resilient recruitment

The Ultimate Guide for Resilient Recruitment Practices

resilient recruitment practices

If COVID 19 has taught us one thing, it is that crisis can come anytime but despite everything, the show must go on. The pandemic has forced organisations to take a step back and deliberate. Organisations are evaluating if they are prepared for another disaster of this magnitude. Recruitment functions were one of the most affected. Apart from being one of the busiest departments, they also involve a lot of human interaction. Some organisations that had resilient recruitment practices faced no disruption. However, most of them had to start at square one.

Organisations that struggled to bounce back had no plan B. They were mostly dependent on people and locations. The efficiency of their processes was as good as the performance of the employees. Resiliency demands organisations to relieve themselves of such dependencies. It can be achieved by creating an automated, presence-less and virtual workplace. Such an environment supports business continuity in all circumstances. Since recruitment is one of the most critical foundations of any organisation, it can expect a total revamp.

Here are the resilient recruitment practices that can minimise hiring disruptions during any crisis.

Practice radical transparency

It holds true for all the departments. When a disaster of this magnitude occurs, there is a lot of information circulating amongst the employees, and most of it is untrue. It creates an atmosphere of tension and uncertainty. 

In such scenarios, the HR leaders need to up their communication game and keep the recruiters informed. They need to notify the recruiters about any strategy changes with regards to hiring. Besides, it is also a time to reach out to their teams as often as they can. 

By being honest and circulating frequent information, the leaders can ensure that the team’s performance is not affected.

To maintain a constant flow of communication, recruitment teams need to design leaderboards, dashboards and invest in information portals. It will automate and simplify the task of spreading the right information to everyone involved. 

Hire for agility

Agility calls for quick adaptation to the changes in one’s surroundings. An agile and resilient recruitment team can make all the difference during difficult times. Such a team is also more efficient when hiring demand surges. 

As you hire recruiters, go beyond the resume and experience. Try to focus on the mindset and attitude of the recruiters. Try to understand how they will respond during challenging times.

Apart from this, organisations also need to foster a culture that supports agility. Having a vision and a future mindset will help them to create a desirable environment. 

Virtual job fairs

Job fairs have become popular in recent times. By attending one such event, recruiters and hiring managers can meet dozens of candidates in a single day. As they interact one-on-one with qualified applicants, they can also understand the talent market. Moreover, it brings the possibility of meeting non-traditional talent with unusual backgrounds. 

For recruiters, it is also a brand awareness exercise. Attending such events allow them to create an impression on job seekers.

When disaster strikes, recruiters may not be able to attend these events. Instead of missing this opportunity, they can attend virtual job expos. These are the online events where the job seekers and recruiters can meet and interact via chatrooms, webinars and emails etc. 

Some of these events are more advanced that require the organisations to set up virtual booths. These are web pages on the company’s website that mimic a booth and has videos and presentations.

By investing in technology, organisations can enjoy the job fairs even when making personal visits is not possible.

Automate screening and shortlisting

With online job boards and job sites, the outreach of openings has already increased. Recruiters of large organisations receive thousands of resumes in a month. When they have to process these resumes manually, the recruitment process slows down. The efficiency goes for a toss and is evident in recruitment metrics.

The problem compounds during challenging times. In such situations, engaging talent and strategising for the future needs may take precedence. Recruiters may want to focus more on the problem in hand.

In such situations, a software tool that automates screening can give them the required bandwidth.

Screening systems can identify talented candidates from a large talent pool. Since these are based on AI, these tools can match resumes with the job descriptions. They can understand patterns and learn to align with the preferences of recruiters. 

Recruitment chatbots go the extra mile and conduct first-level of interviews.

Impress is a highly-competent tool that further ranks the candidates for the greater convenience of recruiters. 

Virtual interviews

Interviews have traditionally been face-to-face interactions. When the candidate is from another city, the general practice is to fly down the applicant for interviews.

However, in the current times of social distancing, the interview process has changed and how. The interviews have moved to the virtual world with video interactions becoming the norm of the day. However, it is a learning curve for everyone involved.

Apart from the technological challenges, there is a mindset change that is required. The hiring managers need to understand the nuances of a video interview. For instance, they may be biased towards a candidate who has a quiet surrounding or has a nice voice. 

In one-way video interviews where the questions are pre-recorded, the recruiters need to prepare a list of thoughtful questions. The answers should not only help them shortlist the candidate for the next round, but also give a glimpse into their personality. 

As remote working will become more acceptable in the corporate world, the need for virtual interviews will increase. Apart from being a cost-effective option, they can also reduce time-to-hire.

Technology for positive candidate experience

Candidates want regular status updates and frequent communication from the organisations. When they are kept in the loop, they feel engaged. With a positive hiring experience, they are also more likely to apply in future. 

In the absence of technology, candidate experience is only as good as the recruiter. More often than not, the job of a recruiter is pretty hectic. From engaging candidates to negotiating offers to building relationships, a lot is going on in their lives. 

When the status updates are automated, it is one huge responsibility taken off their shoulders. Moreover, it ensures that the organisation follows a standard response process. And that too, without any misses.

AI-powered chatbots are extremely useful in enhancing the candidate experience. They can mimic human conversations and provide relevant answers to candidate queries. 

Such technology promises consistent experience across the spectrum. helping in resilient recruitment practices

Automated reference checking

SHRM found in a survey that 92% of organisations conduct background checks. It is done either at the pre-employment or at a later stage. The survey also found that companies value background checks. More so, for technical positions.

