is one of the biggest um social media platforms in the world um not only shown by the fact that it's
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the second most downloaded app in um in in
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in the planet but also the fact that um it has almost
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so reports go between 1.2 2 billion to 2 billion people each month it's only
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behind um facebook youtube and whatsapp in terms of monthly active users so that's a lot
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of eyeballs that's a lot of people that are using um instagram it's also the seventh most
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visited website in the world the ninth most googled website in the world and
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adult instagram users are on the app nearly 30 minutes per day and 38
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of those daily visitors are logging in multiple times per day so just with these stats you can see just how
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big this platform is um let's talk about who is who is on
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instagram um 60 of the global user base is between
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the ages of 18 and 34. so that is a lot of people in a young
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demographic so millennials in generation z which are just waiting for companies to give them
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an update on job offers and opportunities that they can take um and actually something that's um not
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so well known is that instagram is gen z's favorite social platform um internet users that are age 16 to 24
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prefer instagram to other social platforms yes even ranking it above tick tock
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um so if that's an age uh cohort that you're looking to reach instagram is one
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of the places that you should be um definitely putting contact content on
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um something interesting as well is that india is actually the country with the most instagram users in the world
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with 201 million users logging in from india it's followed by the us and in the
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third place you will find brazil followed by indonesia indonesia and russia
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so um a lot of young people using instagram globally um and if you're looking to to hire more young people
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instagram is definitely a place you should be advertising on um let's talk about what content works
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on instagram um in 2022 the algorithm is rewarding video
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content that is reels and stories and of course consistent frequent posting
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um this has been um confirmed by facebook executive
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c-level executives um and as you know reels is a new format that is being
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pushed by the algorithm so if you want to be boosting your organic engagement and the
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amount of people that you're able to reach you should be using videos
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actually 9 out of ten users watch instagram videos weekly so try to create
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stories reels and instagram live videos for your audience in order to keep them engaged and to have the algorithm um
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reward you um something really interesting is how
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how effective stories are for for brands using instagram 58 of instagram users
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say that they're more interested in a brand after seeing it in a story and in terms of interesting conversion rates 50
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of people actually go to um to a website after seeing a story on instagram
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um what is the the amount of stories that you should be posting in terms of
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a month or a day you should be posting around 17 stories per month that
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is posting every other day so make sure your content isn't lost in the in the
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noise try to aim to post more video content
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what else carousel posts usually a lot of brands
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tend to rely overly on images but you should know that carousel posts have an eight point
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zero one so eight percent um engagement rate per impressions so one of the best
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performing video um i'm sorry story sorry
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image content um let's talk about advertising
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instagram's advertising reach has actually outpaced facebook this past year um so if paid reach is part of your
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social media strategy it's worth noting that instagram's outreach is um actually
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skyrocketing past facebook right now facebook's global advertising reach increased by 6.5 this year while
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instagram's grew by um 21 so um pretty pretty big uh reach at the
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moment for instagram um something interesting is also that um
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93 of marketers are including influencer partnership in their plans and this is
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because the organic reach of influencers is actually much higher than um the
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average one which is around 0.1 percent um for influencers we're seeing 1.4
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percent so influencer engagement is really good for instagram and we
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highly recommend that you use it for your um for your strategy so this is just a bit of an introduction
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so you can get a feel for how big the platform is the incredible opportunities for
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both organic and paid content distribution if you're looking to hire young people and young talent
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so without much further ado i'm going to pass the mic over to max
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thanks for the introduction and uh you know just looking at the the number here it says
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great engagement rates 1.4 percent um
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you know that for for somebody who doesn't do social media advertising for a living 1.4
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percent seems like a very small number um but how how do you how do you measure that as as a i mean i guess everything
