Cut Your Time to Fill in Half with Jobvite Text [Webinar]

Webinar Transcript:

Angela: Hi everyone and welcome to our webinar “Cut Your Time to Fill in Half with Text” your key to saving 922 recruiting hours a year. My name is Angela Lee and I am a Senior Marketing Manager here at Jobvite. Happy to have you join us first a couple of housekeeping items first you'll notice that all of your lines are currently muted as you'll see that you have any questions at all you are you can feel free to chat into the window down below we'll be answering the questions at the end of the webinar. And now on to the webinar first I'd like to introduce Robert Tsao who is our Chief Product Officer here at Jobvite. Robert has more than 20 years of experience in technology working for a variety of different companies I understand he's also founded a few companies himself Robert do you want to say a couple things.

Robert: Sure thanks Angela yeah it's great to be here with everybody and it's great to be here on with them Aman as well. Yeah just a little bit about me I've been with Jobvite for five years in both the strategy role and currently the chief product officer. I have about 10 years of experience working on the recruiting side and it's great to be here to talk about recruiting and specifically mobile than texting today.

Angela: Thank you Robert and also we are joined as Robert said by Aman as well he is our as well as the President and CEO of Canvas. Aman also has a lot of years of experience within the technology space so let's Aman give a brief intro to who he is as well.

Aman:  Yeah really excited to be here super excited about Jobvite text powered by Canvas and you know is that my first tech space start-up over a decade ago and the technology sure has come a long way and it's been really exciting to watch it's really unparalleled growth in the recruiting space so really excited to share more about our product.

Angela: Great thank you and so now on to the webinar I'm gonna turn it over to Robert to begin the presentation.

Robert: Great so what I thought I'd do is maybe take a step back and give you some context around some of the things that we've been seeing on recruiting and how that's actually making texting and mobile communication so important for everybody to think about it and utilize nowadays. So on I think everybody is familiar with our record low unemployment rates and you know especially in the skilled labor white collar workforce high-growth industries highly educated candidates this has created you know record unemployment and really made it tough for recruiters and companies to build up their talent.

People that you were looking for in those areas are already employed now that's the bad news but the good news is everybody even though that they were employed are still out there looking for jobs. So they're on your career site but it's not just the career site they're looking for information about your culture they are doing research on LinkedIn about your team they're looking for videos about the impacts of the company understanding from the employee perspective what a day in the life as the organization looks like.

And so they're very eager and actively searching for ways to communicate to do their research to hear from employees and leaders of the company. And when they become available and make a decision that they're ready to make a change in careers. You have a few weeks to get them engaged get them through the process and if you have not built a relationship with them prior to them being available and reaching out to you then you really don't have an opportunity to pick up the best talent. So now more than ever it's extremely important to be proactive in building out relationships with candidates way before the job is available. And in some situations working with customers some of our best debrief customers a Jobvite yet the recruiters and sourcer’s are building out relationships years before a job actually becomes available and in so doing creating great talent pools that they can build on and recruit from significantly improving their their metrics in the process.

Critical to building these proactive relationships by the way is is a using text I think one of the things that we've seen is as recruiters are starting to import strategies from the marketing industry in learning how to build relationships and building up with recruitment marketing strategies we're seeing that texting is standing out as a communication platform and a strategy that is providing extremely good metrics that has been extremely effective at communicating and mobilizing individuals. What we're actually saying from just the over the last few years looking at metrics in the recruiting or I'm sorry in the marketing space Americans are sending and receiving five times as many texts compared to phone calls each day.

Another study over the last few years is showing that text messages have an open rate of 98% and also that text messages are seeing an average time to respond up 90 seconds. And so these are metrics from the sales and marketing industry showing how over the last five years as sales and marketers have embraced mobile and SMS communications they've been able to pretty much transform the metrics around how the ROI of their advertising spend and their marketing span to get great results. So on the recruiting side over 10 years ago Jobvite was one of the first ATS to build our recruiting and referral features and functionality directly on top of existing email communications. And that really changed a game for us in enabling recruiters to really streamline the recruiting process within their organizations usually their existing email using and building that directly into the workflow processes.

Texting brings in to a whole nother level we're seeing that again especially with the next generation of talent recruiters that utilize texts and mobile communications get four to five times better open and read rates than using email alone. And what that means is that better open rates and read rates and response metrics means more conversations means bigger talent pools means more applications and ultimately it leads to better hires. And so there are a whole bunch of ways that companies have been using this technology then to drive those results and I'll just give a few of them to to give some examples one ways of using texting for communicating with candidates is to keep them engaged with their the recruiting puddle so after they've applied and while they're going through the process again the typical time to hire is is anywhere from you know a couple weeks up to 30 days. And keeping them engaged in that process is critical and especially as other people and other recruiters continue to reach out to them through that process what we've seen - some forward-thinking companies do is utilizing text to build campaigns that continue to reinforce that brand talking about their culture the impact of the role in the organization sending thee relevant news and events as they go through that process.

