Webinar: Recruiting Millennials and Gen Zs on Instagram

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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

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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

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