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is relative so how do you know if you have a great engagement rate yeah so um for businesses it's actually
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pretty common for engagement rates to be around 0.98 which is really 0.1 percent
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that's pretty standard so when it comes to engagement that might seem low but um that doesn't
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necessarily um translate into less conversions so um it's important to see
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it kind of in a referential um sort of way so when you take a look at how influencers are faring in terms
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of engagement wineprefer is actually pretty high for instagram so
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your engagement rate will actually be fluctuating throughout your posts and
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the most important thing that you can do is basically just kind of monitor how different types of content um
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are performing in terms of engagement if engagement is something that you're aiming for in your goals
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if your engagement rate isn't as high but you are getting the hires that you need
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then it's not something that you need to worry about engagement is usually kind of a vanity metric
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it is important in terms of having the algorithm rank your content as relevant for users so that is why um leveraging
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the platform that influencers have is quite important so if just to put some
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some actual real life context on it if you have a post that got
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you know 17 likes um and maybe just one comment that's not necessarily a reason to worry
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if you're getting the right results in the metrics that you've set up as actual metrics of success
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okay thanks and um and so yeah and then you mentioned like 17 17 stories a month so it seems like like
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a real full-time job so let's um yeah you can stop sharing the screen and
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let's uh let's introduce jb to the audience jb thanks thanks for joining us for this
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for this panel and uh you know i'll ask uh first for you to
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introduce yourself and uh and what you do at scitel for for
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those who don't know you for sure and imax and and thank you for the uh invitation first uh really
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exciting event and definitely love speaking about social media and instagram and i gotta give a quick shout
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outs to pat and christine and we're watching and we've worked closely together at sail group and i'm cited
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group i'm the global head of recruitment marketing so leading our strategies and social media and digital recruitment
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efforts with the global team working closely with our team members in the philippines in india and in the apac
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region uh and for those who don't know satel group we are one of the largest global
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providers of customers experience products and solution with 160 associates in 40 countries and
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working with the world's best love brands and i guess you know uh if you're
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here today it's like you're also hiring at really high volumes just like we do
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and social media is actually a very cost effect effective channels and to achieve that
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while building a very uh compelling and candidate experience and to tie it back
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to what mina uh was presenting a couple of seconds ago it's a great opportunity to build like
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an engaging experience uh it goes beyond just like apply now and just going through a process uh it
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takes repetition it takes for exposure to actually make people apply and
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prepare your brand over another uh competitor especially like in competitive countries um like the
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philippines so we always focus on the experience first it starts with that to
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make sure like people feel comfortable uh engaging with us outside a group and
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applying yeah it's a completely different sport right from the way recruitment is done
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on a on a job board or a marketplace where you usually you know
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you have a headhunter who is targeting a specific person and go straight for that and then try to call them
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here we're we're talking more about like uh i i i'm imagining
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somebody singing the flute to try to get all the all the the mice out and to follow to follow him into the village if
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you remember that that fairy tale where you have to sing a beautiful song
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so that the people start following following you and engaging with you uh so it's a different art form and and
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uh jb you you're you're helping to to build that that story uh for for seitel
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globally right you're you're covering asia and other other markets as well
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yeah all the regions uh north america latin america europe africa
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uh and asia pacific well i um i know we were going to talk about that last but i you know with that
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wonderful world coverage i you know i'm just dying to ask you
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do you you know how much how much localization is necessary to be effective on instagram
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uh do you need to have like an instagram page for each country and the content needs to be different in each country or
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or can you uh can you be effective with more global content yeah so for us uh we are a global
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company but we firmly believe in local content and local strategies uh the face
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of saitel group is not a big corporation we don't want to be like that big corporation that could look like a
