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hi hi everyone welcome welcome
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so let's give everyone two minutes to log in um if you're here feel free to
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type your name in the chat what company you're from and where you're dialing from i know for this session in
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particular we will be having quite a diverse audience so we will be having um
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different audiences from different parts of asia we have a few in the panel like
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louis and nikki who's dialing from all over the globe so it's really nice
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to uh that this community is able to bring everyone together so let's just give everyone um two more minutes to log
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hi good afternoon um i didn't know that a lot of my team members will be joining
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in i didn't announce i didn't announce but i guess the topic has been there and uh you know i shout
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out to everybody from from from i-corps and thank you so much for the opportunity that you've you know
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talkwush has given me to share my you know share the insights that i have
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and be able to be of help also to those who are currently in the high volume
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recruitment space now thank you miss cynthia we know you have a very fruitful talent acquisition
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career you had years of industry experience not only at i-corps but in the bpo space so we're very excited
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to hear your thoughts so we won't keep everyone waiting i will let's keep this discussion going so i
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wanted to introduce your moderator for this afternoon nikki our content manager at cockbush so take it away nikki
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thanks blanche thank you for an awesome introduction and thank you everyone for joining us today we're very excited
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that yes in the past we were relying on spreadsheets to you know gather gather leads
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get the phone numbers get those emails and everybody would have you know would maintain their own um database because
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of the fear that you know something might happen and you know we might lose those leads but leveraging
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the the right now the i would say the crm tools that we're using the leads generation
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tools that we're currently using allows us to kind of veer away from maintaining our individual spreadsheets you know our
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notebooks of leads and things like that but and uh have it all in a platform where it can readily be accessed by by
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technically anyone so if let's say um it's not dependent on the on on let's
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say the attendance of of a recruiter for us to be able to let's say top the the
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leads that sitting in in a certain in the in the platform right because this is something that can be shared with
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other recruiters and the recruiters can you know take on and and top all the leads that's there unlike before to your
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you can just use also the the you know the messenger right the facebook so it has opened a lot of doors that allows us
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to really scale and that's where the i would say that's where the a lot of the efficiency and
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the effectiveness and the cost um cost benefit is it is uh coming from or the
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the the the fact that if i would compare the kind of hiring that we were doing pre-pandemic we're
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actually hiring more now compared to before awesome that's really interesting i mean
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i didn't even know about the fact that you can convert your job fairs and make it online but i think i mean right now
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that people can come together in a physical location a lot of people are abandoning confess i mean you've made
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you've opened my eyes for the fact that you can convert all of these events make them online and people will attend
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because i mean it's easier for them now to attend and they can meet with you and learn more about you online i mean you
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can even meet those read those resources because online and easily available to them so that's on the candidate
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let's take it to the recruiters um iris i'm curious to know so how can
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automation make managing those volumes that you're getting from online um
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events like cynthia mentioned the facebook ads i mean you're getting a lot of volume so how
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can automation make it easy for your recruiters to be able to manage that volume in one space you know um monitor
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those campaigns in one place that sort of thing because you still don't want your recruiters going to different places to monitor the performance of the
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facebook as they're running or the events they're running and everything so how can automation make this easier for
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the recruiters yeah it's very important to note that
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recruitment never stops but the recruiter has to sleep at some point um you know they don't operate 24 hours
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maybe at some maybe during certain times of of a month or a week you know they
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really need to extend hours um because they need to meet hiring targets but um
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you know we need to be able to leverage on something that will allow them to you know to take a break basically uh we in
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topwatch we are able to look at candidate activity uh we know that that the number of leads that are collected
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on top posh never hits zero it never does that and what that means is the
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mechanism that allows our customers or allows companies to harvest and collect all of those
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applications from different sourcing channels that that mechanism happens without human intervention so what
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exactly what activities are these um typically typically companies would use different
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sourcing channels they would have job boards they would have social media they would have referrals
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normally um you would you would get download those leads from different sourcing channels and manually put them
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together into one express one spreadsheet for example that is one activity that is that has to
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be automated because if you have to wait for someone to do those downloads then that means that the lead might get
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called the behavior especially for bpo hiring i would say that candidates have
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this mentality that for them to get hired they need to apply across several positions um
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potentially several positions within the same company or several positions within different companies so imagine that you
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know it's really the fastest recruiter who could get to them would be able to convert them in the end so you know the
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the the step of collecting them harvesting them sending them a message pre-screening them booking them of
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foreign appointments and even sending them instructions of what to expect or where to go next or you know what are
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the assessments would be you know those are activities that if you rely on a recruiter that would take time
