Your guide to Employer Branding

employer branding
Business vector created by pikisuperstar –

Changing one’s job is a crucial decision and often entails careful deliberation. Millennials specifically tend to go beyond the practical elements of a job and also consider personal experiences when evaluating a job offer. The practical elements include tangibles like salary, daily commute, and paid leaves. Personal experiences, on the other hand, include relationships and engagements. They may even go to the lengths of searching for the best places to work in their industry before applying. This is the reason why employer branding has become a crucial strategy for organisations in today’s time.

What is Employer Branding?

Employer brand refers to how a company is viewed by the current and potential employees. Employer branding, is thus, the strategy adopted by an organisation to promote itself as the employer of choice. This strategy typically focuses on attracting, hiring and retaining talent. 

The term Employer Branding was coined by Simon Barrow who defined it as “the package of functional, economic and psychological benefits provided by employment, and identified with the employing company.” 

It is similar to corporate branding but with a different purpose and for a different audience. Corporate branding focuses on building a value proposition to the customers. Similarly, employer branding is the process of giving an employee value proposition. It is a promise that the organisation makes to the current and potential employees. It is the assurance of delivering certain cultural parameters to employees if they join or continue working with the organisation.

In simple terms, it is the management’s effort to make the employees feel good about their workplace. 

What is an Employee Value Proposition (EVP)?

An EVP is in-line with an organisation’s mission, vision and values. It includes all the things, both tangible and intangible, that you offer to the employees. It is like payback for the skills, knowledge and experience they bring to the table. A strong EVP can give a powerful reason for the employees to work for you. 

The EVP must be based on the benefits that a company can offer to its employees. These benefits must be tested for their value on the current set of employees. Only when they are proven successful with them, should you include them in your EVP. Your EVP may include the following.

  • The organisation’s culture and values
  • Overall compensation including perks and benefits
  • Growth trajectory
  • Employee Recognition
  • Quality of work
  • Work-life balance and paid leaves
  • Job security
  • Opportunities to work in other countries

Why is Employer Branding important?

In these current times, news and information travel faster than ever. Our lives are dominated by social media and people like to share every good and bad experience. Due to this reason, an employer’s reputation matters more than ever. As per a study by Randstad USA, 86% of employees would not want to work with an organisation that has a bad reputation among former employees.

With strong and positive employer branding, attracting and retaining talent becomes a lot easier. A study by LinkedIn found that building a strong employer brand can reduce the turnover rates by 28% and halve the costs of hiring. Besides, you can get 50% more qualified candidates.

Having a strong employer brand and communicating it constantly to the existing and potential candidates can drastically improve the efficiency of your recruitment team. They will find it easier to engage top talent and quickly move them to the offer stage.

Employer Branding Process

As important as it is to have an employer brand, it is equally important to walk the talk. It is much more than a way to market your company to prospective candidates. It is what excites your current employees and enthuses them. They will talk about their employer and spread the word if they are really happy with what they are getting. Here are the steps to follow if you want to build a strong employer brand narrative.

1. Find your company’s unique value proposition 

The first step in the process is to familiarise yourself with the mission, vision and culture of your organisation. You may want to take a deep look to understand the unique attributes of your organisation. You may start by evaluating your business needs and then work backwards to identify the kind of talent you will need to reach your goals. 

2. Familiarise yourself with the existing brand

Every organisation has a reputation. Before you work towards rebranding your organisation as an employer of choice, it may help you to know the reputation of your organisation. It is best to take both internal and external feedback into account. You may use surveys, social media platforms and third-party help to dig deeper into this. This exercise will give you an idea of what is working and what needs improvement.

3. Define your EVP 

Now is the time to express your unique attributes into words. Your EVP must resonate with your consumer brand and should speak to the employees. Since it is a promise, you mustn’t include something you cannot give. The recruiters and hiring managers are going to speak about your EVP during interviews. Therefore, it is crucial to go beyond compensation and include something more meaningful and with a deeper purpose. It must resonate with passionate and skilled candidates and encourage them to work with you.

5. Create engagements for your current employees 

Candidates are more likely to take feedback from their current employees. Therefore, it is crucial that you engage your current workforce. Besides, they are the ones who will help you in achieving your mission. Share their testimonials on your careers website and ask them to share your events on social media platforms. Create videos, blog posts, and slideshows featuring them and circulate this media everywhere. 

6. Spread the message 

Concentrate on a few phrases that you would like to be used in office parlance. Make a conscious effort to use them in all HR and recruitment meetings. Use it on your career’s website and social media platforms. You can even suggest your top management to stress upon it during their meetings. 

7. Tighten your onboarding process 

The first couple of months are critical for a new hire. A smooth onboarding can go a long way in turning a new hire into a productive employee. The candidate is more likely to stay longer with the organisation. As per Glassdoor, a strong onboarding process can improve new hire retention by 82% and productivity by over 70%.