Traditionally, reference checking has been a manual and repetitive process for the recruitment teams. The flip side is that the other party can sometimes voluntarily share some information. These messages can create a bias in the minds of the hiring managers. 

Automated reference checking tools can become one of the strong pillars of resilient recruitment practices. They make the process person-independent and add more value to the process of reference checking.

These systems are smart and learn about the candidates from the responses they get. Most of these tools use behavioural science to understand candidate traits. Secondly, they have a large database to compare these traits with other successful people in similar positions. 

Automated onboarding

When onboarding is manual, the recruiters have to intervene to ensure that everything is in place. Right from desk allocation to network accesses to email configuration has to be done manually.

If the recruiter is unable to attend office, all of this goes for a toss. It sours the first-day experience of the employees and can also impact retention.

By automating the onboarding process, organisations can ensure that all the resources are in place. It creates a positive experience for new employees. It also empowers them and shortens their transition time from training to become fully productive.

Automated onboarding consists of having all the resources online. For instance, building online training dockets for new employees is much more useful than classroom orientation sessions.

With stress-free onboarding, the recruiters can also focus on other strategic aspects of their jobs.


Resilient recruitment practices are the way forward. In the new normal, organisations need to empower their teams to ensure business continuity in all circumstances. As remote working will become the new normal, recruiters will also have to change their ways of working.

How can leaders resolve recruitment challenges during COVID-19?

tips for leaders to resolve recruitment challenges.

If there is one thing that the current pandemic of COVID-19 has taught us, it is that the show must go on. The world is following social distancing, implementing lockdowns and restricting travel. In this scenario, organisations are finding new ways to carry their operations as usual. This situation has brought several recruiter challenges to the already high-pressure job of recruitment. Hiring has traditionally been a high-human-interaction job and thrives on face-to-face conversations. 

Due to the impact of COVID-19, recruitment will slow down in some industries. However, online shopping giants, retail stores, technology and healthcare will see a spike in their hiring numbers. In other sectors, recruiters may still have to close the open positions. They may still have to prepare a pipeline for critical positions.

This phase of COVID-19 is also a good time for leaders to reset their recruitment functions. It is an opportunity when they can prepare their teams to work in a virtual environment. It will help the teams to traverse the physical boundaries and even lower the costs in the long run. Moreover, it will bring more flexibility to the hiring process and engage more candidates.

Let’s look at a possible action plan that recruitment functions can adapt to manage recruitment challenges.

Prioritise the tasks at hand

The COVID-19 pandemic was so sudden that nobody could prepare for it. Organisations had to move their operations to the virtual environment almost overnight. Recruiters can manage the situation effectively by targeting the immediate tasks at hand. For instance, they can prioritise the candidates who are set to join shortly. As the future is still unclear, holding their onboarding to an indefinite time is also not an option. Moreover, there must be candidates who were far ahead in the interviewing process. The line managers could still be keen on hiring and onboarding them at the earliest. 

Leaders can enhance the output of their recruitment functions by addressing these recruitment challenges. 

Equip the recruiters to work from home

If the recruiters have never worked from home before, they may not be prepared to do so. To begin with, they may not have the right wifi setup and other tools. A few companies are offering allowances to address such recruitment challenges. The team leaders can share tutorials to help the recruiters maintain their productivity when working from home. They can also ask the recruiters to take breaks as the boundaries between personal and professional life may start to blur.

The time also demands organisations to be sensitive to the needs of their employees. For instance, recruiters may have children at home who may need attention during the day. The team leaders can offer time slots so that they can give equal attention to their personal needs. 

Lastly, recruiters thrive on human interaction and conversations. This sudden lull of activity and social distancing can get to them. The team leaders can encourage their teams to stay connected. Apart from frequent calls, offline IM thread, sharing personal pictures, virtual pizza parties can help in engaging the team.

Conducting video interviews

One of the main recruitment challenges is moving to video interviews. Recruiters and line managers are used to meeting candidates in person for most hiring positions. It is during these interviews that they have evaluated candidates and made their hiring decisions in the past. They are not going to be comfortable with virtual hiring overnight. 

In light of this, recruiters may have to unlearn and relearn a few aspects of interviewing. Team leaders can start by encouraging recruiters to take an empathetic approach. All the rules of in-person interviews may not apply for video interviews. There are good chances that candidates are also not comfortable with the distance. Moreover, they may not have a disturbance-free environment for interviews. With a sensitive outlook, recruiters can resolve these challenges more efficiently.

The team leaders can also share the best practices of video interviews with their teams. Additionally, the recruiters can be encouraged to share their learnings on a common platform. Apart from engaging them, it will help in fostering a long-term virtual hiring culture in the organisation.

Work closely with hiring managers

Building better relationships with hiring managers is a crucial part of a recruiter’s life. The new situation of COVID-19 demands them to collaborate even more than before. Hiring managers may not be comfortable with interviewing people remotely. They may need hand-holding and some encouragement from the recruiters. 

Hiring managers can also play a crucial role in the acceptance of offers. Due to the uncertainty of COVID-19, candidates may not be willing to leave their current jobs. The hiring managers can take them in confidence and assure them of job security.

Leveraging technology

In the absence of walk-in interviews and job fairs, volume recruitment can add to recruiter challenges. COVID-19 may have also affected the plans of visiting campuses for hiring freshers. Even if the organisations cut these numbers by half, the recruiter could still be up against a huge challenge. They may have to spend several days doing what could have been achieved in one or two days. Moreover, their follow-ups and manual tasks can increase by manifolds.

