You know who’s perfect for each other? Recruiting and retention.

So what’s been taking them so long?

It’s February and love is in the air, so it’s time to finally get these two together. In this week’s episode we turn to Ankit Somani, co-founder of end-to-end AI HR recruiter AllyO, to find out how technology is helping to get the love affair going. We’re also joined by Jeanne Meister from Future Workplace, who tells us even more about how we can better connect the recruiting experience with the employee experience.

Listen to the full conversation or read the recap below. Subscribe so you never miss an episode.

They’re Perfect for Each Other

The traditional recruiting-and-retention model splits the two into separate functions. Somani says this is ridiculous. “From a candidate perspective, it doesn’t make sense,” he says. Because organizations have siloed the two apart from each other, companies are actually costing themselves money and time, and it’s difficult to carry over the relationships, data and human capital from recruiting to retention, he says.

But it’s easy to have a smooth transition — just don’t have one at all. Somani says the new recruiting function must become “hiring plus retention.” That means having the same person who is in charge of recruiting an employee also be in charge of training, especially in those critical first few days. Not only does this ensure familiarity, it also creates a trust that helps a new hire transition into the organization.

And it creates equity with a new hire too. “People these days want to work for companies that really care about them,” Somani says. A more streamlined recruiting-and-retention process is a big step toward showing that you care about an employee’s development in your organization.

Use Technology to Help Seal the Deal

Of course, it’s 2019. Our matchmakers aren’t always human. Outside the workplace we use Tinder, and in HR we use artificial intelligence.

AllyO has been assisting companies with their AI technology to marry recruiting and retention, and Somani talked about the company’s experience with the restaurant chain Maggiano’s Little Italy. The chain’s recruitment team was severely understaffed, so it turned to AllyO’s system to help with recruiting. “AllyO became the single source for 80 percent of applicants going through the system,” Somani says. This means applicants were chatting with AllyO from the moment they considered the job to the moment they were hired.

However, the chain was also having issues with retention. Using AllyO’s software, it instituted mandatory new-hire check-ins throughout the first 90 days of employment. Maggiano’s was able to use its findings to improve its training practices and its retention rates.

Another benefit of this new kind of matchmaker is that because of their familiarity with AllyO and its processes, employees were comfortable providing feedback. “Employees are responding to AllyO 50 percent more than they would have responded if we had reached out to them cold,” Somani says.

A Tech Reminder

Somani also offered the reminder that no matter how enamored you may be with your shiny new tech tools for HR, remember that a chatbot isn’t the way to convince someone to take a job. “Bots don’t do that, and that’s where recruiters need to bring in that human element,” Somani says. The automated tools at your disposal are just there to ensure a better, more consistent candidate experience. Ultimately it’s on you, the recruiter, to play matchmaker between candidate and company — and to make sure the marriage is one to brag about.

Resources Mentioned in This Episode

This episode is sponsored by AllyO.

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