8. Provide growth and learning opportunities 

An article by shortlister reveals that nearly 5,000 professionals were looking for a new job in 2018 because they were bored with their current position. (Kornferry*, 2018). You can resolve this situation by hiring from within your organisation. Give your employees opportunities to apply for higher or cross-functional jobs. Allow them to grow both professionally and personally through training programs. This will ensure higher retention and reduced hiring costs.

An effective way to strengthen your employer branding is by using smart chatbots. These chatbots can appropriately answer candidate queries in real-time. Secondly, automating your hiring process can impress your candidates by giving immediate feedback and closing the loop. 

Employer branding is not just a marketing gimmick to attract candidates. Instead, a strategic approach towards creating your employer brand can give several benefits. It becomes successful when your strategy includes the entire employee lifecycle and has elements for each stage. By attracting, engaging, and retaining employees, your employer branding can lead to great business results.

hab interview candidate

How to give a good candidate experience in recruitment?

hab interview candidate
Photo by bruce mars from Pexels

In this competitive business environment, candidate experience has become more important than ever. The prevalent talent shortage in the industry has changed the power dynamics between a candidate and an organisation. Candidates have turned into consumers and expect similar treatment. They expect a certain level of engagement at different stages of the hiring process. Infact, several candidates base their decisions of joining the firm based on this experience. 

What is candidate experience?

In simple terms, it is the overall impression that a candidate makes during the hiring process. It is the collective result of all the interactions and communications from the firm’s side during this period. It starts at the point when a candidate applies on the company’s website and ends when he receives the result. If the candidate gets selected, it extends to the onboarding as well. It includes all sorts of communications and comprises both, technology-driven as well as human interactions.

Why is candidate experience important?

Things were a lot different before social media became such an important part of our lives. Earlier, if a candidate had an unsatisfactory experience, the risks were nominal. The candidate was most likely to decide against joining the firm or would not apply in the future. He would perhaps talk about this experience to his friends and colleagues. 

We are living in a different time where people are more vocal about their experiences on social media. There are employer review sites where people can share their opinions and reach a much larger audience. We live in a time where people prefer to read reviews before they buy a product or visit a restaurant. Similar behaviour can be noticed among the job-seekers who prefer to read reviews about a company’s culture and values before applying.

Moreover, this is a time where every talent figure matters. As per Korn Ferry, the talent shortage is acute and will only widen in the future.  As per a Linkedin survey, 89%  of candidates say they are more likely to accept an offer if they are contacted by the recruiter. 

Click here to read a detailed CandE benchmark research report in North America.

7 steps to improve the candidate experience.

1. Hire for a real need

Recruiters and hiring managers are likely to take the candidate lightly if they are simply scanning the market or benchmarking their roles and salaries. A hiring strategy based on filling an actual gap is more likely to garner positive actions and reactions from both the parties. The thumb rule is to perform a gap analysis before posting the job. Analyse the skills that are required to perform the job satisfactorily. It will be easier for the candidates to understand the job duties and ask relevant questions. 

2. Invest in pre-application engagement 

Starting early and engaging with the candidates even before they apply can be a key differentiator. Several companies are investing in chatbots for this purpose. These chatbots are AI-driven and can handle general employment queries from the candidates. Furthermore, they are smart and learn to simulate a more human-like response. They can also free up your recruitment team for other tasks like developing metrics and holding interviews.

3. Write simple yet detailed job description 

It may be the time to revisit your JDs if you haven’t done so in a long time. It is a good practice to use a simple and easy-to-read language while formulating it. Instead of having an endless list of duties and responsibilities, it is advisable to include only the most relevant ones. For example, candidates must know if they are expected to perform managerial duties. 

4. Make job application easy 

Avoid using a complex or lengthy application system. The candidates are likely to leave their applications midway or give incomplete information in such scenarios. Allow them to apply through LinkedIn or parse their resumes. It will make the entire process much faster and you are likely to receive more responses for a job opening. Secondly, make it easier to find your careers page. You can make the tab more visible on your company’s site. An ‘apply from phone’ feature can further simplify the application process.

5. Respect the candidate’s time 

This is perhaps the most rewarding step that you can take. It is particularly important if you have seen significant candidate drop-outs in the past. Start the interview at the time that was communicated to the candidate. It is suggested to send calendar invites to avoid any misunderstandings. If you are expecting a delay, let the candidate know in advance. During the interview, give him your full attention so that he feels valued. 

6. Immediate and constant follow-up 

It is advisable to make reasonable guidelines for your responses. This will ensure a uniform and consistent response across the organisation. It is also advisable to share feedback or an interview invite as soon as possible. Let the candidate know if the interview led to positive results. The candidate will feel respected and is more likely to apply again in the future. Keep them updated about their application status during the process. Silence from your end leads to disengagement and they may lose their interest in pursuing the roles.

