A chatbot can become part of an autofunnel for searching and hiring personnel. To attract users to the chatbot, the company can use various methods: a link on the website and job services, a QR code in advertisements, a link in the company's social networks, etc. 

A chatbot improves the quality and speeds up the recruiting process. To find a large number of personnel at the same time, the bot does not need additional resources. The bot's well thought-out logic and scripts ensure seamless and correct communication with users to achieve better results. 

During communication, the bot advises the candidate, introduces him to the company and offers to view available vacancies. In order to leave a review, the user must complete a survey, add a resume, etc. These stages are chosen individually according to the needs of the company. 

Recruiters are forced to spend up to 50% of their working time on correspondence with candidates in messengers. The bot performs routine tasks and provides the HR manager with resources to perform important tasks that require the presence of a specialist.

The user's feedback, his questionnaire, resume and other data are stored in the specified place and are available to the manager at any time. Thanks to integrations with third-party services, the bot not only collects and stores information, but also analyzes and structures it. 

The chatbot can conduct a survey or questionnaire according to any parameters according to requests for a specific vacancy. For example, a job requires a certain list of skills. During the description chat, the candidate evaluates his skills by level, and the bot forms the answers into a table for the manager, where the candidates with the most relevant knowledge will be on top. 

All resumes sent to the bot are stored in a separate database, thanks to which the manager can return to viewing the candidate's resume or profile at any time and send him a message through the chatbot (provided that the user has not unsubscribed from the chatbot himself). Communication between the HR manager and the candidate through a chatbot saves resources for both parties, since the dialogue takes place in the messenger. This allows you to avoid long correspondence via email, repeated answers to questions, additional consultations, etc. 

The bot also generates a list of upcoming interviews, important details and additional information for the recruiter. 

The presence of additional software for the recruiter saves 20% of time. On average, a manager closes every fifth vacancy by turning to the internal candidate database (which is 54% faster than when searching for new candidates). The chatbot allows you to create, save and process an unlimited number of vacancies and resumes in the company's internal databases. The manager can use a quick search in his own database:

• find candidates who responded to a specific vacancy
• search for candidates by keywords among the entire CV database
• find a job to republish or update. 

Publishing, suspending, editing or deleting a vacancy does not require additional knowledge of the recruiter. 

For vacancies that require periodic hiring of a large number of personnel, the HR manager does not need to delete and re-add the vacancy after a certain time. For example, a recruiting agency once a month receives a request to find dozens of cashiers for a supermarket chain. The HR manager can not delete the vacancy after recruiting the required number of candidates and collect feedback on an ongoing basis or temporarily suspend data collection. After the vacancy is unfrozen, users who have shown interest will receive a message in the bot about updating their data.

A chatbot helps not only the recruiter, but also the candidate. In the bot, the user can access detailed information about the company, terms, rules, values, corporate culture, etc. In addition to viewing vacancies, the user can receive useful advice from the company, a database of instructions, guides, and more. Preliminary familiarization with information about the company will minimize the percentage of candidates who do not stay to work for a long time due to inconsistency with the candidate's expectations, since users who are aware of the company's internal values in advance reach the interview stage with the manager.

The bot accompanies the candidate until the moment of employment. Through the chatbot, he receives a consultation, provides the necessary information about himself, communicates with the manager if necessary, and after approval for the next stage of the interview, the bot can send a reminder with meeting details or add the meeting to the Google calendar. In case of refusal, the chatbot will inform the candidate about it on its own. 

The independent search for information about the company requires additional resources that the candidate does not always have at his disposal, but a quick friendly introduction to the company will increase his loyalty even before the start of communication with the manager.