To overcome these problems, leaders can evaluate technology-powered tools. For instance, recruitment chatbots can substantially reduce the efforts of recruiters. Moreover, they can enhance the output of the hiring process, both quantitatively and qualitatively. 

Recruiters have to spend a lot of time answering calls and queries of candidates. Recruitment chatbots can be programmed to manage these questions. Their most useful feature is that they can be used to conduct the first level of assessment. Recruiters can feed interview questions into the chatbots. As the candidates apply to the open position, the chatbots will administer the questions. Impress’s recruitment chatbot is an intuitive platform. Many organizations use the platform for remote recruitment and for creation of virtual graduate recruitment experiences.

Positive candidate experience

Maintaining a good candidate experience is one of the recruiter’s challenges that need priority during COVID-19. In-person meetings can have positive influences on the candidate. However, at a time when every conversation is going to be virtual, it is going to be hard.

The fundamental rules of a positive candidate experience will remain the same. There could be some candidates who would have entered the recruitment funnel just before this pandemic. It is advisable to inform them of any changes in your hiring plans. The recruiters can ensure a positive experience by adapting an empathetic approach. For instance, overlook the appearances of kids or pets during the interview.

These simple steps may seem unnecessary now but will reap results in the long run.


A survey by Glassdoor found that positive onboarding experience can improve retention by 82%. Maintaining the same level of onboarding experience is going to be challenging in these times. However, there are a few steps that the recruiters can take to deliver the best in this situation.

  • Ensure that the IT accesses, usernames, emails etc. are configured before the day of joining.
  • A new employee is going to have several queries and will need resources to understand the processes and systems. The recruiters can assign mentors who can help the employees in this regard.
  • Recruiters can organise virtual events like one-day video-conferences. It can help in giving a virtual experience of the organisational culture. The recruiters can manage the first few days by arranging calls with team leads and inter-departmental colleagues.
  • To give a view of the organisational culture, recruiters can use story-telling. New employees get to experience the culture through casual conversations and professional interactions in the office. In the absence of these, recruiters can use several incidents to weave stories around the company’s culture.

Upskill the recruiters

What will the recruiters do if your organisation has implemented a hiring freeze? It is a valid question that many leaders will be asking themselves.

If the leaders see the business picking up in the next few months, they can utilise the recruiters for workforce planning. The recruiters can have detailed conversations with the line managers and evaluate their future needs.

Besides, it is a good time for the recruiters to upskill themselves. Leaders can encourage recruiters to take courses. For instance, data analysis, behavioural interviews and story-telling can help them to become the masters of their profession. 


COVID-19 has resulted in an unpredictable situation. The real impact will come to the surface after things have settled down. Organisations will have to reassess their hiring systems and processes to take a more empathetic approach. It will be a good time to assess how technology can empower and resolve recruiter challenges.

Leaders can also use the current experience as a test-run for virtual hiring. They can understand the bottlenecks and brainstorm ideas for adopting remote hiring as a standard practice.

10 Recruiting Trends for 2020

top 10 recruiting trends for 2020

In the ever-changing world of HR and Recruitment, 2020 is going to be a remarkable year. The current landscape of fierce hiring competition and the millennial workforce will call for a fresh perspective at recruitment strategies. AI and automation are no longer matters of the future. They are here, and the early-adopters will begin to reap their benefits. It will also clear the path for the recruiters to contribute more strategically in their jobs. The recruiting trends for 2020 will also focus on innovative solutions to make up for the prevalent skills shortage in the market.

Impressive candidate experience

The candidates today expect to be treated at par with the customers. They seek a high level of engagement with frequent two-way communication. Recruiters will have to relook at the hiring journey and ensure that it is a convincing one. Better candidate experience will not only help in engaging passive candidates but also reduce the voluntary dropout rates. 

2019 survey tried to explore the expectations of the candidates when they apply for a job. Firstly, the candidates expect an easy, quick and straightforward application process. A lot of candidates are known to quit the application process if it too lengthy or cumbersome. Secondly, the survey indicates the growing acceptance and comfort with video interviews among the candidates. Lastly, the candidates expect a high level of engagement from the recruiters. They want deeper conversations about the roles and the organisations. Moreover, they also want regular updates about their application status.

More and more organisations will take to automation and technology for creating a seamless and satisfying candidate experience. Impress AI is a powerful tool that can help organisations in this regard by enabling intuitive chatbot conversations and video interviews. Both these features can be customised as per organisation-specific requirements. The intelligent chatbot can handle complex queries regarding the company and the job. Moreover, it can be used to evaluate and rank qualified candidates. The platform can be linked with video interview platforms for adding another level of online assessments. It can assist in creating a highly-efficient and automated screening system. You can click here to request a demo.

enhance candidate experience

Greater flexibility 

Employees expect organisations to be more accommodating and want more flexibility at their workplace. A survey found that 80% of employees would be more loyal to their companies if they were offered flexible jobs. They cite different reasons for this, ranging from maintaining a better work-life balance, avoiding office distractions and reducing the office commute stress. Candidates view their recruitment experience as a precursor to their time as an employee. For this reason, it becomes imperative for organisations to offer a certain degree of flexibility in the recruitment process. For instance, Impress AI offers a high level of versatility in the hiring process. It enables the candidates to take the online assessment at the place and time of their convenience. Moreover, they can stop the interview and restart at a later point in time.