7. Give them a smooth onboarding 

This is the last leg of the candidate experience that can strengthen their bond with the employer. Communicate all the necessary details about the joining well in advance. Let them know what they can expect on their first day. Schedule the early days in a comfortable manner. This can drastically improve retention in your organisation. Furthermore, the candidates are likely to refer their friends for suitable openings.

Apart from this, it is equally important to track the candidate experience. You can do this by taking candidate feedback at different stages of the hiring process. Enhancing the candidate experience with a few simple steps can drastically improve your hiring statistics. Word travels fast in the market and your organisation will earn a good reputation. You can steer ahead in this talent war as more candidates will flock to apply for your job openings.


Simple Recruitment Metrics to Transform your Hiring

recruitment metrics
Infographic vector created by katemangostar –

Organisations have seen a tectonic shift in the way they perceive the Human Resources Department. From being a support function, it is now viewed as an equal business partner. With advanced tools like recruitment metrics, the HR department is providing key insights and driving the growth of businesses. 

Talent is a key differentiator and can propel an organisation towards its strategic goals. For this reason, organisations are spending more resources towards bridging this gap. Reviewing the current recruitment strategy can give useful insights into understanding if it is giving the desired results or needs tweaking. A data-driven approach is all the more powerful as organisations can make informed hiring decisions.

What is a recruitment metric?

Recruitment metrics is the measurement of hiring KPIs to assess the overall ROI. If used correctly, it is a powerful tool that can help in determining the success of hiring within an organisation. It also helps in analysing if the organisation is hiring the right people and through the right sourcing channels. Moreover, it can help in filling the gaps and streamlining the hiring process for a higher success rate. 

In this data-driven business world, recruitment metrics is an effective way to make informed hiring decisions by using interactive HR dashboards.

Why is recruitment metrics important?

A recruitment dashboard can give you a host of figures and numbers. However, it is the information hidden behind them that is powerful and important. A data-driven approach is slowly transforming the way of recruitment. These dashboards can answer some key questions like:

  1. How long does it take to close open positions?
  2. How much money is your recruitment team spending on the hiring process?
  3. Which is the most effective channel for posting the open jobs?
  4. What is the efficiency of your recruitment team in the hiring process?
  5. How many candidates are applying for an open job?
  6. How well does your new hire perform at the job?

You can even compare your internal recruitment metrics with the global average and analyse where you stand.

Types of recruitment metrics

Here are some of the most insightful recruitment performance indicators that you can track.

Time to Fill

The time to fill is typically measured as the number of days between publishing a job and hiring the candidate. It is a critical metric that can tell you how fast you are sourcing and if your job advertising is working as expected. It is also an important indicator used in business planning. This metric can give a realistic idea to the business leaders about filling an open position or expanding their teams. With this information in hand, they will be able to chart a more realistic growth plan.

The formula for calculating Time to Fill:


Time to Hire

The time to hire is only slightly different from the previous metric but is powerful in its own sense. The time between contacting a candidate and his offer acceptance is known as time to hire. It can tell you about the efficiency of your recruitment team or if there is a significant delay leading to the loss of talented candidates. Also, it can tell you about their speed of screening candidates, interviewing them and giving them the offer. Automating your hiring process can lead to faster screening and better engagement of candidates.


Cost per hire

Hiring a new employee comes at a cost and this includes both external and internal expenses. For example, internal costs may include your recruitment team’s salaries and the expenses on their learning and development. External costs include expenses like the external agency fees, advertising costs, assessment centres, relocation fees etc. It is an important metric that can help in allocating the recruitment budget. It can also help you in determining which sourcing channels are working the best for you.

Cost per hire is a tricky metric and must be seen in tandem with other metrics. The goal is not to minimise the costs but to reach an optimum cost to get the best quality hires. For example, your organisation’s cost to hire may have doubled in the last two years but the quality of the new hires may have improved. Secondly, you have hired more executives in the last two years and hence your costs may have increased. Both these scenarios point to a healthy recruitment output though the costs may have escalated.

Cost per Hire formula:


Quality of hire

The quality of a new employee can be measured by his performance which is often represented by his first year’s performance rating. Conversely, a bad hire is an employee with low first-year performance ratings. A low-performing employee can add to unnecessary direct and indirect costs. Quality of hire is one of the inputs required for determining the success ratio of the recruitment function. 


A low success ratio indicates that the selection process or the sourcing channels are not appropriate.

Offer Acceptance Ratio

The entire recruitment effort can go down the drain if the candidate does not accept the job. It is a simple metric that shows the percentage of candidates who accept the offer. A low offer acceptance ratio can indicate that something is not right. The candidates may not be happy with the salary, company’s policies or are being snatched away by the competition. This metric can be an important input for benchmarking these aspects with the market. For instance, you can match your salary range with that of the competition.


