How to use AI Chatbots to Streamline and Optimise the Candidate Experience
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For years, the word “chatbot” conjured images of clunky, pre-programmed responses and frustrating dead ends. Trying to get help from these early bots often felt like navigating a maze of keywords, most likely leaving users more confused than satisfied. However, we’re happy to announce that with the rise of AI, things have changed dramatically. Today’s chatbots are evolving, becoming genuinely conversational and offering a far more human-like interaction. Read More
Have you heard the buzz? 🤫 OleeoQ, our AI-powered candidate FAQ chatbot, is coming soon to revolutionise your recruitment process!Find out how it can enhance your candidate experience and streamline your hiring:
Exciting news! We're thrilled to announce that OleeoQ, our AI-driven candidate FAQ chatbot, is coming soon to a recruitment process near you!OleeoQ is designed to revolutionise the candidate experience by providing instant answers and personalised guidance to job seekers. Powered by natural language processing (NLP), OleeoQ can understand and respond to a wide range of candidate questions, 24/7.Here are some of the key benefits OleeoQ will bring:Enhanced Candidate Experience: Provide a seamless and engaging experience for candidates, answering their questions instantly and guiding them through the application process. Improved Efficiency: Free up your recruiters' time by automating responses to common candidate questions. Increased Candidate Engagement: Engage and inform candidates in real-time 24/7, reducing drop-off rates and improving conversion. Data-Driven Insights: Gather valuable data on candidate questions and preferences to optimise your recruitment strategies. OleeoQ will be
NCC required an ATS that would support their unique hiring needs. The goal was not merely to find a solution, but to establish a partnership that would contribute significantly to the efficiency and success of their recruitment journey. Read More
NEW Candidate 2FA: history and datapath improvements (#41659, #41597) 💡When a candidate enables or changes their 2FA method, this will be shown in the history tab for that candidate. Also, it’s now possible to use a datapath to reference a candidate’s method of 2FA (including not enabled). With this, messaging to a candidate can be tailored based on their current 2FA setup.Candidate’s 2FA changes in the History tab Adding helptext to preferred language option to improve clarity (#41525) 💡We’ve added helptext to the candidate’s preferred language option. When a candidate changes their preferred language, this only affects future applications and communications. This helptext makes this clearer and reduces confusion that previous text remains unchanged. Multiple UI improvements (#41587, #41579, #41546, #41564, #41427)Several changes to make the user interface easier to navigate and understand when configuring:On the Status Values page, changing the name of the tab for application st
Quiet hiring may sound secretive, but it’s simply about finding the right talent within your existing workforce. Think of it as internal mobility with a renewed focus: reskilling, upskilling, and redeploying employees to meet evolving needs. While internal mobility isn’t new, leveraging the right tools to effectively execute this strategy might be. Read more
The world of recruitment is changing rapidly, and AI is at the forefront of this transformation. But with the power of AI comes the responsibility to use it ethically and legally.Last Thursday, we hosted our second AI workshop, focusing on the critical topic of AI compliance. We explored two key regulations: the EU AI Act and the New York Bias Audit Law. These regulations are shaping the future of AI in recruitment, and it's crucial for organisations to understand their implications and ensure compliance.What We Covered:The EU AI Act: This ground breaking legislation sets clear guidelines for the ethical and safe use of AI, including specific requirements for high-risk AI systems used in hiring. We discussed the Act's risk-based approach, prohibited practices, and key requirements for compliance. The New York Bias Audit Law: This law mandates bias audits for automated employment decision tools, ensuring fairness and transparency in AI-driven recruitment processes. We explored the law's
NEW Improved visual feedback when exporting a list of users (#41405) 💡With this change, users exporting a list of users will see a loading wheel in their browser tab while the report is preparing. This makes it clearer that the report is preparing in the background while the user can do other tasks. When the report is ready, it will be downloaded and available in the browser as normal. Accessibility improvements (#40978, #40795)Various accessibility improvements to ensure our platform can be interacted with by all users.Improvements to the accessible multiselect always shows values. Adding additional information for screen reader users on the login page to give a clearer understanding of where they are. These changes were released on 22nd January 2025 in version 3.387💡 The lightbulb icon indicates the features was based on customer feedback ⚙️The gear icon indicates a configurable change.All new features and fixes will automatically appear in your system, unless they are marked as a
Artificial Intelligence is being adopted in recruitment at pace. However, as organisations increasingly rely on AI, the need for robust governance becomes critical. AI governance is not just about ensuring ethical and responsible AI use, it’s also about fostering trust and transparency with candidates, recruiters, and stakeholders.A well-crafted AI governance plan provides a framework for oversight, accountability, and ethical alignment. Importantly, it must also address when, if, and how candidates are permitted to use AI tools during their application process, ensuring fairness and clear communication at every step. This guide walks through the key steps to establish a comprehensive governance plan for recruitment.Read More
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