Company culture will take the centre-stage

For long, organisations have focused on customers and providing the best services to them. However, 2020 will call for a change in their outlook as they will explore the idea of becoming more employee-centric. 

In these times of talent wars, candidates have easy and quick access to employee reviews on the internet. Most candidates prefer to visit these websites when they come across a lucrative job opening. As per a survey, Glassdoor found that 77% of candidates would consider a company’s culture when they are keen on applying for a role. Moreover, 73% of these candidates would proceed with the application process only if the organisational values align with their own. In this scenario, it has become imperative for organisations to revisit their mission statements and culture to deliver value to the employees. We are not talking about free lunches or ping-pong tables in the break-out zone. It is more about empowering the employees and giving them growth opportunities. This 2020 recruiting trends will require the C-suite executives to redefine their mission and culture statements.

Personalise Technology in HR

Every candidate is different, and so is every organisation. One technology or platform cannot suit every organisation’s objectives. For instance, one organisation may need technology to simplify its mass recruitment. Another organisation may need a platform for shortlisting relevant candidates for its niche positions. Impress AI has collaborated in the past with organisations to build chatbots specific to their roles and requirements. 

This initiative will again co-relate to enhancing the candidate experience as personalisation will become a major recruiting trend for 2020.

Automation will bring a strategic change

For long, recruiters have spent the majority of their time in operational tasks. These manual activities would leave them with little time to contribute strategically to their jobs. Automation, which is a significant recruiting trend for 2020, will shift the focus of recruiters to strategic aspects of their jobs. For instance, Impress AI chatbot can evaluate all the candidates who apply for a role and rank them as per their qualifications. It can drastically reduce the workload of recruiters and also improve the quality of hire. 

The recruiters will find more bandwidth for more meaningful work like building relationships with the hiring managers. More often than not, hiring managers can sense the disengagement of team members who are planning to leave. They can work with recruiters in advance to create a talent pipeline for crucial positions. Moreover, recruiters will also have more time for engaging candidates and deducing meaningful information from data.

Internal mobility

 Traditionally, recruiters have focused on external candidates to fill their open roles. However, as the skills shortage is becoming more prominent in the market, recruiters will have to assess the possibilities of internal hiring. Apart from keeping a track of candidates who show the promise of adaptability, recruiters will have to keep them warm for any future openings. External candidates may sometimes take 2-3 years to become productive in their jobs. In this scenario, companies will look internally for crucial roles that will require the incumbent to step up quickly. This strategy will also require closer collaboration between recruitment and talent management.

A data-driven approach to recruitment

One of the main recruiting trends for 2020 is the intelligent usage of predictive analytics to make crucial decisions. In fact, 71% of organisations already see the use of analytics as a high priority. In simple terms, predictive analysis refers to using past data to predict future hiring trends. For instance, it can be used to predict future hiring and skill requirements. Moreover, it can be used to evaluate the screening sources to indicate the most effective ones. Predictive analysis can also give accurate visibility of roadblocks that seem to be impairing the recruitment process. The main advantage of predictive analysis is the elimination of human error or biases from the recruitment process. Also, it will help in aligning an organisation’s people strategy to the overall goals. 

Collaborative hiring

One 2020 recruitment trend that is highly expected is the shift from traditional hiring towards team-based hiring. It is a type of recruitment in which cross-functional teams come together to hire an employee. It includes several stages of interviews in which the candidates meet members from other teams that they will be working with. This process not only improves the quality of hires but also bring everyone on the same page. Moreover, it will give a realistic picture of the talent market to the hiring manager. When multiple people are involved in the hiring process, candidates will also get a better picture of the organisation and its culture. 

Employee referrals

As recruiters will go back to the board to revisit their recruiting strategies, employee referrals will emerge to be one of the major recruiting trends for 2020. In a survey conducted by Careerbuilder, 82% of employers rated employee referrals above all other recruitment sources. They also said that employee-referrals gives them the best return on investment. Candidates referred by current employees not only tend to stay longer but also perform better. Organisations will work towards developing fast and easy employee referral processes to attract their employees to contribute more. Moreover, they will extend their referral programs to social media to maximise their reach.

Organisations will contemplate hiring for soft skills

For long, organisations have hired mainly for hard or technical skills. However, as markets foresee a considerable skills shortage by 2030, soft skills will become a 2020 recruiting trend to look out for. To account for this skill gap, organisations will shift their focus on hiring candidates who show a higher propensity to adapt. Organisations will have to consider the option of hiring for competencies such as collaboration, teamwork, agility that will uproot the system of hiring for the experience. We live in times when technology and roles tend to evolve quickly and an employee who is not able to adapt may not be able to deliver.

Besides, as AI and automation will replace hard skills, organisations will be in a greater need for soft skills that cannot be emulated by machines. In order to propose and deliver new services to the customers, organisations will additionally lookout for skills like imagination, creativity and curiosity.

Recruitment is a constantly evolving field where it is necessary to react as per the market. These recruiting trends for 2020 will pave the way for future hiring processes and systems. However, enhanced candidate experience is something that will define this year as exceptional. 

Everything you need to know about Recruitment Chatbots

Technology is so intricately intertwined with human lives these days that it is difficult to imagine one without the other. It won’t be unfair to say that technology dominates our lives in ways one couldn’t have imagined earlier. With new advancements and cutting-edge innovations, technology is beginning to emulate the human mind and behaviour. Alan Turing, who is considered to be the father of computer science and artificial intelligence, once said that a computer would deserve to be called intelligent if it could deceive a human into believing that it was human. With intuitive chatbots, we can safely say that the time has come. Chatbots are being used in businesses in scenarios that were hitherto unheard of. More specifically, chatbots are helping in the growth of enterprises.