Source of hire

This is an important metric for the organisations that use external sources for hiring. This can indicate the sources that are the most effective and can help with future hiring. For instance, if you find that referral is an effective channel, you can implement more attractive referral schemes. On the other hand, if you feel a particular external agency is better at closing executive-level positions, you can work more closely with them.


Data Analytics is driving the businesses worldwide and can give useful insights about recruitment as well. You can refer to this easy guide for making a comprehensive recruitment dashboard for your team. With this information, you can concentrate on the strong factors for a more effective recruitment strategy. At the same time, you can work more on improving the weak areas.

References –

ManpowerGroup survey in 2018

Shifting careers? Here are some tips to ace your job interview.

Contrary to what many people think, changing careers isn’t all that uncommon. Today, there’s a prevailing attitude of openness to career opportunities—in Singapore, for example, 42 percent of workers said they are “extremely interested” to learn about job opportunities outside of their companies.

In many ways, the death knell of the company man—the loyal and steadfast employee who’s committed to the interests of the organization that employs him—is a reflection of the changing nature of work. In a time where skill sets have a shorter shelf life than ever (less than five years, according to a LinkedIn study), many job seekers are scrambling just to stay relevant to potential employers. Today, everyone’s expected to pick up new skills, learn new tools, and be familiar with new systems.

For example, web designers are expected to have a background in SEO and digital marketing; administrative assistants need to be proficient with computers and cloud-based software; assembly-line workers have had to learn how to work alongside robots.

All of this has also chipped away at the notion that once you get an education or training in a certain field, you’re pretty much stuck there until you retire. Employers are also open to career shifters, provided they can prove they have the skills needed for the open job.

Fortunately, if you’ve already landed a job interview after deciding to shift careers, it means you’ve already succeeded in selling your experience, at least on paper. Now it’s just a matter of sealing the deal for your career transition and demonstrating, through the interview, the value your experience and skills bring to the team.

Job interview questions to expect for career shifters

Below are a few questions you expect in this situation and how you can answer them.

How does your background in a different industry or role make you suitable for this position?

If you want to convince a new employer that you’re the best candidate for a position, you need to back it up with clear examples of your work and the kind of results your tasks generated.

Start by writing down everything you do, down to the smallest details—from mundane everyday tasks to your accomplishments. Be sure to identify projects and responsibilities in your previous role that may align with the new position you’re applying for.

Once you’ve identified a few excellent examples, you can then use the STAR technique (Situation, Task, Activity, and Result) to provide clear and concrete explanations of how you contributed to your previous company.

  • Situation – What is the context of your particular experience? For example, “I was able to show my managerial skills by leading a team of web developers to complete an urgent last-minute project.”
  • Task – What was your specific role in this situation? “I was assigned the role of lead developer and oversaw backend development and deployment.”
  • Activity – What exactly did you do? “I worked closely with the client in determining the scope of the project and led the team in bringing these needs to fruition.” (This is where you can describe the strategies you employed to achieve your goal.)
  • Result – What results did your actions generate? “We rolled out the product a day ahead of schedule.”

As a clincher, make sure you explain how you would apply that experience in your new role. After all, the skills required for managing a team can apply to any industry.

Why should we hire you over a graduate who studied this field?

This may seem like an aggressive question, but if you put yourself in a hiring manager’s shoes, it’s easy to see why they would be hesitant to hire someone with no background in their particular industry.

The key here is framing. Your job is to show potential employers how your particular skillset and knowledge from your industry can be an advantage, rather than a weakness, over those who actually studied in the field you seek to join.

For example, if your job experience has been predominantly in customer service and sales in a software company and now you’re switching to software development, you can bring attention to the keen understanding of what end-users want from software and what their most complaints are as a way of bringing value to the development team.

Of course, applying for relevant jobs will also help make your transition easier. For example, if your work experience has been in the travel industry and you want to move into tech, consider looking for tech companies with a travel service or hospitality-related product.

Why have you decided to make a career shift?

You don’t want to wait until the day of the interview to think about how you will explain the reason for your career change. Make no mistake about it, it will come up in the interview.

That being said, you want to plan ahead and practice your response so you don’t get caught off-guard. Show the hiring manager that your decision was a carefully planned move. This will prove that you are serious about the role and aren’t just applying for the next job you see on a whim.

Whatever your motivation, just be sure you’re honest and that you leave whatever baggage you have at home. You can, of course, say that less than desirable circumstances were part of your decision to change careers, but you should definitely avoid talking negatively about your previous role, employer, and industry. Instead, talk about the opportunities you see with the experience and skills you have, and in the market that you’re entering.

Increasing your chances of getting hired

Even before you get scheduled for your first job interview after shifting careers, there are a few things you can do to increase your chances of your getting hired.

