David Bernstein- Hiring Through the years

Recruiting in the Past

Let’s paint a picture. It is 1995, and email is just starting to be used within the workforce. On Sunday, you run a job ad in the local paper. When you come into work on Monday, you have a line of curled resumes attached to the fax machine. You and your team of 4 recruiters must take the time to sort and scan all the resumes sent. Throughout the week, you get resumes sent in the mail, and by Friday, you have successfully sorted through almost all your resumes. Now you and your team have to write an acknowledgment to all the candidates. At this point, you and your team of recruiters have invested 140 hours into sorting resumes. Now, fast forward to the present. The Recruiting industry has changed to using online job boards and online resumes. One thing that has not changed is how long candidates have to wait. According to SHRM, candidates have an average wait time of 21 days before they hear from a recruiter.

Recruiters aren’t taking advantage of automated messaging

Candidates want to hear something from recruiters instead of feeling like they are stuck in the job board black hole. While 72% of recruiters’ time is spent reviewing resumes, candidates are still not hearing anything. Using bots to optimize your candidates’ experience is a very underrated tool. Using bots to send them an instant thank you for applying response would improve candidate experience significantly.

Everyone is cranky

In the recruiting process, everyone is cranky. Job seekers are tired of hearing no responses and want more information. Recruiters have so much work on their plate they are very overwhelmed. Hiring managers are upset because they needed to make the hire yesterday.

Let’s Pivot this attitude

At PivotCX, we have a fantastic opportunity to focus on engagement throughout this process. We now have the ability to use multiple channels to reach out to candidates fast. We can message them at the right place at the right time. We can do this in a scalable way while at the same time making it more personable. People no longer live on email.

You need to Pick First

On average, for every two job openings, there is one candidate. Candidates now have a choice. You need to be fast to hire the best candidate. To keep up, you need to message them on their terms, on the platform they use, which is text.

Where do chatbots fit in?

Candidates want a white glove experience, including giving them an instant thank you for applying and setting expectations. This type of experience can help increase the chances a candidate will engage and not ghost. You can use chatbots to handle the high volumes of candidates, but this can’t replace human-to-human interaction. Recruiting is a relationship-building process, and building one with a chatbot is very hard. When using a chatbot, PivotCX still maintains a human in the loop.

Welcome David Bernstein!

Pivot has hired HR technology industry expert, David Bernstein as executive vice president of corporate development and strategy. In this role, Bernstein will be responsible for business development, strategic alliances, marketing, and amplifying the brand across multiple stakeholder communities.

Bernstein, who has nearly three decades of experience in human resources, first as a recruiter for PeopleSoft and soon after as an early adopter, implementer, and leader in the HR technology. Among his career highlights is implementing global technology platforms for Fortune 500 companies such as Hitachi, as well as serving as a director of product strategy for an early pioneer of total HR software solutions. Bernstein has worked with six startups in the HR technology space, most recently serving as the vice president of partnerships and industry relations for JobSync. Bernstein is a frequent contributor to Forbes and serves on the Forbes HR Council. He is also an adjunct professor, teaching HR Analytics, at Palo Alto University, and is a noted speaker at HR technology events.