Apart from their various uses in transforming businesses, chatbots have found a special place in recruitment. Hiring, which was till recently, a conservative sector, has evolved in this new age of technology. Earlier the process involved the recruiters to write job descriptions, post on job boards and interview candidates. Applicants, on the other hand, had little say in the entire process and would have to wait endlessly to hear from the recruiter. However, in recent times the power needle has taken a full 180-degree turn and how. Companies are trying hard to woo skilled candidates to build a talented workforce. As per a survey by SHRM, a staggering 83% of HR professionals said they were facing troubles in finding the right candidate. 

In this scenario, when businesses are competing to attract talent, candidates expect a high level of engagement. They expect a seamless hiring process with complete transparency and regular feedback. Recruitment chatbots, coupled with AI, are supporting recruiters in improving the overall hiring scene. Let’s dig deeper to understand what recruitment chatbots are, how they work and the benefits they bring to the table.

What is recruitment chatbot?

A recruitment chatbot is an AI-powered tool that can converse like a human with the candidates. It can be defined more accurately as a conversational agent or a recruiter’s assistant. It is a software application that uses natural language processing and machine learning to understand a conversation and respond appropriately. 

Here are the tasks that it can do on behalf of a recruiter.

  • Greet a candidate on the company’s website and ask if the visitor is looking for any specific information.
  • Ask for personal information from the applicant so that the recruiter can contact at a convenient time.
  • Answer candidate queries and provide general information. The chatbot can be equipped to handle more complex queries about work-life balance, office timings etc.
  • Assist in the recruitment process by asking relevant questions related to experience and interest. This can be used to pre-qualify the candidates.
  • Scheduling the first round of interview.

What are the benefits of recruitment chatbots for an enterprise organisation?

Enterprise organisations have an immense scope of expansion. Needless to say, they cannot grow unless there is a corresponding growth in their workforce. This growth has to be both qualitative and quantitative for the organisation to become a market leader. This puts tremendous pressure on the HR department to recruit and retain a talented workforce. 

However, it is also a fact that HR professionals find it difficult to run HR processes efficiently due to lack of resources. SHRM corroborated this in their survey report of 2016.

A recruiter’s work responsibilities include a host of activities like:

  • Writing attractive and accurate job descriptions.
  • Screening a vast number of applications to pin down the most qualified candidates.
  • Scanning the market to find passive candidates who can perfectly fit into the open positions.
  • Engaging the candidates right from the first point of interaction until they are on-boarded.
  • Completing operational tasks like scheduling interviews, negotiating offers, rolling out offer letters and ensuring a smooth onboarding.

Amidst all this, the recruiter gets little time to give strategic inputs at the workplace. Moreover, candidates expect constant engagement or they may lose interest in the job. As per a study by CareerBuilder, 78% of candidates said they use their hiring experience to gauge how the company will treat them. In this scenario, one can only imagine the immense workload that recruiters get buried under.

Enterprise organisations, that at are the cusp of expansion, can benefit from chatbots in the following ways.

  • Saving time – Since a recruiter is burdened with so many tasks, there may be no time to engage prospective candidates and build relationships. As per Fornstack, 55% of recruiters lose 8 hours in a week to manual and administrative tasks. Chatbots can ease this challenge by taking on several of these tasks. For instance, it can handle candidate queries and schedule interviews. They can also be customised to take preliminary interviews and qualify candidates. This can, in turn, increase the productivity of recruiters.
  • Enhanced candidate experience – As per a survey by Allegis, 58% of candidates are comfortable interacting AI apps during the initial stages of the hiring process. Since the chatbot will be available 24X7, a candidate will always have “somebody” to talk to. This can drastically improve the candidate experience who regularly complain about low levels of communication. 
  • Reduced time to hire – The Allegis survey also found that 66% of candidates were comfortable with a chatbot scheduling their interviews. Considering this benefit, coupled with the previous one, the time to hire can be reduced drastically. 

Intelligent chatbot can be developed on Impress platform that can give you several benefits along with the ones mentioned above.

What are the challenges of using recruitment chatbots?

  • Language differences – People may use slangs or short forms while texting. It can become challenging to program a chatbot to understand all these variations. Impress, however, has solutions to cater to such localisation of the language.
  • Lack of emotional quotient – A robotic chatbot may defeat the purpose of using them. To bring in a human context, there has to be a mix of humour and slangs for building a better connect with the candidates. Digging deeper into this issue, Impress has personalised chatbots to deliver an emotional connect.
  • Unknown situations – Although chatbots can learn from their past experiences, they may still encounter unknown situations. They may not know how to respond in such circumstances and may even spoil the candidate experience. However, such occurrences may be far and few.

How are organisations using recruitment chatbots?

Impress has collaborated with esteemed organisations to develop their custom chatbots. Two such cases are illustrated below. 