And in that way continuing the momentum continuing to reinforce the value proposition and leading to better metrics as you try to move the top candidates from stage to stage with in the recruiting funnel. There are also lots of ways to utilize texting and mobile communications in what we call the pre apply stages. So in the pre apply we call that is the sourcing branding and talent pooling areas there's lots of ways for you to use mobile to actually boost up the metrics as well. So using mobile to increase response rates leads so again a lot more conversations a lot more improved ROI metrics on your own advertising and sourcing spend and that leads to bigger and richer talent pools that you can pull on in and doubling down on these larger richer talent pools are nurture campaigns that again as the next generation of talent gets more engaged using text messages you're able to stand out against other recruiters trying to buy for their time and attention using mobile campaigns again still to talk about homes or talk about the stuff that they would proactively want to research so sending links to videos sending links to campaigns on your corporate blogs on your LinkedIn sites on your corporate Facebook pages these are all tried and true strategies that have been useful in the marketing side and strategies that we've seen very successful in our best-of-breed recruitment marketing customers.

And obviously just in one-on-one communications as well when you're talking with candidates and contacts and you know that you're not the only one reaching out to them being able to communicate all the terms that they want being able to utilize the communication channels that they are most familiar with and most comfortable with is extremely important in making sure that you're engaging them in the right way and that you're getting their attention at the right time to be able to push people through the funnel. So this isn't new and there are a lot of recruiters individual recruiters that have been forward-thinking have been using their own personal cell phones to to be able to communicate with candidates and contacts for a while now and that has been very successful however as more and more people are doing this there are some limitations to trying to create a system wide or an organization wide strategy around mobile where every recruiter is using their own device to be able to do this.

One of them obviously is in the compliance and reporting area when every recruiter is using their own device you as an organization are not able to see or track what is going on you'll have potentially multiple recruiters trying to contact a single person you'll ave conversations that lead when the recruiter leaves and with no record of what has happened. And even as I said in the compliance areas as rules change as you move people through the process from the sourcing side to the apply side using mobile you absolutely have to have some tracking methodologies on how you maintain those conversations are able to be able to audit what the conversations have been. So you know having a corporate platform that manages and monitors coordinates and logs all of your mobile communications is critical to be able to scale this in a way that really benefits the entire organization. And there are other as I mentioned other just ways that are more effective in using a platform than an individual device again as people change their numbers as people try to automate the conversation as people try to reach out to more than one having a system that is purpose-built to be able to consolidate the numbers and make that simple and an easy from a candidate perspective to know who to get back to having the ability to create single campaigns that go well to multiple people having the ability to create workflow that automates multiple touches depending on what the reactions are  again critical to embracing this as an organization so that you can scale and get the most value out of it.

So as I’m here to talk about a new partnership that we've created with Canvas and we'll love to get into actually being able to show you the product and give you a demonstration of some of the things that you're able to do. But one of the things before we just jump in is again using this directly in Jobvite there are ways again Jobvite is a talent acquisition platform that combines not only the ATS but also a CRM and a recruitment marketing system along with Onboard and enabling texting across all of these platforms it's just another communication channel that again raises your recruiting capabilities to the next level it allows you to consolidate conversations using SMS and mobile across the entire funnel from sourcing to talent pooling to branding to the apply process to the screening process all the way through the onboarding process to make sure that that the information that you're trying to get out gets to the person that it's trackable that it's consumed as quickly as possible and that it's interactive as possible.

It's also a way of gaining a competitive advantage against other recruiters that are still trying to send email still trying to go into manual conversations still doing one-to-one communications using their individual phones it's a much better candidate experience that that we can provide having a platform that works across the entire recruiting funnel and when you do that again you'll be able to significantly improve response rates reduce the amount of effort to build out the right talent pools and ultimately that that falls down to a faster time to fill a reduced cost of recruiting. And using the combines product with Jobvite and and the texting powered by campus you're able to track and see the results and compare what the responses are and how that works between texting and your other sourcing channels. To be able to actually measure how many people are coming in through text how many people are engaging you through text and how does that compare to how you were doing it before.

And again so these are some of the results that we've seen just with with our partnership with Canvas. Canvas had and Aman would be I'll kind of ask you to jump in on some of these metrics Aman has been working a lot more with customers over the last several years specifically on best practices around using texting and has and our partnership has really opened our eyes on what you can do and some of the metrics that have been extremely eye-opening from the recruiting side.

