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social media not only enhances your brand and engagement but it also
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gets your brand in front of thousands of your targeted audiences for this afternoon in particular we've invited a
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panel of seasoned professionals to talk about their experiences and insights on social media sourcing so panelists if i
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say your name please open your cameras and let's begin with mr james cerielio
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recruitment marketing manager at acme ph so if you're from aphne feel free to
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show james some love in the chat hey guys hello james
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we also have miss carla bordon customer success manager at talkbush hi carla
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and we also have former vp of ta at transcom philippines and now the ceo of
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bright mango solutions june abbe
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and of course moderating the session for this afternoon is mr max armbruster ceo of clockbush and host of the recruitment
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hackers podcast i'm alex hello blanche thanks for the warm
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welcome hi everybody i hope you can hear me fine and i'm delighted to
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um to have this uh group of of uh professionals uh talking with us for the
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next 20 plus minutes we're going to talk about how social media has rocked our world how it
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has changed the way we set up a recruitment operation because recruiting the way i started was
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all about hustle and hard work and hitting the phone and i mean i i started in my professional career
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around 99 2000 and people still have fax machines in the office i i didn't i
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didn't use the fax machine i was on email already but i saw it there as a relic of the past
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so at the time it was all about sweat and hard work and and now i think it's more
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about brains and and i think the the composition of recruitment has
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changed uh but i'm not gonna i'm not gonna guess i'm gonna just ask i'm gonna ask our panelist how has it changed in
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your world and we're going to ask a number of questions and try to get to the bottom of
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how a recruitment operation needs to adapt to this new world but before i just want to set the scene
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why are we even talking about this well if you take the biggest job board of all
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indeed uh the global leader in job boards it is it does nine percent or eight or
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nine percent of the monthly traffic uh that you in terms of you unique users
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that you would get on facebook or instagram and that's you know i'm talking about the the behemoth the the
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elephant in the room indeed um any comp any job board below that does less than 10 of what indeed does so
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that just gives you an idea of scale you know when we're talking about reaching out to the masses there's just no uh no
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other place to go than social media that is the place to go uh that doesn't mean uh it's easy it's
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not always pleasant and uh we're gonna talk about some of the operational pains that these vast numbers can can generate
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so um i i'd like to ask yeah maybe we'll start on the pain
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we'll start on on on the pain um and uh and and if you could walk us back uh a
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couple of years back to uh you know what were some of the growing pains of
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adapting your operations to social media hiring and um i'll start uh i'll start with uh
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with june uh who has uh who has seen i believe maybe to set the
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scene june you can tell us in your last job you went from i think you went from single digit social media hires a share
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of social media hires to i don't know what the number is maybe you can tell us and you know walk you
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know think back a few years what were some of the initial pains okay now thank you max i i guess you're
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starting with seniority since uh given my experience in talent acquisition i've had uh close to 25
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years of being in recruitment it's funny you mentioned about uh uh using the old tools in hiring because
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i remember when i first started to prepare for a presentation we were using acetates
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uh for our presentation there weren't any powerpoints back then um but yeah
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the growing points uh from my standpoint is that when we when i first started um
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with transcom way back in 2015 uh the digital channel was basically a
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single digit from uh applicant share standpoint and higher share standpoint and partly the
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reason for that is we use social media back then just to post job openings to post promotions and nothing else really
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and there wasn't anything to differentiate the messaging and if i recall back then the largest from a
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higher share an application and share standpoint was that um i have off site was one of my highest so
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offsite for those who are familiar is dizzers even before the laptop we had geysers roaming around uh kidnapping
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candidates and bringing them to your sites you now have employee referrals and then the the
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third that make up the three largest was of course vendors so you have your
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official headhunters and you when i look at our 2015 data um
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employee you have off-site at 31 percent employer referral at 31 at 28 and then you have
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vendors at 22 and social media was around 7 8 during that time 2017.