  • JIM – DBS along with Impress developed JIM to hire wealth managers more efficiently. Short for Job Intelligence Maestro, JIM has automated a significant portion of the hiring process by reviewing applications and collecting applicants’ responses for pre-screening questions. Besides, JIM can also conduct psychometric profiling assessments for further information. The main objective was to reduce the workload of recruiters so that they can give more strategic contribution and also to fulfil the demand for a vast number of wealth managers. This initiative saw a huge positive response from the candidates where 90% of them were satisfied with its performance. 
  • EVA – Impress worked with Ngee Ann Polytechnic to develop EVA to assess candidates in the early stages of the application process. The colleges receive about 4000 applications every year and it would take around 470 man-hours to go through the individual write-ups. EVA has reduced this time to 2 hours and simplified the screening process 

Apart from other benefits, Impress chatbot can offer further advantages like:

  • Scalability – Since it is based on technology, the chatbot can be empowered to hold several simultaneous conversations. This is an outstanding feature as a human can only talk to one person at a time. 
  • Eliminating human bias – Hiring managers and recruiters can inadvertently bring in an element of unconscious bias in the recruitment process. Such bias can cost hugely by losing some really talented candidates. Chatbots can remove human bias and support in building a diverse and inclusive workforce
  • Real-time response – As per careerarc, 65% of applicants said they rarely or never receive any information about their application. 51% of those who did say the response takes more than a month to come their way. Chatbots can give real-time responses and resolve such alarming situations. 
  • Automating FAQs – Candidates hesitate to ask certain questions to a human face. However, they are more comfortable talking to a bot that they know won’t judge them. Thus chatbots can effectively handle queries about working hours, work-life balance, leadership and culture.
  • Customisable – When it comes to bots, one size does not fit all. For instance, volume hiring is significantly different than niche recruitment. Impress allows you to customise your bots as per your role and organisation.

Impress has improved the hiring process considerably by achieving the following metrics*.

  • 75% reduction in time to qualify for a candidate.
  • 30% reduction in the cost of hire.
  • 30 minutes screening process instead of 7 days.
  • Increases the quality of hire by 2 times.
  • 95% of candidates had a positive recruitment experience.

Recruitment chatbots, with their several advantages, are here to stay. They are fast, intuitive and can certainly support an organisation’s recruitment strategies. We are still at a nascent stage in this technology and with time, chatbots are slated to get only better. 

* These metrics are based on the data collected from internal clients of Impress.

Jobs of the future: Top 5 skills that won’t be replaced by AI

The rise of artificial intelligence (AI) has triggered a series of questions about the future of work. The most common one being will technology replace our jobs? And if so, to what extent?

My answer is twofold:

First, we need to understand what AI is and the capabilities of this technology. Second, we should be aware of the skills that bots are unable to excel at, so we can develop professionally in these areas.

Let’s start by understanding what AI means

AI is intelligence demonstrated by machines, in contrast to the natural intelligence displayed by humans and other animals. As a concept, AI refers to a machine being able to think for itself and subsequently make decisions based on the data that it has been trained with.

What are the current capabilities of AI?

AI is best used when it comes to processing high volumes of data, completing mundane tasks, and answering basic level questions in areas like customers service or recruitment. Because of detailed algorithms, AI systems are now able to perform computing tasks quickly and efficiently, helping us make strides in research and development.

Some of the most notable real-world applications of AI include IBM’s Watson, which is being used to power research across a range of fields, and Microsoft’s Azure Machine Learning, which has made headlines globally. AI smart assistants have also become commonly used and welcomed in people’s homes, like Siri, Cortana, and Alexa.

These are the job skills of the future that bots can’t master:

1. Creativity

Having an imagination and thinking outside the box means that you can come up with ideas that don’t already exist. While AI machines can create art, music, and write, they do so by recognising patterns and analysing data as opposed to producing something new. Coming up with the initial seeds for a concept that hasn’t previously existed is uniquely human.

Even if a person doesn’t identify as being an inventor, a musician, or an author, having the ability to think in abstract terms will help solve problems, regardless of their job. For example, if a person works in recruitment, and their goal is to attract candidates to the company job page, they’ll need to think outside the box to come up with new ways to attract applicants. Then, they can experiment with various methods such as social media and content to find the optimal way to source applicants. By contract, if a machine were in charge of sourcing candidates, it would only utilise channels which it has previously “learned” based on the data used to create its algorithm.

2. Empathy

Another aspect that makes us human is the ability to empathize with others. This is especially useful in service related fields or areas dealing with people. For example,, an AI recruitment software for recruiters, can perform the initial stages of qualifying candidates by conducting competency based interviews at scale. After that, to complete the hiring process, a human would need to be involved to physically meet candidates and make the final decision. No matter how developed AI chatbots become, they will not have the innate ability to connect with and understand people on an emotional level to make final decisions.

Simply put, bots cannot “see” themselves in another person’s shoes, which is a skill required for tasks like interpreting a person’s feelings, working well in group settings, and effectively communicating ideas. Empathy is just one of many interpersonal skills which are necessary for positions in management as well as implementing projects across organisations. Can you imagine a bot solving a conflict between employees? Or artificial intelligence attempting to calm an employee during a departmental layoff? Didn’t think so.

3. Planning

If you’ve ever played chess online against a computer, you’ll know that it’s as competent and competitive as playing against a real person. Strategic games like these tend to be bound by rules and outcomes based on logic. They’re predictable, for example, “if this, then that” and therefore relatively easy for a computer to “learn.”

However, when it comes to real-world scenarios, the future is not as predictable. Many jobs require navigating through uncertain outcomes, shifting priorities, and filling information gaps. For example, project managers have to balance various factors, consider timelines, and weigh priorities when planning assignments across teams to meet one common goal.