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factory that looks big uh faceless or anything uh we would think about our communities
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first and foremost our communities start it starts with our countries but the extension of that are all like the
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locations where we have a physical or virtual presence so we think at the very local level crafting content that
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features our associates uh could be in baguio in the philippines could be in mumbai uh in india
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because obviously like you better connect with the people uh who you know uh just
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like in the news you're always more interested in what's happening in the in the in your neighborhood that what's
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happening in the other side of the world so it's definitely like the same from a content strategy standpoint let's see
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our people let's have this conversation let's focus on the experience first and making sure like
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what we talk about the stories that we tell the testimonials that we promote the people that we engage in uh in our
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lives uh the community partners that we invite um to our virtual events uh we
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think local firsts and that's how we've raised um we've we've got success so far
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in our content strategy um because otherwise it's just like generic content something that you won't necessarily
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like relates to maybe it's easier for the business because you can publish it uh just by yourself
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but building those connections is what's driving value for us and we focus on that because
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that engaging experience is what the candidate should um enjoy and experience throughout their aduction
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so practically speaking you're in lisbon and you need you need the team in baguio
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and the team in uh in mumbai and the team in uh in morocco to all of them generate content everybody is is helping
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out on instagram exactly so we have different team members a lot of social media
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specialists executing that strategy coming up also with great ideas
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we give a lot of autonomy to our local market when it comes to content creation ideas generation so they have the
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autonomy and we bring a global framework to make sure like the storytelling is
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consistent that the best practices are being shared between countries best practices when it comes to the
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content strategy when it comes to the paid strategy as well when it comes to how to
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drive um generate like a lot of leads uh at the very cheap uh costs um yeah sharing that
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knowledge with the team it's really important for us as a global company to make sure like even if we got success in the different
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countries that could be replicated in any other markets because beyond the local
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content and that local culture they also like we try to apply pi behavioral like
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sciences um to our strategies and as human we are all very different and very similar at the same time
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oh all right well uh there are you know seitel is is very
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uh cut you know i would say um on the um advanced if it if it embraces that philosophy
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i've i i talk british we embrace the philosophy of localization as well and it's great that uh you have a global
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function that that thinks that way it's not always that easy i think mila uh
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you you deal with customers where sometimes social media can can seem like
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a dangerous area where if you know bad things could happen if
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people start complaining and there's there's a desire sometimes by marketing and corporate comms to centralize all
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the content and make sure everything comes out of one pipeline um
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from uh from the the instagram platform and the facebook platform can can these
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uh can facebook and instagram make sure that my content is gated where
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you know my let's say my my philippines content is only seen in the philippines and my u.s content is only seen in the
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us you know can we reassure the people in corporate cons that this is this is well managed on these platforms and uh
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you know if you want to add anything on this localization uh comments from jb
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yeah for sure so on facebook depending on how you set up your page you can restrict the access um i was asking the
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question i was asking my question sorry that they don't want to spoil the
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show um but yeah as uh as jb was saying that
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it's absolutely correct so when um content is and ads are well
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configured you can definitely choose which audiences you will target so um you can rest assured that if you
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would like to have one specific content show only to your philippine audiences and even even narrower right if you have
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one specific content that you'd like um for say more junior positions so younger
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audiences you can do that as well that is one of the biggest advantages of social media recruitment versus um
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say job boards and other more traditional methods is that you will make sure that
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the audience that you're targeting is actually um you know the the closest to your
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candidate persona or the closest to your target candidate that you're trying to hire at that specific moment
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um yeah what was your other question again
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i i i forget i forget uh but i think you've answered both of them in one go so thanks
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the my next question uh will be about the use of of instagram