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um fast forward to 2021 uh just to close off at an entire seer worth of data
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social medias become our number one in terms of higher share uh as well as
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applicant share standpoint um then followed by employee referrals and if you look at offsite it's gone way way
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down to the low single digits um vendor has also gone down uh a
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significant chunk of that actually went to um digital marketing or social media
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pain point back then um [Music] changing the mindset of the recruiters
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because they've gotten used to a certain way of recruiting they know that if they send out geysers uh the those dicers
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would be able to get five ten people back to their site so there was a lot of pushback coming from the recruiters they
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weren't as savvy in terms of using their facebook uh and other social media back
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then because they felt that facebook should be used for personal stuff it shouldn't be used for sourcing
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um and then you don't you don't have available tools in order to make sourcing and recruiting uh on social
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media as effective as we see today so a lot has changed and that's why uh we are where we are
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right now yeah well we'll talk about some of this transformation but uh i guess you know to to summon down it's it's a mentality
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it's a mindset change and you were talking about the deizers that's that's the the nickname for promodizers these
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are these are the rogue warriors on the streets or like grabbing people by the neck and pulling them in right
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and i i remember people you used to i mean james let's let's talk about your experience at aphny and before perhaps
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um did you make use of promodizers and uh did and you know they discussed
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what you know what they were for you back then and and you know how that has changed perhaps uh following the same
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trends yeah we did um actually it's the same thing that happened to us the difference
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is the big three channel back then when i um when i started in recruitment was
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um especially for acne it's erp the biggest of all the second one is the
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dice in terms of share of hires right um the second one is off-site which is you know the promodizers and then the third
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one was online um i think we had a 16 to 20 share of hires from
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online before um then the big chunk would be 40 from from erp and then you know 35 from
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offside you also utilize out of home advertising um and recruitment partners as well
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though it's not as big um as as others uh the recruitment partners
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then when we started back in 2020 uh when when pandemic hit
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and up until right now closing off the data is we're at 52 54 share of highers
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from online um 30 or 40 from erp actually we only have two
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channels right now um that we're really pushing out there which is online and
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then erp and then for for online the biggest chunk like 80 to 90 percent of
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our leads are coming from facebook yeah uh so um
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you know what took what took everybody so long in the case of june he said there was there was a man there some of
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it was a mental block or just habits uh habits of how you used to do recruitment and what it meant to do recruitment um
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did did you experience the same or do you think there was uh other other things that were slowing slowing down
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the adoption of facebook for sourcing yeah definitely not just in
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um well yeah quite a bit on on the mentality although what we did before then we already you
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know we already adapted back then so the pain point back then was
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you know actually trying to get everybody to know the tool
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um and to actually rely on the tool based on in terms of sourcing because excel was the number one friend of you
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know everybody in recruitment and you know it in forms like the physical forms they're the best friends
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so people recruitment and even if kaya sends it on email okay can you give me the form so i just can like those things
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so right now it's changing um because uh
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we you know we can't see everybody face to face they have to rely on they have to little by little adapt to
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technology and and what they where they can see the applicants because you can't see them you can't call them right so
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for for the people who are listening in who don't know what talk push is um actually uh you know you can look it
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up it's the company that uh i founded and we do specialize in in helping companies uh automate social media
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sourcing so so that's you know i guess excel uh was was the tool beforehand and
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and we have to move some people away from excel excel is great by the way we're not excel haters but