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if you're if you need to hire a thousand in a month then definitely you need to be reaching out to say 50 000 people in
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a month if you only have 10 people in the team then it's it's it's very impossible for that team to be able to
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do that all by themselves so that's really where automation comes in uh to answer your question automation allows
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you to automate the mundane and you know make sure that the recruiter is able to take a break um but in in the process of
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doing so they know that the recruitment never stops
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awesome that's awesome so um i love the part where he said that the recruiter has to sleep really
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because if not for automation you're working around the clock to meet your hiring
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packets because i mean you've been told or you have to schedule some amount of um interviews in a day
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and you're looking at the fact that you're only human and you need to take a break or when you add automation to the mix i mean i can those stages of
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recruitment can be automated and your recruiters can focus on more valuable
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tasks more meaningful tasks like converting um those have been scheduled those have been interviewed and making
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sure that there's a great match for your um vacancies so um which leads me to the
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last point about this question the reducing time to hire um cynthia i'd
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like to know like previously what are the number of days it takes you to higher um
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your your the number of people that you have to hire at the end of the day and what has automation helped you achieve
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correctly like you used to have you used to have weeks months before you can meet your targets and what it is currently
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now well i would say that before the targets
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would be like at least within a week you're supposed to at least convert the leads that that would like the lease
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that would come in monday you have at least until the end of the week to be able to convert that right but right now
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with the the help of automation at least the initial outreach is being done already by the system so that you know
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what gets into what the the the recruiters should be processing are typically what we call the hot
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candidates or the warm candidates and they're easily converted already right so um target still remains to be right
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now from from seven days from one week we're already within the range of two to three days conversion time
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now the additional um the keep warm process actually is actually easier right now also with the
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with um with the use of automation because it helps us ensure that our recruiters
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would always be in touch with with the candidates because there's always that also that that waiting time before the
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candidates gets onboarded right so you kind of hire them within two to three days but you need to make sure that they
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go through your other activities that that is needed before they onboard so that
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that's also where the the system comes into play because we're able to ensure that there is that connection between
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between us the the the company recruiters and um and the candidates and at the same time um
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not only is the system able to um ensure that we process candidates fast
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not only the warm candidates in fact we can also convert cold candidates right so i think like what we were we were
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talking about yesterday um that you know even even those that
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are um even those that have not been completely converted by the system
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we are able to tap and we are able to to convert still so not only do you reduce
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the number of hiring days but the number of conversions the number of conversions that you do within that time frame is
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also increasing because you have technology that's helping you out that's awesome that's awesome so um
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thank you very much miss cynthia i think this brings our discussion to a close so i'll just um call on iris right now to
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do a small demo presentation of what stock which can help employers achieve reducing
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can i add one more nikki before we end um i know we're talking about automation
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but in the entire formula i would say in the entire formula what is really important
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it's it's technically 50 50 but i would say the remaining 50 really would be the the
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recruiters themselves right if we don't have recruiters who will not embrace the technology then you're
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you're screwed right if you don't have recruiters who see the who see the the
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difference that they make i mean the passion behind the recruitment job then it's not also
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gonna work so i think let's also have that balance we're in you know we have
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we have your people factor you have your your system factor and they all have to
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be able to you know plug in together and be able to and with that you know you can you can actually
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meet your your objectives so again um let's not forget the fact that we have to enable also our recruiters we
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have to make them embrace the technology we have to make them understand how
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technology is going to help them because i know aries you can relate to this there are certain instances especially
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when you're starting with automation you get a lot of resistance from from recruiters because they think that you
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know the system is going to replace them but you know if recruiters will understand that the technology is
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something that will help them be good at what they're doing and be experts at what they do and they can
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focus on really you know the recruitment part of it then you will have a very you know a very good and perfect formula i
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would say yeah yeah i would agree that that happens everywhere um you know
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in our practice at top push within the customer success function um you know we see that we see that we see that
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implementations fail because you know we always get that push back from from the recruiters themselves like you mentioned
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messenger sometimes they would feel like oh is this replacing my job am i gonna get fired because they have a robot now
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to have had everyone here it's been a great discussion thanks again to our panelists and
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yes see you at our next event so we also put the link on the chat if you want to
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book a demo so feel free to do so and yes thank you everyone and we hope that
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you have a good day we'll we don't have to take up all the time but see you at our next event thank you
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thank you miss cynthia thank you thank you bye
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have a good day