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uh as and you you were talking a bit about it milan when you said you said the engagement is more of a
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vanity metric and sometimes you come to
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you come to uh recruiting with a branding focus i want to increase my
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brand employer value proposition and sometimes you don't care you just want to make your hires next week and you
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want you want to see how fast you can you can bring hires for next week i think everybody understands in that
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social media can be great for branding but maybe it's a little bit less obvious to people
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how to use it for direct advertising and to generate leads and generate hires tomorrow or next week
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so i'd like to maybe turn to jb to ask if there's some practical tips things
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that have worked for you to to have more of a direct lead generation approach when using
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instagram uh what are some of the what are some of the challenges there and some of the the tricks that uh that you
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could recommend to the audience without you know without revealing too much of a transition
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um and then i'll ask the same question to me though the problem and and um when we think of
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instagram just like any other social media channels uh we think of what we can do from an organic standpoint and
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from a paid standpoint just like what we need to achieve at the awareness stage to get the leads that we need
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at the conversion stage so if we talk about the organic strategy i do believe like engagement is really
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important for us so we need to create content that's going to help us get a
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higher range higher engagement higher exposure to our content so we
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think of where we want to push our job opportunities if we're just talking about our job opportunities so making
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sure like we optimize every placement on the channel and it starts with our um
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biography and the link in bio so making sure that link is actually like taking people um to our
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landing pages then making sure like through the stories we build and promote once in a
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while um to the relevant audience um promoting our job opportunities with a
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clear call to actions not too many just one could be linked to the biography could
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be also linked and promoted to a different piece of content uh and making sure like on top of those stories we
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build other interactive stories the rest of the week so like as i was saying if
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you think about five stories per week you could have four of them very engaging very interactive because if you
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get those call to actions on those ones by the time you push your recruitment uh
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your job offer you have primed the algorithm to push it to a bigger
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audience and then you get marriage through those stories obviously you can use the other placements
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like the feed and everything it could be just a call to action once in a while at the
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end of the results remind people that we offer job opportunities and things like that and then from a content
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standpoint obviously like prime the best placement on instagram being
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stories and the feed and now the reels making sure that for each placement
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you craft a content that is specific to that placement leveraging the best practices for that specific placement
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stories should look very different than the post on the feed and both of them
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look very different than an instagram reel and as we do that we should bring a lot of authenticity so we always try to
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move away from like stock pictures fake messages and everything creating content with our people trying to have them tell
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that story promote our job opportunities themselves same with instagram lives or any lives on social media within great
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faces having great conversations and in the look and feel that is adapted to the platform it's not
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necessarily what what works best for your brand but it's what's going to work best
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for your audience that you're trying to attract hey well uh that was that was a lot to
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unfold uh i i i wrote a few notes down that the profile is very important uh a
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simple single call to action uh with ads variety and using the format
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but but it sounds perhaps for some recruiters a bit overwhelming when you when you think about all these different formats and
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things you can work with um you're a specialist obviously you're an expert in the field
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if if a company does not have the resources and the size
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to to have an in-house specialist uh how how accessible is all this stuff
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do you think that somebody who doesn't come from marketing should be given the reins of the instagram account
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i think it uh and that's for example how we do it at sale group uh we also empower our people to create content uh
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with us building a community of content creators because our associates i mean a lot of them i use social media we know
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how social media how popular social media is in the philippines or in countries uh like
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india so let's tap into that collective genius and work on that content strategy
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um together especially if we try to have a looking field that is very authentic we don't necessarily need to go through
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like all those hoops when it comes to video editing putting the right logo everywhere that is time consuming it