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right it's just it's the one uh it's kind of like a fixed snapshot in time you don't go back to an excel sheet
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from two months ago so you're it's a bit static um maybe uh this will be my transition
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to introduce carla who works at talkboy show um do you find that excel is still
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you know the recruiter's number one friend uh when when they do social media sourcing and uh are you fighting against uh excel
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at talk push they have a bit of like dilemma also
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with excellent it's a love and hate relationship especially with our clients currently because um
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i think uh apart from the mentality of the people and adjustment i think one of
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the main factors why we uh also had to switch to like virtual hiring it's because of the pandemic and
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asked james spencer uh we can't see a candidate's face to face so really have to and the
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businesses has to continue our businesses have to continue so we have to switch to a process or recruitment
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process that can work for everyone so i think in terms of like social media
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share uh based on the data that we were able to capture as well in blog post you can really see an increase for social
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media share of hairs so for the last two years we actually started by 20 to 25
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and um i can also see the trends in terms of the clients and with the clients that i'm working with
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in terms of like year-to-year goals uh for social media share of hires it's also increasing and um if i am also to
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check the data for 2022 i think we're at about like 50
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to 52 um same data that james also shared with acne in terms of like social media share
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of hairs so yeah i would definitely
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okay and um and so with this with yeah uh jun just going back to your point about
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excel i i think uh the reason why recruiters fell in love with excel in the first place it's because
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it's a way to consolidate your data points right and immediately come up with reports but
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right now the modern recruiter has also evolved from excel to uh a more modern solution in terms of
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visualizing data uh so taking point uh for transcom we had to create a specific
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theme that deals with data points uh that deals with analytics and visualizing that data to make it
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actionable so we've moved from excel google sheets to google suites in order
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to make again visualizing data easier um and i know when we first started with
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blog post you guys had an excellent reporting component reporting solution
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embedded in the top push solution which again allowed us to
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make informed decisions uh based on the data that's being added uh i i was thinking back about uh your
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your comments on the the promodizers what was great about the promodizers is you know exactly how many hires each one
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of them brought in right because they physically brought them in so you can't get it wrong
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that's the ultimate tracker tracking tracking on on social media maybe is a
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little bit more i mean i think it's easier at scale but i think it is still quite technical and something that uh
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companies maybe uh are are still figuring out um can can you share um
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yeah how how you your operation or or your client's operation has uh you know has
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worked on the problem of tracking the source and going back to the initial ad the
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initial click um how how do you um you know what what kind of progress have you been
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able to to make over the the last few years and how much progress is there still to make and i i don't want to throw this
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question at anyone in particular raise your hands nobody wants to take it all right um
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there's been significant progress um again given from where we started uh where we track individually using
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excel and it's it's a manual process so stay if someone applies on facebook they
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comment and they leave their details you have a recruiter that monitors your facebook posts and then with them copy
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paste the information on excel and they know that it's coming from facebook right uh very tedious very time
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consuming and of course it's six manpower heavy because if you have
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multiple candidates commenting on facebook and you're maintaining multiple facebook posts and accounts
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then that means uh again a lot of man hours just to get things done um
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one of the things that i like it's if you uh click on a particular ad
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or you you already know that you're you know where your candidates are coming from from a sourcing channel standpoint
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whether you're using qr codes whether you're using links that automatically
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marks your candidate uh from which sourcing channel they saw your ad that's one of the things that i i've