  • Before you begin applying for jobs in a different industry or role, look for job ads related to that position and keep an eye out for the skills listed in these ads. This will help you know which skills are transferable from your previous roles and which ones need development. 
  • If you’re in between jobs, now’s the perfect time to join classes and workshops to develop new skills or improve existing ones even further. You can also work on relevant personal projects, as long as you can showcase how they helped you build up the desired skills. 
  • Sometimes, it’s not about what you know, but who you know, which is why it’s a good idea to attend events related to the industry you plan on entering. Networking events offer a great opportunity to meet industry professionals and learn from their experiences. You may even end up getting referred to open job postings.

Finding work after a career shift is possible

First, the good news. Getting interviewed for a job in a new field isn’t exactly a hard reset, so you don’t have to worry about starting from scratch and working your up from an entry-level role. The not so good news, however, is that you’ll have to work extra hard to make a strong case for yourself, especially during the interview process. Be sure to prepare anecdotes, supported with hard facts, to demonstrate how your work experience can be applied to your new career or role. Get this right and hiring managers won’t see you as a complete newbie, but a skilled and experienced candidate needing only a bit of polishing. 

— — — — — — — — — — — — — — — — — — — — — — — — — —  — — 

About is an AI chatbot software for recruiters. Our conversational bots conduct competency based structured interviews using techniques from Industrial Organizational Psychology, specifically situational judgement questions. The chatbots autonomously interview, engage, and shortlist candidates at scale, 24/7, and actively fight human bias by hiding biasing information from human reviewers.

If you’re looking for one centralised recruitment solution to manage your growing recruitment needs,’s AI-powered conversational bots can help make your day easier.

Solving the hiring anomaly for SMBs

Remember the first time you started a business. The excitement, the passion, the sleepless nights. All that hard work has lead you to who you are today. A proud owner of a thriving small business.

With new possibilities come new responsibilities too. Your business is growing so is your client list. In order to handle this additional workload, you need to increase your workforce too.

Which takes us to the subject of hiring. As the owner of a successful business, you don’t need me to tell you that hiring is hard. Finding the right candidate! next to impossible.

It takes a lot of money and more importantly it takes a lot of time. Although the amount of money may vary from region to region, it still represents a significant investment for any business.

Workable’s Benchmark tool, which gathers anonymized data from more than 5,000 customers, presents time to hire categorized by business function and location. The following table shows average time to hire (in days) globally and in North America:

Business functionGlobal time to hireUS & Canada time to hire
Administrative/ HR 4035
Analyst / Consulting57 54
Customer Service 4038
Engineering 6260
Finance/ Accounting 4645

According to different studies, for an SMB in America, the cost of hiring can be anywhere between $1,600 to $18,000. Now your business may not be in America, it could be in Asia or even Europe where it may not cost so much. But the factors that drive the high cost for hiring is the same in all places.

There are many individual costs incurred during the hiring process, including advertising costs, in-house recruiters’ salaries, third-party recruiter fees, travel expenses, sign-on bonuses, and employee referral bonuses.

Some of these problems can be solved by having an outside recruiting firm. Sure, it is an additional expense but the upside is the time wasted is not yours. The recruitment agency would prescreen candidates and send you the ones that they think would be a good fit for your business.

Time-saving does not come cheap and you’re faced with a larger problem. One that no recruiting agency can solve.

What kind of candidates are you hiring?

Money, inventory or office are things that are used to start a business. But businesses are not started because of them. You started your business because you had an idea, a vision of your own. Your business has a distinct character that has been shaped by you. Any person that works for your company needs to fit with that character to become a successful employee. And no recruiting agency, with their generic, questions can shortlist such a candidate. They might get you candidates that meet the requirements, but not ones that raise them.

In order for that to happen, they need to be asked questions that you would ask them. Some person looking at a bunch resumes shouldn’t recommend the first one that has basic qualifications. You should be able to interview all the candidates that apply for a position at your company because every candidate deserves a fair shot at the job and only you can then truly judge whether they are a good fit or not.

But this is physically impossible not to mention all the money and time constraints outlined above. But what if you could do it? What if you could interview all the candidates, some even at the same time! I know that I just said it’s physically impossible and it is but in the virtual world anything is possible.

If I said that you could interview all the candidates that apply for a position at your company, ask them the all the questions that you want to ask them and do it in a shorter amount of time for a lesser amount of money. You would be Interested, wouldn’t you?

If you said yes then let me introduce you to, we are a Singapore based company that uses AI and machine learning to produce chatbots that are capable of guiding the candidates through the recruitment process.

Using our platform you can create chatbots that can be customised to ask the questions that you want to ask. And once you have customised a chatbot It will conduct the interview of the candidates using these questions. You can even specify the criteria used for evaluating the answers thus saving you even more time and effort.

Until now we have mainly sold our recruitment services to Enterprise level clients. We have been fortunate enough to have some of the biggest companies in the world as our clients. We were able to achieve an 81% reduction in the candidate qualification time for one of our client.

We have recently decided to expand our services to small and medium business. For this purpose, we have launched a new product which is tailor-made for SMBs.