4. Physical Ability

In the same way that people can appreciate the creativity and unique talents of a cartoonist or a script writer, they can also appreciate the level of skill required when a human being is able to hit a home run, come first in a race, or score the winning touchdown.

For centuries, humans have come together to cheer on their favourite team and have been inspired by the dedication of athletes. Playing (or teaching) a sport is just one example of a career that requires a unique skillset which can’t be replaced by a machine.

5. Judgment

Imagine if a bot could replace a lawyer in legal matters. In ambiguous situations, it would be unsettling to allow AI to call the final shots. In matters related to ethics, things are not always black and white. In other words, the concept of “should” versus “should not” doesn’t exist for a bot.

Despite scenarios where facts may be supported by the law, many conflicts involve a degree of emotion and irrationality. For example, either side of a legal case may not proceed rationally, or may have hidden motives. Because of this, much of a paralegals’ time and effort involves searching for and gathering data, which is a repetitive task where a bot would excel. However, the position of a lawyer or a judge, which both involve a higher level of thinking, cannot be replaced by a bot.

Key takeaway: Regardless of where your career takes you, it’s important to understand the skills where bots can’t replace humans, and to take steps to upskill yourself in at least one of the areas involving creativity, empathy, planning, physical ability, or judgement.


About is an AI chatbot software for recruiters. Our conversational bots autonomously interview, engage, and qualify candidates 24/7.

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

Ready to see our our platform in action? Email for a free product demo!

To people who are skeptical, I would definitely recommend to try’s platform. I really like how responsive the team is, how user friendly the product is, and it’s quite easy to get the hang of.” Nisa Rahman, The Creative Square Company

The Creative Square finds top talent using an AI virtual recruiter

To people who are skeptical, I would definitely recommend to try’s platform. I really like how responsive the team is, how user friendly the product is, and it’s quite easy to get the hang of.” Nisa Rahman, The Creative Square Company

The Creative Square is an internal business incubator which tests the viability of business ideas in various areas. 

Reasons why The Creative Square loves

>The platform is easy to understand and user-friendly

>Customer support is readily available and helpful

>Chatbot interviews reveal a different side of candidates compared to CVs _

Our team sat down with Nisa Rahman from The Creative Square (TCS) to learn more about the business and the impact an AI virtual recruiter has had on their hiring process.

“We are in the business of experimentation. At TCS, our mission is to build a team of energetic, passionate individuals to help us validate ideas in various areas,” Nisa explained.

To efficiently support business expansion and find the right candidates to build their team, TCS started using an AI virtual recruiter to automate the early stages of hiring and shortlisting.

“We found just in time, as we started hiring for our team. The platform was recommended by our business owner. It sounded like something new, different, and exciting, so we were very open to trying it out. Now, we source all our candidates and then put them through the conversational bot, which is like the first interview round for them.”

The TCS team advertises open roles in different ways. Once they receive applications, they use an internal tool to review candidates. After an initial screening, candidates are invited to

complete an interview with the AI virtual recruiter, which engages and shortlists candidates. Then, the hiring team logs into the platform to review candidate scores, which are assigned based on how well a candidate responds to interview questions.

When asked about her favourite part of the platform, Nisa mentioned it was the candidate scoring feature because it adds a layer of candidate information that can’t be found on a CV. Through the interview bot experience, the hiring team can see candidate responses and scores, which helps to give a better idea about whether that candidate would really fit into the role.

Nisa explained the difference between recruiting with versus the traditional method.

“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.”

The team at TCS expressed that they were happy to try’s platform, and that they have had a positive experience overall.

“Our experience working with has been very good. I’ve been in touch with my customer success manager, Prash, who is always easy to get in touch with, sorts out our issues quickly, and is very clear in his explanations. The co-founder, Sudh, has also helped quite a bit and took us through the platform.”

When asked what she would say to people who are considering to work with, Nisa said, “To people who are skeptical, I would definitely recommend to try’s platform, whether you want a demo or just to have a feel of the product itself. I really like how responsive and helpful the team is, how user friendly the product is, and it’s quite easy to get the hang of. The platform also eliminates bias.”


Interested in taking your recruitment process to the next level with our AI chatbot software for recruiters?

Email to schedule your free demo today!

YourStory Start-up Dialogue

Startups are known for their speed, innovation, and taking risks, however they often find it challenging to scale. Enterprises, on the other hand, rely on their proven brand presence to scale but find it challenging to take risks. Working together, they can help each other reach positive outcomes. According to KPMG’s New Horizons study, 94% of startups would like to repeat a collaboration process with larger organizations. And based on Imaginatik’s The State of Startup/Corporate Collaboration study82% of corporates say interactions with startups are important.

In support of promoting collaboration between enterprises and startups,, an AI chatbot software for recruiters, participated in YourStory Start-up Dialogue. Sudhanshu Ahuja, CEO at, was invited to moderate the panel of speakers at this event, which was co-hosted by YourStory and Asia PR Werkz, on Wednesday, 24 October 2018.

Topics covered during this event:

  • What are corporate partnerships?
  • Mistakes made by startups when trying to get corporate partnerships
  • How to deal with mismatch in expectations
  • Transformative effects of the right partnerships for both sides
  • How to prove your credibility
  • How to negotiate from a lower bargaining power
  • Being ready for a partnership — both for the startup and for the corporate


Ryan Lou, Fintech and Innovation Group, OCBC

Anurag Avula, Co-Founder & CEO, Shopmatic

Vipin Kalra, CEO, BankBazaar,

David Fowler, Director, PwC Singapore’s Venture Hub

Moderator: Sudhanshu Ahuja, CEO,

Key takeaways and highlights:

What are corporate partnerships?