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learned to appreciate because again i know that uh the data points of sourcing channels is more accurate where it needs
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more improvement it's to your point what particular ad prompted them to click on
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your uh on your uh and make them apply right and the reason for
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the value here is that if they click on a particular ad seeing you promoting about values then that
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means hey you need to create more content related on values because that's that's the content that drives
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engagement in application yeah absolutely yeah that that's gonna that's
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the future and um i think and and talk push we we can sort of do that by
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organizing them by campaign but but we can do better for sure um james a question for you june said
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that in his team um he had to build a whole new analytics team to handle just the volume the sheer volume of data so
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that's that's a something that maybe we didn't have in recruitment you know five ten years ago we didn't have a dedicated
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analytics team i don't know if you've had you have one of those as well and aphny and and if
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you've seen other changes in the composition of the team in the years you've been there how has the social
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media wave affected the way you organize and you build your team your ta team
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oh well before yes we didn't have an analytics team we had
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um a recruitment marketing team which is composed of one person um so
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the way it works and and before you're usually divided for for volume hiring
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you have people who generate your lead um you have people who source
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who are sourcing and you have front desks you have tas you have recruiters etc
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right now in terms of composition like there's been an upskilling in terms of people
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so you get to um you get upskill people who are in the front desk before who are test admins
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before who are sourcing people before um and get to upscale them to a level of a recruiter so there's no more recruiters
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or sourcing and recruitment before anymore it's just leads generation you're
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like a big number of recruiters um and then your back end which is your job offers and such
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there's also a need and we already have um an analytics team which is right now
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i think we have one but before we had two of them i think we're hiding from one right now um but there's been a
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change in a way that there's we eliminate
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we try or at least we try to eliminate um admin tasks
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the the admin tasks that you know like for example phone screeners calling people and verifying their minimum
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qualification um and then okay you pass the minimum qualification you can go to the next step of the process which is the front
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desk where you're gonna sign forms again and then you know stuff like that right now um with the presence of social media
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and integration um you want to make sure that this or the tool
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you know is that kid can craft these people and you want to equip your people recruiters to
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be able to just focus on building connection and candidate experience that's our focus right now and that's
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what you want to go through right um most of the analytics are being taken
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care of a team or the leaders um to check on the performance of their team and so the recruiters right now instead
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of you know pasting on 500 excels right and 500 cells in excels you can
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just look at your screen take what you take the information you need call this candidate and you know build connection
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that's i think um the change has been right now uh with with the pandemic
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and the way you you framed it earlier you said uh you said you know we don't do sourcing and recruiting anymore we
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have recruiters and we have lead gen and and and lead gen in my mind lead gen the
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sourcing is the same thing but uh but i guess in the old ways sourcing is more of a hitting the street and
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right yeah and yeah going going in the shopping malls and grabbing people by the sleeves
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and say come in here yeah we still have um people in the employee referral program um but they
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mostly do again leads generation in terms of soliciting to people giving feedback to
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our employees etc etc but it's not like a whole sourcing team with phone screeners back then and then
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all of these bone cleaner will just verify the minimum qualification and invite them going to the side
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right now since you're already talking to them why not recruit them at the same time and so we scale this uh phone
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screeners to you know for them to become a whole like a full pledge recruiters
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right um yeah carl i did you want to add anything to the the changing composition of the team or or if not uh i could ask