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requires real skills in terms of content creation so let's bypass that
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focus on the authenticity and creating content with your people
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oh stay authentic everybody can be authentic i mean not everybody but
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they can try uh so that's that's a little barrier to entry for everybody who's listening
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to to start to get involved uh mila did you want to add some some tips i know jb
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covered a lot here but on how to generate leads and uh and not just clicks
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yeah yeah sure um so i would say and i guess this is
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kind of like a summary or like a simpler um [Music] yeah summary of what jb was has already
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said but i would say that um the key to success here uh is having a balance of these content
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types so you will definitely need to have content that promotes your brand
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that focuses on employer branding because you need to think of your social pages as
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your site right because we are moving so much towards digital um you need to take care
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of your social media as if they were your offices because they are in the digital world um when a candidate is um
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visiting your page they need to be able to understand what your brand is all about and what your company is all about
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so that they will apply right and you need to blend this with more engagement
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oriented more interactive types of posting which i will explain a little bit about as well as these other tactics
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of direct recruitment that you were mentioning max so the way that i usually structure this
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is by thinking about the types of content um as much to the different stages in the
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recruitment funnel which is i think something that every um recruitment specialist and professional
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can um understand and relate to when they are first hearing about our brand they are in the
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awareness stage right just like with any other marketing strategy um you will want to
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have organic and if if you would like as well paid content that basically um
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appeals to their interests their emotions their motivations that's how you get people to uh become interested
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in your brand right when they don't really know much about it so this type of content is about them
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you can create um posts that maybe um appeal to
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you know you can think about is this a person that maybe is tired of remote work would they want to work in an
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office maybe you can have some postings about that then you can move on to the next stage
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which is consideration you know here is where you will showcase the best
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of your employer brandon i think it's what jb was saying you know have employees talk about their experience
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show more content about um you know celebrations that you have in your office
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all of those are great opportunities for creating content and they are really low-hanging fruit it's really
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just go to whenever there's a celebration and take some pictures try to get somebody to talk about it
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and also talk about your values you know is your company for example
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very um do you place a lot of importance in maybe diversity or equality of
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opportunity that's something that you should definitely be creating content about um and it should be readily accessible
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in your page and then finally when you you know when you get to the interest stage in the funnel when somebody is
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almost ready to apply um make sure that um basically it's really easy to apply you
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need to make sure that everything in your in your content is directing the candidates to the right method to apply
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make sure it's really smooth um remove any blockages any complicated um
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you know create accounts or things like that so that it's really easy to apply
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in terms of um on what works bets for direct recruitment my tip is always try to use
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lead ads um there are different types of ads that you can use when you're when
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you're getting to the advertisement stage on both instagram and facebook but in my experience lead ads work best
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the reason they work better than traffic ads which is basically when your ad is directing
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them to your career site for example um or basically just taking them out of the app
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is that um people are usually browsing in social media for entertainment and they might
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not be ready to uh you know complete your process at the at that exact moment
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in with lead ads you can basically capture them in five to ten seconds immediately
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um and that way you'll be able to you know create the lead keep the contact and send the
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the candidate you know a message saying then thanks we received your application you can complete it here whenever you're
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ready um and that's just going to go a long way in actually improving your direct recruitment efforts
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um that makes a lot of sense i yeah actually it's a little uh
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counterintuitive because you would think lee dad i'm asking for
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the name the phone number and the email address of somebody who has just found out about me for the first time isn't
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this a little bit too much actually no because right right now they hearing about you for the first time but
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they're also killing time on average spending two or three hours a day on social media and maybe they're not in