And as an introductory offer, we have decided to provide this service at a massive discount to our first 100 clients. If you would like to avail this discount, signup right here

AI-Powered Interview Chatbot

AI in Recruiting

The world around us is in a constant state of flux. We may not like it but no one can deny that the world is changing. Some of these have been for the good while others not so much. The recruitment industry has not been immune to these changes.

The way that we recruit has undergone several transformations. Of these, the most important and most radical one is its latest iteration, the AI revolution in recruitment.

The impact of AI in recruitment has been well documented as far as the recruiting side is concerned. What has been less explored is its effect on the candidate.

With more and more companies adopting AI for their recruitment process, candidates too should keep up with the changing landscape. A candidate should be prepared to be interviewed by a machine just as much as they are to be, by a human.

Practice for an AI recruiter

Practice may not make one perfect but it sure as hell does help. There is a reason why any respectable university or college conducts placement training with mock interviews, for its students.

Click here to go to the practise bot

If you want to practice for an interview conducted by a human it’s rather easy. There are thousands of avenues to practice for a classical interview.

So how do you practice for an AI interview? Fear not! that’s why we are here.

We at Impress have developed a practice chatbot which tries to imitate the real thing as far as possible. Our actual bots usually have external assessments, which is not present here because it depends on third parties.

How to take the test

Do keep in mind that the questions are significantly easier than in a real test. If you answer the questions sincerely and complete the application we will even send you the result of the interview.

Whenever you are ready just click on the robot below to start your practice interview.

Why you should consider AI chatbots in your recruitment strategy

Guess how much a bad hire can cost your company?

Anywhere between $25,000 – $50,000. That’s quite a heavy hit for any company.

Although these figures come across as daunting, Artificial Intelligence (AI) is increasingly being woven into recruitment workflows to prevent hiring managers from making less-favourable decisions to begin with. As resumes pile up, it’s challenging to determine which candidates are the best fit in terms of experience, knowledge, and cultural fit. AI not only eases crucial parts of the recruitment processes, but also provides several benefits for both recruiters and candidates.

Here are the top benefits of using AI in recruiting:

1. Removing bias from your recruitment workflow

The first aspect of any resume that catches a recruiter’s eye is the name printed across the top. That name indicates attributes about a candidate, like gender and ethnicity. Whether consciously or not, a candidate’s name can affect their likelihood of getting the first interview call. Bias in the hiring process is still one of the most critical hindrances to quality recruiting. This is evident in how minority job applicants are “whitening” their resumes by deleting references to their race in hopes of boosting their shot at landing the first interview. What’s concerning is that this strategy has been paying off. An article published by Forbes claims that hiring managers are more than 2X as likely to call a minority candidate for an interview after they submit a “whitened” name on their resume compared to candidates who reveal their race.

A common hiring practice across the world when meeting candidates face-to-face is judging candidates based on “gut” feel or unconscious bias stemming from a hiring manager’s upbringing or previous experiences. One way to eliminate hiring bias and improve workplace diversity is to implement an AI software for recruitment. Because AI algorithms stem from data intelligence, they can identify and eliminate biases, both conscious and unconscious. This increases the likelihood that candidates are chosen based on their talent, knowledge, and capabilities as opposed to their gender, race, or name.

2. Filtering out top quality candidates

The quality of your applications depends on the initial candidates you’re attracting. The type of candidates (as well as the volume) of candidates that apply to open positions at your organization correlate directly with the reputation of your organization and employer branding. In the early stages of the applicant filtering process, AI can help assess candidates based on criteria beyond what’s listed on a resume, like their intent and motivation.

Pro tip: One tool that can help you to screen and qualify candidates is, an AI chatbot software for recruiters. The platform engages and assesses candidates based on pre-screening questions, scenario competency based questions, and knowledge based questions. According to Nisa Rahman from The Creative Square Company, “I like how the platform has changed my perception. When I look at what the candidate says on the screen, it shows a different side to them that I wouldn’t have seen on their CV. A lot of candidates are also able to share better insights when typing out responses. Plus, if the interview is recorded, I can refer back to it later for reference before having the the face to face interview.” Read more about her experience using AI chatbots for recruitment here.   

3. Creating a more positive and engaging recruitment experience for candidates

Recruitment is the gateway into any company; it’s where first impressions are made. Since engaging candidates is an important part of the recruitment process, many AI recruitment tools are created with candidates in mind, making the hiring process a positive experience for both, recruiters as well as candidates.

When candidates can easily get answers to their questions and access information instantly, they’ll feel more compelled to stay connected with your organization. If they’re having a positive experience while applying to an open role, they’ll be even more excited to come onboard.

On the reverse side, if a candidate applies to a company and receives an automated rejection email without any clear reason, or worse – no reply at all, they are likely to walk away from that experience with a negative view of the brand. Candidates are very likely to share these negative experiences online, with their friends, and their family. According to CareerArc’s research, 72% of candidates who had a bad experience told others about it.  