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you about some of the new trends that you're seeing on on uh social media sourcing uh that that
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have been picking up yeah i actually i would just like to echo like uh what june and james
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mentioned that right now based on the people that i am working with with the different clients that i'm handling
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i can really see that they tend to invest more or hire more people on things that can help them improve their recruitment processes and since right
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now social media is really a big hit in terms of hiring in terms of recruitment
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a lot of the companies tend to invest more on people in the marketing side or an equipment
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marketing side for them to be able to generate more ads advertisements that can attract or
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give them more leads and aside from that uh once they have once they're able to
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attract more leads and definitely they need to hire again traffic or they need to focus on people that can help them
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put that data into a report that would actually make sense the executives or the business and yeah so i would
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definitely agree to uh what james and jonah also mentioned
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and the the idea of insourcing recruitment marketing is still relatively new i mean
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a lot of companies have been in the bpo space been doing it for a long time but it's still relatively new it used to be
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uh you would ask an agency to do everything but but i mean i guess the lead you know lead buying it doesn't go
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through agencies so much anymore right uh yeah i see some nods yeah
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um i think new companies right now tend to have like this recruitment marketing
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team different from the like the branding marketing team that handles all of the branding materials for the whole
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company so for the recruitment marketing department they just really focuses on how they will be able to attract more
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leads get more leads what different things or like uh agenda that they can
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still do for them to be able to to get qualified people
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to be included
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when you're such a good student with your hand up i i just wanted to point out that uh
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being a universal recruiter with multiple skill set that's an idea but you also have to
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factor in scale depending on the number of people you're hiring and in which geos on the location
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it's interesting because um recruitment has evolved in terms of key niches and skill sets to your point
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earlier recruitment marketing wasn't part of that skill set desired skill set for recruiters a few years ago
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but now it's one of the most required um it's almost similar to what happened
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in human resources which turned into people operations where you have talent management total rewards hr and
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compliance and then workplace safety if you look at italian acquisition you now have the
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the sourcing specialist you have the recruitment marketing team you have the reporting and data analytics team
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that looks at the market trends and analysis and then you have of course the standard volume
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recruiting corporate recruiting all of these things again um niche
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specialization that once you start gaining um proficiency in each of these niches
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uh it just helps prepare you to be a better overall ta uh executive
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uh that could uh spell the the end the death of smaller companies right if if
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everybody's specializing and getting an extra edge in productivity then can the little guys survive and what what can
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they do to adapt to the new world where there's this these armies of recruitment
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marketing specialists uh backed up with analysts that give them numbers so they can optimize each campaign day by day
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what what can the little guys do to stay competitive on social media when sourcing
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i think that's where tools come in that's where automated solutions come in because it's a level playing field
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whether you have 100 recruiters supporting you or five recruiters if you
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have an automated solution the five recruiters can do the work of 100 recruiters
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yeah um and i think up to add on to that with the volume right now like i can
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give you an example for 2020 we in the highest we receive in terms of volume
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updates in a month just 25 000 leads and we only have 10 recruiters so how
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even if you are a big company how do you get to you know build connection with 25 000 people
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so um it's it's it's best if you'll be able to segment this you know put them all in
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one place automatically submit them into which buckets they're going to be placed through and then you know have someone
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specialize on that part of the segment to talk to them and build connection because i'm pretty sure that um if you