Anurag differentiated corporate partnerships into two types: A startup getting an enterprise as a customer versus a startup and an enterprise teaming up to build a symbiotic partnership to use each others strengths for mutual benefit.

He shared an example from Shopmatic, which has achieved this by securing distribution partnerships for its ecommerce platform for SMEs from large enterprises like HDFC and Singtel. Anurag also emphasized that the right incentives need be set at the operational level to make such partnerships work.

Mistakes made by startups when trying to get corporate partnerships

Vipin shared that it is very important for a startup to position themselves correctly when seeking any kind of partnership with an enterprise. He advised startups to really study how the enterprise makes money or what their needs could be and position themselves in the right place based on the enterprise’s needs. He also mentioned that it is important to show the big picture to the enterprise and start from there. Unless the enterprise can see the bigger vision, they won’t be able to see it as worth their time.

Ryan from OCBC Bank shared that startups should look for non-market leaders to partner with. For example, OCBC Bank is looking to partner with startups in markets where they are not market leaders, in places such as South East Asian countries. He also shared that it’s not helpful to think of startups as the competition. Competition is from challengers like Alibaba, Tencent, PingAn, and Grab who are challenging the status quo of the bank. So through partnerships with startups, banks have a better chance of beating the challengers.

Proving credibility

David from PwC shared that it’s very important for a startup to come across as credible when working with corporates. When PwC takes a startup to one of their customers, they are risking their own reputation on the startup’s credibility. He also shared that the partnership can be initiated both by an enterprise need as well as by a startup approaching them for a use case that could be useful for one of PwC’s clients.

How to deal with mismatch in expectations

Both Vipin and David shared that since the culture on both sides is different, it’s useful to have a third party helping both sides bridge the communication gap.

Transformative effects of the right partnerships for both sides

Both sides can massively benefit from a similar partnership.

How to negotiate from a lower bargaining power

Ryan and Anurag mentioned that startups needs to show that they have the right people in the team and know what they are talking about. Smaller businesses also need to make sure they comply with enterprise standards.

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Interested to learn how your enterprise business can collaborate with an innovative startup to improve hiring processes? Email today!

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.

Our clients have experienced: 
– Upto 81% reduction in the time to qualify candidates 
– See 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 like DBS Bank, Accenture, and Singtel.

ConneXions Singapore: Amazon Web Services &, an AI chatbot software for recruiters, was invited to speak at ConneXions Singapore, an event hosted by Amazon Web Services on Thursday, 20 September.

Highlights of the event

The goal of this event was to share knowledge and best practices about the latest technology trends in cloud solutions. It was also an opportunity to engage with AWS team members, learn about APN programs, as well as the resources and tools that partners can leverage.

Topics covered during this event included:

  • A tale of 2 cloud journeys
  • Building our next generation of cloud architects
  • Technology partner showcase


Prashanth Sundaram (Prash)

Prash is a corporate finance & operations analyst at He has an affinity for all things financial and ensures all aspects of finance at are under control. Prash also provides a smooth journey for customers by supporting the operations team.

A big thank you to Amazon Web Services for hosting this event and giving our team the opportunity to present!

Interested in learning how AI can help your recruitment team experience:

– Upto 81% reduction in the time to qualify candidates 
– Upto 30% reduction in the cost of hire
– 5X increase in reach a well funded, Singaporean company and we work with 10 government agencies as well as enterprises like DBS Bank, Accenture, and Singtel. Email to learn how we can help you save time and improve efficiency. 

Capitalising on AI — A HR Game Change: By NTUC, DBS Bank,, and HCLI

NTUC invited to present at Capitalising on AI — A HR Game Change., an AI chatbot software for recruiters, was invited to speak at NTUC’s Progressive Practices Series: Capitalising on AI — A HR Game Change on Thursday 20th September, 2018.

Highlights of the event

The goal of this event was to educate HR professionals about:

  • How to navigate the future of HR
  • The benefits of implementing AI powered chatbots in recruitment processes
  • The opportunities AI & machine learning bring across talent acquisition


James LooExecutive Director & Head, Talent Acquisition GroupDBS Bank

James is a respected human resources professional with extensive experience in setting HR policies, recruitment, talent development, compensation planning, and restructuring.

Michael Jenkins, Chief Executive Officer,Human Capital Leadership Institute

Michael has been named one of HR Magazine’s Most Influential HR Thinkers. He brings several years of experience in the HR industry and has published Doing Business with the Japanese (Hodder), Teach Yourself Business Japanese (Hodder), Business Briefing Japan (Cassell), Absolute Beginners Business Japanese (Hodder), and Asian Leadership: What Works ed. Dave Ulrich (McGraw Hill).

Raj Kasi, Chief Commercial Officer at

Raj currently focuses on business expansion and growth. He brings a decade of experience in human resources and has built a career in the executive search space, partnering with leadership teams at financial services, natural resources, and chemical industries.

A big thank you to NTUC for hosting this event and giving our team the opportunity to present!

Interested in learning how AI can help your recruitment team experience:

– Upto 81% reduction in the time to qualify candidates 
– Upto 30% reduction in the cost of hire
– 5X increase in reach a well funded, Singaporean company and we work with 10 government agencies as well as enterprises including DBS Bank, Accenture, and Singtel. Email us at to learn how we can help you save time and improve efficiency.