Aman: Thanks Robert we do you we kind of cover the read rate but certainly a hard data point to argue a simple example would be you know someone were to send you a news article via email or text I certainly have a much higher propensity to open that tax versus the random news article of mine and my email. You know the next two data points really came from independent research and time studies that we did kind of looking at a more typical recruiter workflow prior to a Jobvite text and you can imagine that a typical day a recruiter might have a meaningful conversation let's say via telephone with maybe four people maybe five maybe six if it's a incredibly efficient day in our own world we're seeing that rate really 10x so that bandwidth and capacity to have meaningful dialogue in conversation with candidates has been 10x and it is really just quite the force multiplier and that's not even acknowledging you know the the automation and other aspects of a really robust platform with Canvas Bonnet sector that's just taking the account and what I've called just just everyday messaging work with candidates and I multiplier is even further exponential I was thinking about Canvas Bot Technology.

So lastly you know when we kind of did our time studies on screening and those kinds of things and engagement you know looking at about a 922 hour savings for you know team of three or four recruiters so I think that savings is pretty obviously scales as you have a larger recruiting team so a really exciting data that were uncovering regarding the power of communicating via tax with the candidates.

Aman: Great so I think at this time I will go into the actual demonstration so you can see what the tool looks like and get an example of how you can use this on within the Jobvite product.

Robert: Yeah absolutely yeah right thank you so much I'm gonna once I get control here I will take over the screen. Perfect, today it's just going to be what I'd call a tease demo there's lots of things to cover but hopefully this will give you a great incentive so kind of want to reach out to Jobvite and learn more about Jobvite Text. So first thing I'll show you years like that Isabella's a candidate profile picked up you can see that Canvas has kind of empowered the telephone numbers that are in the products are really quick and easy communication so I can click this Chrome extension and just get started with messaging candidate you're seeing that it's pulling over job ID information and I could send my standard welcome message and really just get that conversation started.

I might be working and chatting with Isabella but also recognize that somebody else has sent me a message and so I could go into my chat screen and just take two seconds to get back to Christine right. So a really really powerful way to work build use a persistent window for your text messaging versus just the Chrome extension so if you want to have a window kind of always open side-by-side with a Jobvite that's no problem at all. So let's a couple things what point out is that would you send the texting activity information into the summary page for Jobvites you can see what recruiters have reached out via text to the candidate.

We also it's very neat to Canvas we push our transcripts back into the Jobvite environment so it's kind of one environment for the recruiter the recruiter can see the different recruiters that have had conversations with a candidate via text in the details of the candidate page so some really nice features there. So let me just  for seeing it kind of in parallel I'll pop over to Canvas and here you can see I have had a chat with Isabella and I've had some internal notes so I've left some things possibly or perhaps negatively so what's great about this is all the things like to do in the Chrome extension like for example I'll pull up the extension and if I hit pound it'll pull up my saved messages so I can hit the pound button but if I had messages saved I can to my quick access messages there it's just like you see here in my environment with Canvas I pound and I can get my quick messages like an access to show.

I've got a nice questions library in a resource library to send benefits information or perhaps our Humane Society adoption program these questions we organized around different roles so you can really be orchestrating a conversation through utilizing these these quick 7 features can also schedule messages to be sent so if you're working late at night I want to make sure that message goes out so it's tomorrow morning that's no problem we can do this both for individual messages involved. But again the majority of your day to day messaging you can do right inside Jobvite text really powerful extension features and really simple kind of one button push to get engaged with the candidate.

So some of those power features do exist in the environment so here I can see Jobvite takes powered by Canvas where I've got three records for an engineer two roll I was data pulled over from Jobvite I'm gonna select these records and I'm gonna quickly send a click sent out these candidates saying hi candidate first name you know can you use the link to schedule your interview we’re super excited about or visit to Canvas right. So whatever that might be I can send this or scheduled later and now just a push of a button of simplifying the workflow it's really just a fantastic force multiplier so to be doing one-to-many messaging and easing the pain of scheduling or informing or gathering interest around a role.

We've also got really beautiful analytics both that a recruiter level and a company level where we can get just great visibility into candidates response rates and chats and usage libraries and so forth. So and then Canvas spot over here which will save for another day but again just adds an even deeper layer of automation to a Jobvite text. So again I'll just circle back on and Jobvite text you've got at the use of a persistent window you've got a wonderful Chrome extension to get messages started really really quickly and to respond to candidates while you're working away in Jobvite.