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you know if you segment them then people would actually oh who do i talk to first who they talk to next
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[Music] did you say 25 000 leads 85 000. for 10 recruiters
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all right if you guys want to if you guys want to do 25 000 2 500 leads per
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recruiter if that's the kind of environment you want to work in how do you get a hold of james
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how do they where can people find you james we're going to close it on on these impressive numbers and then move
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to the second part of that that's the hybrid oh well you can get in touch through by linkedin
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i guess yeah yeah james cerio
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yeah we'll put the links up and and june what's the best way to get a hold of you
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through linkedin linkedin same yes uh great uh great and and carla do
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you want do you want to stick around for the next portion julian and blanche are gonna talk about
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uh how talk push we're gonna do a little bit of product placement you know after we've invited
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all these beautiful people to come and listen to our our uh guests we're gonna talk a little bit
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about our product and how it helps to convert a lot of traffic thousands of
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leads into dozens of conversations and a few a handful of good hires without
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human intervention or with minimal work on on the engagement front
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so um thank you very much uh james and june and and karla for joining us for this
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joining me for this conversation and to for coming to the recruitment hackers
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over to you thank you thanks max thank you for that lovely discussion it was very insightful
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uh if you want to ask some more questions um i think someone's gonna share
28:14
their screen and you will be able to see the qr codes of the speakers you'll be able to connect with them anytime
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we'll share that later but of course social media sourcing is here to stay
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and this is why a lot of companies like transcom acne are investing in a variety of solutions in blockbuster in
28:32
particular that can reduce the very manual work especially around capturing and managing the thousands of leads that
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they get on social media in the philippines in particular facebook is the number one platform to
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be and that's why talkbush has adapted to that and became the very first recruitment chatbot to be built on
28:51
facebook messenger and today engages with millions of conversations every day
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so this is why i wanted to invite my colleague julian to show you some of blockbush's capability
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let's start with how are you seeing our screen right so thank you so much for that um
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to all of the people also that joined us in our talk today
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so for this discussion i would be showing you the different ways that you can capture leads through social media
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and also how you can capture them from paid ads i will also show you after this
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how you can see all of those captured leads in our crm and how you can make
29:35
your lives easier by using our automation all right so with that being said i'll just show you my screen and
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get right to it okay so let's just set a bit of content
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context when we say organic traffic these are the candidates that are pretty much stocking your facebook page and
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then asking to see any available jobs so this is what we wanted to show you go ahead
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so for everyone in the call what you're seeing in my screen now is like a digital version of how life used to be
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wherein candidates would go to your different sites with your buildings and then you know simply ask questions or even
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submit their resume so they can apply these days what candidates would do is to go to your facebook pages and not
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only ask you questions but apply from there so the way that you can capture organic leads is by allowing them to
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send you a message and one of the things that we do have here in doctors is that every hire starts with a conversation so
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let's start a conversation with this chatbot right so once i click on send a message it would bring you to the
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chatbot of your page right and as you can see here the chatbot is already interacting with me it's asking
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me what i want to do today and you know it allows me to also ask it
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questions right but the important thing here is that the chat bot would allow me
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to browse the different vacancies and campaigns that you're currently running
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for this instance i clicked on browse vacancies and since i clicked on that the chatbot would ask me where i
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currently am in so it also helps you filter out where
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candidates are applying from what says these uh they're currently in for this one i clicked on philippines
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and it identified that i'm in in makati right now so it would only show me the
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vacancies that are within this vicinity so as you can see there makati uh
