Applying Conversational Principles to Recruiting

Applying Conversational Principles to Recruiting

Overview

In this episode of ProjectHR, host Jennifer Orechwa interviews Mike about how applying Conversational Marketing principles in recruiting is a proactive way of engaging with customers. Online interactions engage customers via a two-way conversation to better address their needs and offer positive solutions. With this kind of marketing, you’re on-hand to help, precisely when the customer needs you. Mike Seidle, CTO and Co-Founder of PivotCX (formerly known as WorkHere), shares with us how conversational recruiting tools can help make the recruitment processes more engaging, and can produce better results than a traditional qualification process.

On this episode, we dive in and learn:

  • The challenges of recruitment
  • Why texting is such a vital tool
  • How Mike and his team apply conversational principles in recruiting
  • How this kind of engagement can improve the candidate experience and drive efficiency
  • How Conversational Recruitment can reduce time-to-hire from months to weeks to days!

Links in this episode:

LinkedIn: @IndyMike (Mike Seidle) 

LinkedIn: Jennifer Orechwa

Featured Image background by Dominika Roseclay

Human Interaction in Hiring! Podcast interview with Mike Seidle

Human Interaction in Hiring! Podcast interview with Mike Seidle

This is a discussion of the importance of the Human Interaction in Hiring with Traci Rubin, host of Bringing the Human back to Human Resources, and Mike Seidle, CTO of PivotCX.

In this episode of Bringing the Human back to Human Resources, Mike Seidle speaks with Traci about how PivotCX is bringing the human element back to the candidate experience. Employers continue struggling to create a positive experience for job seekers. Complex multi-step applications, chatbots, and over-worked recruiters make it harder to reach out to job applicants quickly and personally. Since the job market is becoming much more competitive, talent has become the main concern for businesses of all sizes. Speed of response and keeping the human interaction in hiring are key elements of the candidate experience. Candidates who get responses quickly are more likely to follow through the screening process and get hired. 

Links in this episode:

Connect with Mike Seidle: https://www.linkedin.com/in/indymike/

Connect with Traci Rubin: https://linktr.ee/HRTraci 

Featured Image background by Dominika Roseclay
Podcast: Creating Engaging Experiences in Recruiting

Podcast: Creating Engaging Experiences in Recruiting

Overview

In this episode of Businesses are People Too! A Podcast, host  Lindsay Harle interviews PivotCX’s CTO, Mike Seidle, to explore the power of an engaging experience in recruiting…

On this episode, we dive in and learn:

  • Why hiring is a C-Suite, not an HR issue
  • How companies should interact with potential hires
  • The reality and ramifications of the demographic shift
  • The importance of bringing along your younger employees up through the company
  • How to give employees opportunities to grow without them having to leave
  • Why businesses should be hiring for POTENTIAL rather than specifics of experience, skills, etc.
  • How to assess the potential of an individual
  • The power of HUMAN intelligence in hiring
  • What the most important thing a job seeker should be doing in an interview
  • One small thing businesses can do to start engaging their applicants
  • How to fill open positions effectively
  • The power of an engaging experience in recruiting
  • Mike’s answer to “What if…businesses realized that they are people too?” (35:09)

Links in this episode:

Website: www.pivotcx.io

LinkedIn: @IndyMike (Mike Seidle)

 

Website: www.thewriteharle.com; www.quirkylindsayharle.com

LinkedIn: Lindsay Harle-Kadatz

Featured Image background by Dominika Roseclay

Speedy Onboarding! Oven-Ready HR Interview with Mike Seidle

Speedy Onboarding! Oven-Ready HR Interview with Mike Seidle

In this episode of Oven-Ready HR, Christ Taylor turns to Mike Seidle, a former graduate of the US Naval Nuclear Power School who’s used his technology and engineering background to create a solution that promises to reduce the hiring time from weeks to days. After all, nuclear power is used to make submarines and aircraft carriers go faster, why not the hiring process?

Media reports of staff shortages in key sectors such as hospitality are hampering the efforts and viability of businesses keen to reopen after the lockdowns. The competition for staff is currently fierce and as the saying goes ‘you snooze, you lose.

Mike Seidle, the co-founder, and CTO of PivotCX explains how organizations can use technology to beat their competitors in the race for talent; improve the overall candidate experience for both successful and unsuccessful candidates; increase diversity and inclusivity; build a positive employer brand.

Mike considers the hiring process for most candidates to be “Dystopian”. Organizations have made investments in order to hire hopefully faster and cheaper but the candidate experience is still light-years behind. A fascinating exploration of the hiring process particularly in terms of how technology can genuinely improve the candidate experience.

Featured Image background by Dominika Roseclay

The Case for Why Recruiting Needs SDR / BDRs

The Case for Why Recruiting Needs SDR / BDRs

Why does Recruiting need SDR? Companies with SDR or BDRs are 8x more effective at selling versus organizations with just quota carrying sales reps. Recruiting organizations can get similar results.

In sales, work is split between sales development representatives (SDRs) or business development representatives (BDRs) and sales representatives.  The difference between an SDR and BDR is naming only.

Instead of getting into the weeds on why SDRs are transformative to sales organizations, let’s just get to the results (in this case from a  study by Gartner):

  • In companies without SDRs, quota-carrying representatives closed 5% of leads.
  • Companies with SDRs averaged closing 40% of leads.

In other words, companies with SDRs are 8x more effective at selling.

The question is, can recruiting get a similar result?

The SDRs are responsible for keeping the pipeline full and moving inbound and outbound leads through the pipeline. SDRs usually don’t carry a quota. Sales reps do carry a quota and are responsible for engaging, uncovering needs, right-fitting solutions, proposing and closing business with potential customers that are qualified by the SDRs.

By the way, the reason this works is that the skills and workflows required for pipeline building sales activity are different than the skills and workflows required to develop and close deals.

It’s not different in recruiting.

In recruiting, often we see sourcers feeding passive candidates into the funnel, but no one specializing in or more importantly, having the time for early funnel engagement. The result is identical to the result we see in sales organizations without a SDR: a low apply-to-hire conversion rate, and an eternal need for more candidate flow. By the way, before you say, “but sourcers” remember that having “sales assistants” who did research work (finding potential customers) was a thing before the SDR model emerged. The magic happened when sales realized we needed people who would care and feed the pipeline AND engage with customers. The result was pretty striking:

  • Sales Representatives were freed from top of funnel activity and were able to focus on presenting and closing, resulting in an 8x increase in closed deals.
  • Customers reported a better buying experience, largely because the SDR was available to answer questions immediately, and were there to intervene when a prospect stopped communicating.
  • Sales became more consistent because the pipeline was being actively managed.

We know from three years of doing conversational engagement that we get the exact same benefits when we shift from a traditional recruiting model to a SDR styled model:

  • Recruiters are freed up from top-of-funnel activity (which often is 40-60% of their daily workload) to focus on interviewing, negotiating, and working with hiring managers.
  • Candidates report a much better candidate experience, largely because they get immediate communication from a real person. When things go wrong, our Live team is able to intervene and get the process back on track.
  • Hiring becomes more consistent because the pipeline is being actively managed.
  • Job ad spend can contain a lot of waste, and a tighter pipeline allows you to reduce ad spend by 20-40% and get the same result.

In the end, adding an SDR / BDR like role to recruiting is pretty striking. According to PivotCX customer Tracy Laxton, VP HR at Alpha Packaging:

“There’s a general expectation among job seekers of getting an immediate response yet it can take busy HR departments days to respond to an online application. That doesn’t cut it today. With PivotCX, we’re connecting with candidates in seconds.”