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Streamlined Information Flow - Chatbots in HR

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Streamlined Information Flow - Chatbots in HR

The number of organizations deciding to employ new technologies in everyday work increases year by year. Investing in a chatbot, i.e. a virtual assistant, enjoys a particular attention. The automated communication process enables building and managing a strong relationship with clients and, at the same time, saves valuable time and minimizes own costs.

 

It is envisaged that the HR sector will be the first to be utterly dominated by chatbots. It may be the case due to the fact that the vast majority of tasks performed by human-resources departments are based on recurring and thoroughly designed processes. Automating some of these processes would translate into an improved information-exchange system and, in the long run, a legitimate enhancement of business results. At this juncture, the fundamental question is, what can be modified right away.

 


Recruitment Process

 

Recruitment of employees can be both time-consuming and costly, not to mention extremely stressful. Publication of offers, mail and phone contact with the candidates, interviews, competency tests, consultations, and decision-making process— all this prolongs the recruitment process. This is where chatbots are coming to the rescue. They can work effectively 24 hours a day, 7 days a week.


Chatbots can help you with:

  • creating a virtual candidate database,
  • finding candidates adequate for a given position,
  • asking a set of recruitment questions,
  • verifying the skills and competencies of the candidate,
  • learning the financial expectations of the candidate,
  • remaining objective when evaluating the candidate,
  • answering questions regarding your company,
  • checking whether the candidate knows how to use new technologies,
  • remaining in contact with the candidate,
  • inviting the candidate to a meeting,
  • reminding the candidate about the recruitment process,
  • publishing job offers,
  • informing the candidates about new enrollment and co-operation opportunities.

Onboarding

 

After successfully completing all recruitment stages, the candidate becomes a full-fledged employee. However, showing up at work is just the beginning. They will have to go through a training period which can take a few or even a few dozen days. Onboarding, the issue in question, helps the recruited person to familiarize themselves with the organizational structure of the company and everyday tasks.

 

Nowadays, chatbots, which can be perfect HR employees, are more and more frequently responsible for recruitment processes. Basing on the created database, chatbots are able to provide detailed answers to any question regarding the key locations and the blueprint of the office, working hours, public holidays, and the general rules in the organization.

 

Moreover, due to the chatbot technology, there is no need for organizing time-consuming introductory workshops and engaging additional personnel. Training materials are diversified and straightforward, which is the reason why they are more effective than traditional lectures or workshops. Acting as a mentor and advisor, the virtual assistant shows how to complete each thematic block step-by-step, as well as on which issues to focus careful attention. Finally, chatbot is able to verify new employee’s knowledge through tests and questions and whether or not the new employee has successfully completed the onboarding process.

 

 

Internal Communication

 

An improved internal communication flow can be realized, as it turns out, with the help of chatbots. They are seen as a potential alternative for phone, e-mail communication, as well as chatting with a human. That is why chatbots are a perfect fit for the HR industry in which connecting with an employee is of the utmost importance.

 

As it is commonly known, a correct completion of some tasks relies on devised schemes to be used in the future. At some point, the necessity to provide the same data and repeatedly refer to the same problems might become troublesome, if not discouraging. In such a situation, the help of a virtual assistant—which provides valuable suggestions and directs to specific sources of information—would have a positive impact on the HR departments’ dynamics.


Questions for a chatbot could regard:

  • the organizational structure (direct superiors, employees of specific departments, the history of the company),
  • document circulation (tax returns, sick leaves, annual leave requests, delegation requests, contracts),
  • career paths (promotions, internal recruitment processes, descriptions of positions, benefits),
  • training courses (time, place, trainer, topics),
  • employee evaluations (manner of conducting annual, semi-annual, or quarterly staff performance review conversation),
  • questionnaires (employee and associate evaluations, submission of comments, sentiment analysis in the organization),
  • work plans (schedules, absence register).

Chatbots can be approached in two ways: with enthusiasm or with caution. There is no denying the fact that this innovative technology has an increasing number of supporters both in Poland and abroad. Employees in corporations and SMEs appreciate the possibilities offered by chatbots and decide to implement them in HR departments. Just for that reason alone, it is worth to implement chatbot in the near future.

 

 

Do you want to create your own chatbot?