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front-end software engineer uh in makati customer success so on and so forth
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once i see all of these vacancies i can click on apply and then from there the bot would start capturing my data so
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it allows me to submit my contact details as well as
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again to clarify which city that i'm in and then even though this is a chatbot it would
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verify if all of the things that i have submitted is absolutely correct once verified then i can start answering the
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questions that you the recruiters would like to ask for that specific role and
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again this is very customizable the questions are not a one size fit fits all so you can ask different questions
32:19
for the different roles that you would be running right once all of this is set the candidate
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can even view their profile and then all of this data will be stored in the crm right away and i'll show you this
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later on so with that being said that would be the
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organic flow of where your candidates
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if you want to reach more of your targeted audiences of course paid ads are the way to go right how about japan
32:54
yeah they're also paid solutions um such as the traffic ads and also the lead ads
33:00
right so what you're seeing in my screen now um since we're done talking about how candidates can just interact with
33:06
your uh with your facebook page what you can see now is a traffic ad that is
33:11
specific to just one campaign because of course what you would want to do is target
33:17
candidates for specific roles right for example this one is for the graduate
33:22
training program since i clicked on apply to this you can see here in my screen that it's showing
33:27
the job card for this role alone so it doesn't bring back the candidate to the
33:33
previous organic flow wherein it would ask all of this information over again
33:40
this way the candidate is focused on the role that they want to apply for and at the same time you're saving the
33:45
candidate a lot of time as well since uh you know you're responding to the candidate right away you're letting them
33:52
apply to that role they were interested in the in the first place and then one of the other benefits here
33:58
is that the chances of you losing this candidate is a lot less right the moment that the
34:03
candidate applies they show interest so the the
34:09
most important thing to do is to communicate with that candidate right away and with the use of our chatbot or
34:14
the use of our ai system then you can already interact with the candidate or
34:20
someone well the friend is for this instance it's a chatbot it's already interacting with your candidate keeping
34:26
them warm making sure that they're interested right and i know that all of you guys are very
34:33
busy and i know that some of you guys may get tired throughout the week but this chatbot never rests so even on
34:39
something let's say i'm just scrolling through facebook is this add something
34:45
that pops up how am i being targeted right so um
34:51
the ads would target you with depending on what um what you like on facebook or
34:57
the interests that you would share it's really dependent on the facebook algorithm right
35:03
but let's say lunch um you want something that's more efficient in capturing leads right that's where
35:11
the lead ads come in right and that's what you can see now so a while ago
35:17
what happens here is that the call to action is to click on that apply now button it leads all of the candidates
35:23
that would click on this ad into the chatbot for this one if you want to capture a little bit more data then running lead
35:30
ads is one of the best things to do because if the candidate clicks on the apply now button it shows them this form
35:37
which asks the candidate questions similar to what the chatbot would do
35:42
but what it does is that it allows you to ask another set of questions to the
35:48
candidates as well right now i have a question julian so let's say we had four more level
35:55
captures my da the data what what does it look like in blockbush will i have google answer the data again
36:02
right so um once you answer all of this in this form and the system already captures
36:10
your your contact details the next thing that would happen is that the system would
36:17
automatically send a message to you inviting you to proceed with your application and this is how it looks
36:23
like right so for each campaign that you run you can actually set up a different set of
36:30
messages inviting the candidates telling them that they've completed so on and so forth but for the sake of this example
36:36
as you can see here there is a code that says interview page url and messenger interview link now
36:43
once the candidate fills this form out they're sent this message and all the candidate needs to do is click on either
36:50
one of those links and then they would already be led either to the chatbot or to the landing page and then similar to
36:58
what i showed earlier with the traffic ads the candidate doesn't have to go through the
37:04
the organic pod flow wherein the bot would ask for the contact details again and then it would ask
37:10
which position they want to apply for so on and so forth this one is also a direct approach and that allows your
37:17
candidates to push through with their application for that campaign all right
37:23
now when you're running when you're running these ads or running these posts uh of course
37:29
one of the things that would come to mind is that okay candidates are flowing in to my facebook page candidates are
37:35
flowing into my lead ads and traffic ads so sometimes that data can get a little um
37:42
a little overwhelming but no worries because we're capturing all of these into top bus right and this is basically
37:49
how it looks like as you can see here all of these candidates applied through different
37:55
sourcing channels right some of them applied from uh from those uh facebook
38:00
lead ads or traffic ads some of them came in through your page and some of them even apply through your different
38:07
job words right but no worries because all of that data is stored here so as
38:13
you can see on the right this is a candidate's profile their contact details are saved
38:19
and then all of these are candidate attributes connected to questions that you asked them
38:26
right so as you can see there the question about linkedin what my linkedin link is
38:31
so on and so forth um since you mentioned that you could connect with someone should connect with
38:38