One possible reason why candidates go through experiences like these are because in-house recruiters are inundated with busy tasks, which can lead to applicants falling through the cracks or slow response times. You may be surprised to know that 65% of resumes are ignored at the top of the hiring funnel, and almost 2/3 of applications are missed by recruiters. And this is largely due to the burden of manual screening. Incorporating AI-powered chatbots provides a a better communication channel because recruiters have more time to spend on work that requires actual human interaction. Automation ensures that qualified candidates will stop slipping through the cracks.

It’s frustrating for candidates to send follow-up emails and wait endlessly. By eliminating hurdles in the hiring process, more candidates are likely to complete an interview application, creating a smoother recruitment experience for both parties. For example, Forbes published an article about how DBS Bank uses JIM, an AI virtual recruiter to respond to 96% of all candidate queries and improve completion rate of job applications from 85% to 97%.

Pro tip: HR software can guide candidates through a step-by-step interview process so their interest is acklowelged and appreciated. These systems can be programmed to let selected candidates know of next steps in the process immediately. And if candidates aren’t suitable for the role, they can be notified of better fit opportunities within the organization.

4. Saving time by automating manual tasks

Recruiters spend up to 1/3 of their time dealing with tasks like scheduling and screening. When these tasks aren’t taken care of, workflows can are disrupted and candidates are left wondering about next steps in the hiring process. Most mundane tasks that recruiters would rather not deal with can be automated using AI. Many of these tasks involve repetition and are time-consuming. One way to save time and automate these low-value tasks is by introducing an AI system into the recruitment process. This frees us time for your recruiters to focus on the high value activities, like building relationships with quality candidates.

Building relationships is key. When you’re able to establish true connections with applicants, they get excited about your company’s values and goals. Your new hires become intrinsically invested in the organization, encouraging them to stay around longer, while also allowing your team to get more done.

Pro tip: From resume screeners to scheduling software, the HR technology industry is overflowing with automation software created for recruiters to overcome these common everyday challenges. AI chatbots offer a great way to improve efficiency and save time. Read our featured case study about a Singapore bank that saves up to 40 man-hours per month using AI recruitment bots.

5. Hiring that is cost effective

Advertising agency fees, recruiter salary and benefits, employee referral bonus, employee relocation costs, sign-on bonuses, and more. These all factor into hiring costs and depending on the industry your team works in, hiring costs can range anywhere between $1,000 – $5,500.

Although AI systems normally come with costs to the department, it should be seen as a long term game with a positive impact on long-term ROI.

Not only will AI reduce your need to hire additional recruiters to complete manual tasks which could have been otherwise automated, the system can help hiring managers make more informed decisions so the right candidate is given an offer letter the first time around. You’ll also see reduced turnover rate and save money on training, signing bonuses, and other expenses associated with onboarding new employees.

6. Optimizing recruitment processes

If recruitment processes are lengthy and complicated, top talent can easily turn to your competitors. When determining how optimized your team’s hiring process are, start by looking at recruitment metrics. This is an area where AI excels – compiling large amounts of data and turning it into easy-to-understand charts. Recruiters who haven’t been trained in analytics are often able to extract just enough insights to see where their process is lacking and how to use data for improvement.

Common recruitment metrics to track include:

Time to hire

Time to hire is the number of days between contacting a candidate until the time that candidate accepts the job offer. In other words, it measures the time it takes for the candidate to move through the hiring process once they’ve applied. Time to hire provides an indication of how the recruitment team is performing. This metric is sometimes referred to as ‘Time to Accept’.

Cost per hire

The cost per hire is the total cost invested in hiring divided by the number of hires.

= Total recruitment cost/Total number of hires

= Total internal cost + Total external cost/Total number of hires

Employee retention rate

Employee retention rate is a helpful statistic for an employer to calculate, both as a benchmark as well as periodically.

Here is the formula: Divide the number of employees who left during a specified time period by the total number of employees at the end of a period to get the percentage.

Sample InputsSample Calculation
Period of Time: First QuarterTotal Employees at Beginning of Q1:25Total Employees Terminated in Q1: 525 – 5 = 20 20 / 25 = .80.80 x 100 = 80%

Standard employee retention rates fall anywhere from 70% – 85% but vary based on industry and calculation method.

Pro-tip: If you’d like to see what your recruitment metrics dashboard could look like, email to start optimizing your recruitment processes.

PwC named AI one of the top eight technologies in business, and IDC predicts AI will be a $47 billion market by 2020. AI is a disruptor, and it is making the world of talent acquisition smarter. If you’re not adding AI into your recruiting process, or at least reading up on the possibilities, you’re definitely missing out.

Is your team ready to experience how AI can improve recruitment processes? Email today. We’ll show you a easier way to overcome your hiring challenges and transform how your team finds top talent in 2019.