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the right state of mind where they want to go through a whole application process but now you've got their interests you can go back to them and
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communicate to them later on so you don't have to be so forceful you've got their details and you can you can
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continue engaging with them at a later stage uh so it's it's a bit counterintuitive but i i
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i can see i mean i know how it works so i agree with that recommendation and jb uh you you like lead ads versus traffic
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ads or you like yeah for sure i mean usually like the shortest best is the most
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successful one um like you know i was saying gotta think of the user experience has to be easy
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has to be seamless especially like they're on the platform where they have access to a lot of content in a couple
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of tabs so why should we add on top of that a very complicated recruitment funnel let's make it easy for the user
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and lead ads forms definitely uh work really well uh they're also like different formats
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that we can leverage but this one is top-notch if you think in terms of share volume
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all right great practical tips and great uh sort of frameworks to to think
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about your social media strategy so thank you very much jb for joining uh for today's discussion and mila thank
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you for uh for sharing your knowledge um if people want to get in touch with
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jb and mila i'm sure they can connect with you on linkedin is that the best way
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most definitely linkedin or instagram perhaps i don't know
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as well okay uh great well i'll uh i'll i'll hand it over back to
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blanche and the the talk push team uh we hope that some of the people who've come
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for the discussion will stick around and we'll we'll have a further discussion and
33:29
presentation on how to convert traffic into from from the initial
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awareness to the engagement stage and to to turn them into applicants using some of the talk push technology so if if you
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if you'd like to stick around and check out how talk push works we'd love to we'd love to have your eyeballs
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that's me bowing out thank you very much blanche over to you thank you max jb and mila for the
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insights instagram is the place to be so we're very excited to show you what we have we
34:06
did have a question from the audience asking if you will be showing the capabilities of blockbush in terms of
34:12
supporting companies in terms of sourcing on instagram so the answer is yes of course
34:17
and with that i wanted to invite our customer success director our head of customer success aris ocampo to show you
34:24
a demo of how we can do that go ahead aris thank you blanche hi everyone good
34:30
evening uh good morning wherever you may be dialing from uh as blanche mentioned my name is iris and i lead the customer
34:37
success function here in talk push in the next few minutes uh my objective is really to introduce what top push does
34:44
but most specifically i'd like to show you how our bots on instagram are actually helping some of our customers
34:50
engaging that traffic and converting them into an application that they can later process um you know throughout the
34:56
hiring the hiring funnel let me first share my screen so if you're new to the discussion
35:01
and you don't know what top push is i'm just going to spend a few minutes talking to you about what we do
35:07
as a company basically talk push is a recruitment automation platform that's in the
35:13
easiest way to explain what we do as a company we typically work with customers that
35:18
are in the high volume recruiting space so most of our customers they hire roughly around 80 to 100 in a month
35:26
this would translate to roughly around 1000 or 10 000 hires um you know annually and that's really because um as
35:33
an automation platform we want to help our customers in automating the manual activities that are related to
35:38
recruitment what you're seeing on the screen right now is essentially the top which platform on a mobile phone or in a
35:45
desktop but i'd say that probably 99 of our users are using top push on their
35:51
computers now majority of the comp of the customers that we work with as i've said earlier
35:56
they're in the high volume hiring space you're seeing some of the you know some familiar logos on your screen right now
36:03
what's common among them is obviously these customers number one they get tons of leads and applications every month
36:10
the next one is they you know they need to make sure that they put candidate first and they are able to give a great
36:16
candidate experience to anyone who's coming in from different sourcing channels and number three they hire
36:22
by the volume and most of the hiring profiles are you know can be segmented into general categories which means that
36:29
the repetition of activities that means it's it's prime for automation so so we
36:35
can you know you if you head to our website you'll see a couple of case studies that we've published related to
36:40
the companies that we've worked with um that you're specific to the scene the ones you're seeing in the screen right now
36:46
now um you know just you know just just in relation to automation why do most of our customers should love
36:53
to work with doc bush first i i've kept on saying this we help them automate the
36:58
activities that are related to recruitment uh we know that if we're dealing with high volume um you know it
37:04
involves a lot of messaging a lot of calling a lot of scheduling and we want to help them in automating those
37:10
activities so that the recruiters can focus on high value tasks at the same time um we know that you know
37:17
recruitment hiring demands can be quite erratic at in one point you might be required to
37:23
hire more than you're used to so we help our customers build their talent pipelines and handle more volume with
37:30
the same amount of team uh that they have in in in the recruitment team and ultimately obviously because it's fast
37:36
it's automated it's personalized we like to help our customers delight and give a better or great candidate experience um
37:44
to their to their candidates because obviously we would all agree that the most frustrating part of um
37:50
applying for companies not hearing back or not knowing what's next um so that's really where we specialize
37:56
now when we think about the sourcing channels so i know that most of you are familiar with the logos that you're
38:01
seeing on the screen right now so you have your job boards like indeed like seek job suite you have your social
38:08
media channels which was discussed extensively by our panelists earlier we have instagram facebook maybe
38:15
you have employee referrals you have a career site or vendors even so the our objective in top push is to help you