a different sourcing channels is there a way for us to see which channel it came from
38:46
actually um that is a good question so here in the applicant
38:51
in the application details you can already identify which source a candidate is coming from this candidate
38:58
applied through messenger so we know that this candidate was organic they went to your facebook page and then they
39:06
pushed through with your application let's say they're coming in from a lead ad this would then state lead ad and then
39:12
you can also see the lead ad id here in the other information area right so um from there you can identify
39:20
which lead ads work or which lead ads you know are are the best for
39:26
sourcing candidates so on and so forth another thing that i would like to show here in the crm is that
39:33
you can you can identify which campaigns um candidates are flowing into so we
39:39
don't just jam them all in one system right all of these candidates are
39:45
are segregated depending on what job card they chose like you saw earlier there are different job cards that the
39:51
bot is allowing me to apply to this one you can segregate or just choose which
39:57
ones you would like to view or which candidates you would like to view and then we also can segregate them
40:03
depending on which folder they're currently in so as you can see here it also shows you how many candidates are
40:10
in a specific stage now the good thing about these folder segregations is that
40:16
the candidates would i'm sorry you the recruiters would know how many candidates are in each phase and also
40:25
you can map this out the same way as you've mapped out your recruitment process
40:31
all right now which tracks that could you also track
40:37
how many leads are coming in from let's say i wanted to see which was which is my top
40:42
performing channel is it social media is it job boards is there a way that i could stack that yes so we also have analytics for that
40:50
we can uh we can filter out um which campaigns you want to look into as well
40:56
as which sourcing channels have worked for you the best so that you can focus on those
41:02
or put in a little bit more effort in those that are lagging behind
41:07
now and say i wanted i wanted to re-engage in like six months to everyone
41:13
that i rejected can i can i do that yes absolutely so uh you can also set
41:19
parameters within your campaign which allows you to either um
41:24
to either block candidates from applying again since they've already applied before so that there wouldn't be
41:30
duplicates um you can also set parameters where candidates can only apply after six
41:36
months of being rejected or sometimes if you're feeling generous or if you're
41:42
feeling uh nice right you can even allow candidates to send multiple applications
41:47
you know and keep trying and trying now another thing that i would like to talk
41:52
about is a solution that we have for all of you so june mentioned a while ago that
42:00
the only way those small companies uh can adapt is through the different tools that they
42:07
can use we are a recruitment automation platform and we are a tool that helps you automate a lot of
42:15
your tasks and this is where autoflow comes in this solution allows you to automate
42:21
different steps of your recruitment process so from filtering them to sending messages to the different
42:26
candidates so let's say you want to set parameters such as only getting those candidates that have
42:34
at least one year experience for that rule that you're you're hiring for and also if they're
42:41
at least a high school graduate right you can set that parameter so that all of those candidates will push on through
42:48
to the next step and then those that don't fit those those qualifications yet can be placed
42:54
in a pooling folder so that you can retap them in the future now
43:01
another thing to keep in mind with this autoflow is not that it it's not just moving candidates from folder to folder
43:08
or through your recruitment process it can also allow you to automatically send messages to candidates and also if ever
43:16
you're running some assessments we can also help with that we can put in
43:22
those assessment links on the messages that that you would have and then you can set
43:28
parameters wherein if a candidate passes the prerequisites then we move them to a specific folder and send them
43:35
these assessment links right away thus saving you and your team a lot of time
43:40
right another thing that it can do is it allows you to automate your scheduling
43:46
right so if ever the candidate will not have to go through a another assessment it also allows you to
43:53
send a scheduler to all of those candidates instead and again it will go through the same
43:59
flow wherein it is an automate an automated message that would be sent out to all of the candidates that pass your
44:05
prerequisites so again save your time automate a lot of your process and you will have a lot
44:13
of free time to do more important things all right just to clarify julian for the for the
44:19
qualifications is that something that we could set up is that based on our qualifications for example two years
44:26
minimum bbo is that something that we could do so as i mentioned earlier this is
44:31
something that is absolutely customizable you and your team can set these parameters yourselves
44:38
so that it will always fit or mirror whatever recruitment process you have
44:48
okay so that's more or less it for me if ever you guys have any other questions perhaps you can contact blanche we can
44:54
set up a demo for this and we'll get right through it okay yeah thank you julian and with that
45:02
we also have an upcoming um webinar that is focused on how to create ideal
45:07
workflows using automation you're very much welcome to join us then
45:12
and of course thank you for thank you everyone do you have any questions before we end about what you saw on
45:19
screen any questions for us or any of our speakers
45:29
none this is one of many webinars that we are launching so if you you'd be interested
45:36
in the next webinar that will be happening on march is the recruiting for millennials
45:42
on instagram this time and if you'd like to see more of the product you can book a demo with us just
45:49
scan the qr code that you see on screen
45:57
if there aren't any more questions we'd be very happy to customize a demo for you so what you
46:03
just saw was the tip of the iceberg i would say what what we really do is ver is
46:10
customized and get to know your your company get to know and understand your pain points and then customize a demo
46:16
that is specific to your recruitment process and with that thank you everyone for joining if there
46:22
are any other questions feel free to connect with each and every single one of us and see you all at the next
46:27
recruitment hackers event so let's just have all of the speakers on screen again and thank you thank you everyone for
46:34
joining us
46:39
thank you and if
46:49
thanks june