Lastly you don't have to be a tied to your your laptop or desktop to stay engaged with your candidates there's a full suite of applications for that are native to both iOS including an iPad specific app as well as Android so wherever you are recruiter you can we can beat your texting needs through Jobvite text. Well thank you very much. I think we're now going to make a transition over to the questions so let's pull up this beautiful question the slide.

Angela: Thank You Aman and Robert. I see a lot of questions coming in from the audience. I'll just filter through a first view that I see. First question is a great one I asked by one of our persons and it is how little texting evolve within a recruiting context in the future.

Robert: I can start Aman. So yeah I think texting from my perspective is a new communication platform again similar to emails and social pieces of it and so I think there are a lot of new things and things that we can do in the future. Some of the things that I've been talking about is a matching AI and machine learning and in chat bot along with texting again with such a simple quick response interactive communication channel being able to learn from all of the interactions and be able to figure out what drives even more responses what gets more engagement it really would allow the analytics and the AI to start driving and automate some of the messaging itself some of the communications itself some of the screening capabilities and the the ideal is again taking a look at the marketing and the advertising industries of how some of the AI and machine learning has been used and customized content customized even experiences such as the the layout of certain of the of the phone and the screen itself is pretty exciting and it's not just for as a requisition basis but it can be potentially even tailored down to the individual so that you know as you get more data and with individual contacts and candidates as you learn about what drives them you can build a profile about them based off their the activities to really customize how you want to engage with these people and then use that across the mobile as well as the web experience.

Aman: I think those are great points Robert and I think you know the kind of evolution of usage it kind of what we showcase today with you know some of the more easily accessible kind of basic features and then knowing that there's just so much room to grow with what's available in the platform for Jobvite text already with the Bot Technology and Bot Technology combined with texting is just just so efficacious within to your point about what we learn over time with these conversations you know imagine a world where you know Jobvite can recommend you not just what to say next but but what recruiter ought to be matched to what candidate based off certain information. So just so many possibilities to explore this kind of data that data explosion that we're entering in the recruiting space.

Angela: Great thank you and we have another question from an audience member how do I get started with testing at my company.

Aman: Yeah well that Robert obviously gone through lots of training with our users you know what we always recommend is just kind of getting and initially started with if they get about one to one messaging and you know leveraging the texting capability built right into Jobvite it which out by text kickoff a conversation with a candidate maybe a schedule get something scheduled and then getting more comfortable with with concepts like screening or asking follow-up questions via text and then moving to kind of one-to-many messaging like we should encased in the demo and then ultimately I think just knowing that there's a lot of really fascinating in also these cases deploying about technology that that's built into Jovite text as well. So Jobvite and Canvas work closely with clients don't move them through that continuum.

Robert: Yeah the way to get started really think of this as a change into your process but how do you incorporate it into your existing process. So this is just another communication mode for how you normally would interact and communicate with candidates and contacts. You don't have to really feel overwhelmed that you have to start creating campaigns and start using chat bot or anything like that.

You can see great results just by giving candidates and contact the option of communicating over mobile and once you do that and you can start building out your comfort level with that level of communication and then the talk through your organization about how you want to track it how if you want to standardize on it and then as you go through more more mature concepts of branding and encounter polling you can expand out through that way but it's not a requirement for me you know a super mature branding recruitment marketing organizations to utilize texting you can do that within just your normal everyday process.

Angela: Fantastic and I'll just pause there and encourage people to keep asking questions or the chat box at the bottom of your screen so please keep the questions coming.

The third question we have right now is do I need to use my own phone number with Jobvite text?

Aman: And you don't actually everyone's provisioned neutral careers, Jobvite by a text number so that communication happens through the software right either on the mobile phone or the desktop experience. So it's certainly something that our recruiters love you know not having to provide their personal number for texting the candidates so and it's also important to note that a recruiter can be provisioned multiple numbers as well so if you wanted you know one number for San Francisco and another for your call center recruiting Denver the software could handle those things overly simplistic way.

Angela: Thanks Aman.  And on a similar note there's a question on the use of a desktop so do I need to use a desktop when the using Jobvite text can i still text people a mobile device?

Aman: You sure can so again wonderful brilliant texting experience with Jobvite software on the desktop but you can also leverage native iOS apps made of the Android app and also an iPad specific app so really lots of fun these cases for recruiters even AB recruiters on their airplane Wi-Fi and you know chatting with candidates and moving them through the process from 30,000 feet. So you can imagine the opportunities to engage are pretty endless.

Angela: Great thank you. I think that that does it for our webinar for today so I want to thank Robert and Aman for your time and participating in this webinar. There's a couple of questions we didn't get to so we will be circling back with you on those shortly so thank you again everyone for your participation.

Aman:  So great to be here. Robert thanks Angela.