38:22
capture and harvest all of those leads from those sourcing channels for fun of them all to talk push and that's where
38:28
the automation begins we help you in sorting them screening them and ultimately helping you convert them into
38:34
higher towards the end i'll show you that the instagram chatbot in a bit um
38:40
but but basically just wanted to reinforce what mila was mentioning earlier that there's really a very huge
38:45
talent pool in social media if you compare it to just linkedin or your job boards really the the ratios
38:52
are very much different um and there's really a specific way of capturing them um and that's what we will show you
38:58
later in the demo incidentally i was making a princess presentation earlier with one of her
39:04
customers who was also exploring how they could benefit from social media sourcing and i thought i just shared
39:10
this to you for a few minutes because this is very important this is a customer in the philippines
39:15
and you know really in the last eight years we've seen that the number of social media users in the philippines
39:20
have tripled so from 34 million to around 92.1 million this january 2022.
39:26
that's roughly around 86 of the philippine population as of today now um interestingly many many of these
39:34
people who spend time on the internet are really spending a lot of time 10 hours spent on the internet using any
39:40
devices five hours of which are using their mobile phones those that's really you know a very um a very
39:48
a big amount of time that's spent on social media media and on the internet and you'd be wondering what do they
39:53
actually do on the internet then you see these these um reasons why they're there they use the internet to find
39:59
information stay in touch with friends and family maybe to research how to do things and even maybe find their
40:05
employer or find the next place where they would be you know they would be applying and and where they could
40:10
finally be employed so with all that put together that's really gives us an opportunity on looking at what are the
40:17
social media platforms um that is very much consumed in the philippines and this is where we see again instagram
40:23
which was you know constantly discussed earlier by our panel panelists it's the top two um platform i mean if you just
40:31
lump facebook and facebook messenger together that's the number two platform uh where most of the social media or
40:37
most of people in social media are spending their time on now that's where we
40:43
we we head on to our branded ai assistants or our chat bots so we as a company the chat bots are basically an
40:49
extension of our software we help our customers build these ai assistants so that they can engage their traffic from
40:56
social media or from any other sourcing channels in an automated manner this is a time that i actually
41:02
introduced to you sess and tuva on the left side is actually the digital
41:08
assistant of transcom philippines and on the right side it's tuva that's the digital assistant of tascas
41:15
philippines i've shared their qr codes on the screen so that if you'd like to you know maybe play around with the bots
41:21
they want to have a first-hand experience of how how these digital assistants actually perform in real you
41:26
know in in in actuality then feel free to scan the qr codes um so that you can
41:32
play with it later but right now i'm just going to stop sharing my screen here because i'd
41:38
like to show you how the bots actually work on instagram so let me just share my screen if you
41:45
have any questions i know we still have a lot of audience here
41:51
thank you for sticking till the end if you have any questions please feel free to
41:56
leave your questions on the chat at the same time if you have questions on the crm some questions about how topwish
42:02
works um for sure me or our blanche can give you a full demo of the crm
42:07
please please don't hesitate to reach out to blanche or you can leave your email address on the chat or we can do a
42:13
reach out right after this so you know where to contact us okay i know that's a mouthful but i'm now
42:19
sharing my screen um on my phone you all are able to see it i suppose
42:26
okay so now i'm now on ins on the instagram platform um as a regular instagram user
42:32
i should by probably scrolling through my feed like what i'm doing right now so right now i'm seeing a post by transcom
42:39
where they're saying that you know they're giving and they're giving 500 pesos
42:44
if you basically um create a tick tock video and they post it on social media it's aware of
42:50
and it's a way of them getting their brand known and getting more engagement on social media
42:55
i see here a post from tascas which is basically promoting women in the workplace um so you know that's
43:01
something that you know most of our most companies also do not just a direct um promotion of the jobs but also you know
43:08
making sure that um they are socially relevant and they make sure that they talk about um you know um information
43:14
and topics that are crucial for their audience now if i'm a user i should probably be
43:21
looking at someone of a company's facebook instagram page like this
43:26
um scroll through the feed but typically i would send them a message
43:31
and this is really where the instagram bot kicks in so as soon as i send the
43:36
message on a company's instagram page in this case i'm looking at transcom you would see that i'm
43:43
already greeted by their digital assistant says this is the digital assistant that i introduced at the top
43:48
of my presentation so the digital assistant will basically greet me and tell me um that you know i'm i'm i'm the
43:56
recruitment ambassador i'm here to help you find the job that you're looking for or maybe answer some of your questions
44:01
so you know that manner of looking at the of an instagram page and then sending them message is actually the way
44:08
that most organic applications would come in they see your posts and then they send you a message
44:13
um but right earlier mila and jb and even max were mentioning about how
44:19
companies can actually buy ads and direct traffic um to uh to instagram so i'm going to show you an
44:25
example of an alive ad that's actually been promoted by by transcom this one which is basically
44:32
telling them telling the audience that if you complete the language test if you apply for this role you have a chance of
44:39
getting this this amount of money um so all you need to do is to hit apply so and then this promo is from march 28
44:46
april 3 and then they'll be announcing the winners on april 5 so it's a way of capturing and engaging their audience
44:52
but at the same time it's a way for them to convert that audience into actual applications so if i'm a candidate i
44:58
would click send message i'll say hi like that and then well when i open my instagram
45:06
inbox that's really where the chat bot would again start to come in so it again says will be activated it
45:12
will be asking me hey it's good to see you i am the recruitment ambassador what would you
45:18
like to do um no of course i am interested in applying for a job now
45:23
says would then offer me some options um do you want to find a job or do you want to know more about the company so let me
45:30
just do this maybe and i don't know what transcom is i want to know more about that company i clicked on about company
45:36
and now it's telling me that transcom is a global outsourcing provider and we're focused on customer experience
45:43
if i want to apply at that point i can click on i want to apply or i can click company culture if i want to know more
45:49
about the company culture of transcom so now it's telling me that you know they are
45:55