Singapore Salary Guide for Data Scientists in 2019

The top five emerging jobs in Singapore today are data scientist, cyber security specialist, user experience designer, head of digital, and content specialist. As the demand for digital talent continues to rise, jobs in data science have grown by 17X between 2013 to 2017. And along with that spike, salaries of professionals working in this field have also steadily climbed.

Our team at has created a salary guide for data scientists in Singapore, which outlines everything you need to know from the average salary to the factors involved in getting that next big pay bump:

What is the average data scientist salary in Singapore?

According to PayScale, The average pay for a data scientist in Singapore is S$72,109 per year. The typical salary ranges from S$45,325 – S$112,491, with an additional bonus ranging from S$1,007 – S$20,204. Most corporates also offer employees health benefits; 87% cover medical, 34% cover dental, and 14% cover vision.

Looking for a data scientist job in Singapore?
Accenture is currently hiring over 50 qualified data scientists in Singapore.
Here’s your chance to work at the cutting edge of innovation:
Find out what Accenture is looking for in candidates on their careers page or skip the queue and talk to Min, their AI virtual recruiter who is currently interviewing and shortlisting data science candidates!

What variables affect my salary as a data scientist?

The most common factors that determine how much you get paid include years of experience, skills, and sector. For example, the average annual salary of a junior data scientist is S$59,480, whereas a mid-level data scientist earns S$104,626, and a senior data scientist could earn S$136,783.

What tools should data scientists know to get paid more?

The tools that data scientists know how to use also play a crucial role in compensation. Using big data tools like Scala and Spark could add $15,000 to your salary. And negotiation often leads to a 7% bump in salaries–even though 18% of all people never negotiate their salaries.

Top tools data scientists in Singapore should know to get a higher salary:

According to O’Reilly’s Data Science Survey:

  • Learn Spark and Scala: could add up to S$15,000 to your salary
  • Learn D3, a Javascript visualization library: correlation of a S$8,000 positive boost
  • Become comfortable with cloud computing, especially Amazon Web Services: boost of about S$6,000 in annual salary
  • Familiarise yourself with open source tools and stay away from proprietary tools
  • Become versatile and learn how to use many tools (aim for 15+): could add up to S$30,000 to your annual salary

The main takeaway from the O’Reilly Study is that there are nine main clusters of tools that data scientists use everyday, ranging from the Hadoop ecosystem to the open source environment, to Python, and the closed Microsoft SQL cluster. Most data scientists learn tools within a cluster, as the tools complement one another within. Professionals who tend towards closed Oracle and Microsoft tools will earn less, while those who flock to open source clusters are likely to earn more.

How does industry impact my salary as a data scientist? 

Apart from companies in the search and social networking space, consulting companies like Accenture pay data scientists well.

Looking for a data scientist job in Singapore?
Accenture is currently hiring over 50 qualified data scientists in Singapore.
Here’s your chance to work at the cutting edge of innovation:
Find out what Accenture is looking for in candidates on their careers page or skip the queue and talk to Min, their AI virtual recruiter who is currently interviewing and shortlisting data science candidates!

How DBS Bank uses AI to Transform their Recruitment Processes

DBS Bank is a multinational banking and financial services corporation headquartered in Singapore, with presence across Asia. See how their talent acquisition team uses to ramp up recruitment efforts, save time, and increase efficiency.

Reasons why DBS Bank loves

  • Their HR team saves 40 hours per month which they can spend on higher-value work.
  • grows with their business and adapts to their 40% spike in hiring needs.
  • Their team enjoys a lighter workload, while efficiency speeds up.

DBS Bank has been expanding its wealth management services, and along with their business growth they needed to hire 40% more wealth planning managers across Asia. Their HR department in Singapore was looking for a tool to support this rapid expansion.

Lucky for them, they didn’t have to look too far. Singapore home-grown startup, worked with the team to launch a virtual recruiter named JIM (Jobs Intelligence Maestro) in April 2018.

Since then, JIM has helped review countless resumes, collect candidate responses from pre-screening questions, and conduct psychometric profiling assessments to accurately qualify candidates in the hiring pipeline.

With in-built artificial intelligence ability, JIM learns how to make better assessments while screening candidates over time. Even with over 7,000 candidates, the virtual recruiter engages candidates in a 2-way conversion and qualifies them 24/7. The HR team at DBS doesn’t have to work late nights or weekends anymore, as they trust that JIM will take care of tasks while they are away. Armed with, the HR team at DBS saves time so their recruiters can focus on higher-value work.

Ready to take your recruitment process to the next level?

Email to see our AI platform in action!

Here is what our clients have experienced:

– Upto 81% reduction in the time to qualify candidates 
– Upto 30% reduction in the cost of hire
– 5X increase in reach is a Singapore based company and we work with several government clients as well as enterprises including Accenture and Singtel.