START YOUR FREE 14 DAY TRIAL

All posts

Streamlined Information Flow - Chatbots in HR

The number of organizations deciding to employ new technologies in everyday work increases year by year. Investing in a chatbot, i.e. a virtual assistant, enjoys a particular attention. The automated communication process enables building and managing a strong relationship with clients and, at the same time, saves valuable time and minimizes own costs.

 

It is envisaged that the HR sector will be the first to be utterly dominated by chatbots. It may be the case due to the fact that the vast majority of tasks performed by human-resources departments are based on recurring and thoroughly designed processes. Automating some of these processes would translate into an improved information-exchange system and, in the long run, a legitimate enhancement of business results. At this juncture, the fundamental question is, what can be modified right away.

 


Recruitment Process

 

Recruitment of employees can be both time-consuming and costly, not to mention extremely stressful. Publication of offers, mail and phone contact with the candidates, interviews, competency tests, consultations, and decision-making process— all this prolongs the recruitment process. This is where chatbots are coming to the rescue. They can work effectively 24 hours a day, 7 days a week.


Chatbots can help you with:

  • creating a virtual candidate database,
  • finding candidates adequate for a given position,
  • asking a set of recruitment questions,
  • verifying the skills and competencies of the candidate,
  • learning the financial expectations of the candidate,
  • remaining objective when evaluating the candidate,
  • answering questions regarding your company,
  • checking whether the candidate knows how to use new technologies,
  • remaining in contact with the candidate,
  • inviting the candidate to a meeting,
  • reminding the candidate about the recruitment process,
  • publishing job offers,
  • informing the candidates about new enrollment and co-operation opportunities.

Onboarding

 

After successfully completing all recruitment stages, the candidate becomes a full-fledged employee. However, showing up at work is just the beginning. They will have to go through a training period which can take a few or even a few dozen days. Onboarding, the issue in question, helps the recruited person to familiarize themselves with the organizational structure of the company and everyday tasks.

 

Nowadays, chatbots, which can be perfect HR employees, are more and more frequently responsible for recruitment processes. Basing on the created database, chatbots are able to provide detailed answers to any question regarding the key locations and the blueprint of the office, working hours, public holidays, and the general rules in the organization.

 

Moreover, due to the chatbot technology, there is no need for organizing time-consuming introductory workshops and engaging additional personnel. Training materials are diversified and straightforward, which is the reason why they are more effective than traditional lectures or workshops. Acting as a mentor and advisor, the virtual assistant shows how to complete each thematic block step-by-step, as well as on which issues to focus careful attention. Finally, chatbot is able to verify new employee’s knowledge through tests and questions and whether or not the new employee has successfully completed the onboarding process.

 

 

Internal Communication

 

An improved internal communication flow can be realized, as it turns out, with the help of chatbots. They are seen as a potential alternative for phone, e-mail communication, as well as chatting with a human. That is why chatbots are a perfect fit for the HR industry in which connecting with an employee is of the utmost importance.

 

As it is commonly known, a correct completion of some tasks relies on devised schemes to be used in the future. At some point, the necessity to provide the same data and repeatedly refer to the same problems might become troublesome, if not discouraging. In such a situation, the help of a virtual assistant—which provides valuable suggestions and directs to specific sources of information—would have a positive impact on the HR departments’ dynamics.


Questions for a chatbot could regard:

  • the organizational structure (direct superiors, employees of specific departments, the history of the company),
  • document circulation (tax returns, sick leaves, annual leave requests, delegation requests, contracts),
  • career paths (promotions, internal recruitment processes, descriptions of positions, benefits),
  • training courses (time, place, trainer, topics),
  • employee evaluations (manner of conducting annual, semi-annual, or quarterly staff performance review conversation),
  • questionnaires (employee and associate evaluations, submission of comments, sentiment analysis in the organization),
  • work plans (schedules, absence register).

Chatbots can be approached in two ways: with enthusiasm or with caution. There is no denying the fact that this innovative technology has an increasing number of supporters both in Poland and abroad. Employees in corporations and SMEs appreciate the possibilities offered by chatbots and decide to implement them in HR departments. Just for that reason alone, it is worth to implement chatbot in the near future.

 

 

Do you want to create your own chatbot?

START YOUR FREE 14 DAY TRIAL

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