you know they promote these are the values that they promote and in many countries they are
46:00
considered as a top employer of people aged 18 to 26. if i'm interested if i'm at this point i'm interested to apply a
46:07
transcom i can click on cool i want to apply and then now it will start
46:12
engaging me as an applicant so first it's asking me um what type of role
46:17
would you like to apply to i'll click on an agent role so typically 80
46:23
of hiring volume in most ppos are in the agent hiring space so now it's
46:29
it will proceed to the to the workflow where it's starting to build my application um it will first obviously
46:35
ask me to agree to the privacy policy very important for for data privacy and gdpr compliance so i'll click on yes i
46:42
agree and then
46:48
after that it will move to the application stream so now it's asking me so transcom as a
46:54
bpo has many sites um in the philippines so i can choose between metro manila
46:59
iloilo or davao and let's say i also just want to apply for the metro manila site i'll click
47:05
metro manila and then it will actually show me a job card so basically it's telling me
47:12
that okay for the metro manila site we are hiring for customer care and technical support representatives if you
47:18
want to apply click this button so in some cases maybe some sites have different different vacancies different
47:25
openings so definitely the chatbot or the instagram chat but in this case can offer those job cards so that the
47:31
candidate can choose which among those positions they'd like to apply so at this point so you you i'm sure
47:38
everyone knows that you know instagram and facebook are part of the same company when we started doing chatbots
47:43
here at top push of we really become became experts in creating chat bots on facebook um specific to this example if
47:51
i click on apply via messenger it will actually move me to messenger
47:57
i've already done this before and if you actually go to the transcom philippines
48:02
facebook page you would be able to to experience the same thing that i'm showing you on the screen right now so
48:08
first it will start collecting information about me it will collect my name um where i'm located what's my
48:15
specific address what's my email address what's my phone am i over 18 years old all those questions that are very you
48:22
know critical for them to complete to build a profile under my name and at the
48:27
same time towards the end it will ask me pre-screening questions that have been configured by the recruiters so
48:33
typically these free screening questions are are the ones that are asked by phone
48:38
screeners on the phone so imagine a scenario where your phone screeners won't have to call each of those
48:43
candidates coming in from social media one by one and it's really the the chatbot or the digital assistant um who
48:50
will be managing those conversations on your behalf and of course since this is a digital
48:56
assistant this is a chat bot that's live 24 7 and in real time any time that the candidate actually
49:02
sends a message to your facebook page or to your instagram page the bot will always be there to capture them so that
49:09
really takes a lot of of work from the hands of the recruiter and allows them to you know focus on the candidates
49:15
who've already completed their application and then move them to the next steps i know some of you might be um you know
49:23
we're running out of time but if you want to have more details about the instagram bots not just instagram but
49:29
even how we do how we help our customers in creating digital digital experiences in any social media platform um please
49:36
feel free to click on the the link that was posted by blanche on on the chat so that you can
49:43
book in a book a book called book a demo with us i'm just one last example i'm just going
49:48
to head back to um to instagram and i'll show you how the chat bot of taskas
49:53
actually looks like so it's it's kind of similar but you know the flow is kind of different so
49:59
same with what you've seen earlier when you say hi duva in this case will greet you it will
50:05
then ask you what you'd like to do are you an applicant do you like would you like to refer a friend or you have a
50:10
question about the company and then is it asks you what kind of position are you interested in applying
50:16
to would you like to apply as a teammate or a non-agent position now towards the end um for this specific
50:23
example um tascas would like to leverage the use of landing pages um for you know
50:28
to capture um and to to convert at any applicant or any lead on instagram um
50:34
into a complete application so i say applicant i can click this and then it will bring me to a dedic to a customized
50:41
landing page like what you're seeing on the screen right now where i can read about the landing page or the job description and then if i click proceed
50:48
it will start capturing the information for me to be able to sign up an applicant
50:55
that's the instagram but i know um i know i only have limited time to show that to you
51:01
but we're very happy to show you more about how our bots work how the crm or
51:06
how the automation on top push can actually help you in converting more of your leads and helping you lower that
51:12
you know time to screen and and convert more from your leads if you are interested please feel free to
51:18
message me or blanch or click on the link that was posted by blanche for the team book an appointment or demo with us
51:26
there's a question from richard richard yes the chatbot can for sure be personalized uh we have um we will be
51:34
will be enlisting the help of our team of designers who will help you in figuring out your persona figuring out what's the
51:41
best candidate experience specific to your recruitment workflow but yes the chatbots simple answer yes the chatbots
51:47
can be personalized
51:54
any other questions so we have a couple of minutes left in the call so we can still accommodate a few questions but if
52:00
there aren't i think we could close it so thank you aries for that awesome demo
52:07
instagram is indeed great in terms of boosting your employer brand and really warming up your young quote-unquote
52:14
young leads so that you're making sure that they're ready to apply and once they are that's pretty much what
52:19
blockbush is trying to do block which has you covered and they're ready talkers is ready to capture them and
52:25
really turn them into applicants within minutes of seeing a post so i mean
52:30
plus it looks great it looks so cool and great and will definitely make a great impact on your
52:35
candidates so if you want to know more i've linked my calendar in the chat so i'll put it here again
52:41
um feel free to book time with us and then we can do a scope and call where we get to know your process your current
52:47
challenges and we can customize the demo for you so as aris mentioned there are several different channels that we could
52:53
work with especially on social media and we can definitely come up with a strategy that works best for a
52:58
recruitment process so we are at the top of the hour we have six minutes left if there aren't any
53:05
questions thank you so much to everyone who attended every month we will be having a
53:10
recruitment hackers event so stay tuned for more and plus one more thing we are also offering free classes around social
53:18
media recruitment strategies so this is called talk push academy it's exclusive for our customers but we're opening it
53:24
up to the webinar attendees so i'll reach out to everyone i'll write to everyone with a free invite to the next
53:30
session so thank you everyone and see you at the next event
53:35
bye and thank you bye bye thanks everyone bye
53:42
and thank you to our panelists
