Matej Matolin: “The quality of relationships matters most’

Matej Matolin is head of HR at STRV, a software design and engineering company located in Prague that works for top Sillicon Valley clients. We are very happy to have him back at Talent Acquisition Live this year after giving a very highly rated session last year.

Matej, you are very passionate about delivering a great candidate journey. But just to make sure we are all on the same page, what do you see as the typical candidate journey? 

“Candidates are similar to customers. You won’t buy from someone you don’t know, and you will buy at a time best for you. That’s why brands have switched from selling to building relationships. Before anything else, you have to attract customers with interesting and useful content, build your authority, and explain your added value. Only then can you start selling. I believe the process is exactly the same in recruitment.”

STRV requires you to attract the infamously hard-to-recruit IT developers from all over the world. Content plays a big role in this. What makes your content stand out?

“Content must bring real added value. You won’t engage the tech community with press releases, corporate propaganda or recruitment articles. Therefore our content isn’t produced by HR or marketing. We involve all of our tech experts in writing technical articles, providing mentorship, giving public speeches, and creating tutorials, online lessons and workshops.
Good content attracts passive candidates to your website, and these are people you can then transform into regular visitors, readers, fans, and ultimately applicants.”

I remember an awesome presentation by you in Berlin. You covered how you measure candidates’ various signals in order to classify their engagement as a candidate – and you build a strategy based on those levels of engagement. Can you elaborate a bit on this?

“We have an engineering newsletter that we send to subscribers, and we can easily identify the most loyal readers and those who click on job vacancies. This information is then synced with our ATS. We also know who the frequent visitors of our events are. We use ad retargeting to deliver information based on past behaviour. Our latest achievement is the implementation of attribution modelling. I’m eager to share more insights in my talk.”

You’ve said in the past you use technology to make recruitment more human. Where do you see the future of the recruiter going? 

“There will definitely be more technology: chatbots, automation, programmatic advertising, assessments… you name it. But human interaction won’t disappear. It’s the quality of relationships that companies have with candidates and with the community that will matter most. Technology is just a tool. Successful recruitment teams must balance both sides and be composed of people with various skill sets, including technical geeks and data analysts.”

New speaker announced: Matej Matolin

We are proud to announce that Matej Matolin is one of our speakers in the parellel round.

About Matej Matolin

Matej is an HR evangelist, recruiter, manager, and advisor. He runs the most visited recruitment blog in the Czech Republic, organizes Recruitment MeetUps, contributes to leading newspapers and speaks at conferences. His professional background includes recruitment in automotive, heavy industry, FinTech and IT. He has experience with recruiting in niche markets as well as hiring thousands of blue collar workers.

The see – think – do framework for recruitment

He will speak among other things about what the candidate journey is all about, how to prepare different content and messages and how to use automation to make your recruitment machine work.

‘Recruiters should embrace chatbots, but don’t give up control’

Chatbots can dramatically influence the way recruitment is done, claims Matej Matolin, Head of HR at STRV and speaker at Talent Acquisition Live 2018.

Recruitment chatbot

Chatbot at career site of STRVWith his company STRV he partnered with Jobpal, a recruitment chatbot company. This chatbot can be deployed almost instantly, but Matolin warns that you aren’t done yet: the chatbot still needs to learn a lot of information from you. Especially at the beginning, the bot usually needs help with every second question. But the more the bot is used, its accuracy increases and can answer up to 75% of all questions. The monthly statistics keeps STRV updated about the bot’s usage and let them see every single conversation in the messenger window.

The clear advantage of the bot is that people can contact him anytime (24/7) and can re-engage in a previous conversation. The bot is fot Matolin a pretty great addition to the current communication channels when it comes to the company and the recruitment team.

Don’t give up control

Matolin states that chatbots are still too primitive to replace human conversation, but they’re pretty efficient to use for the transactional part of the job. It’s important that recruiters realize they don’t have to give up control of their recruitment process: they still take the key decisions and do, for example, the interviews. But why not let the chatbot do the administrative and transactional stuff?

Key learnings

Matej Matolin describes the following key learning points if you plan to go ahead with chatbots:

  • Don’t focus mainly on technical expertise, look for vendors with relevant experience in making recruitment chatbots;
  • Take your time. The complexity of the bot determines how much time the employer needs to spend to get it working like you want it to work;
  • Involve a professional for the copywriting;
  • Focus on marketing, so use the chatbots to increase the candidate experience;
  • And last but not least: don’t expect miracles. Chatbots are new and need to (and will) be developed over time.

Breakout: Chatbots for recruitment

In his breakout at Talent Acquisition Live in Amsterdam at the 20th of September, Matolin will talk about this key learnings and more. He will share the challenges their clients face when implementing chatbots and also the learnings they had. Most importantly: Matolin will share where the technology is today, what’s possible and what to watch out for. More about the breakout (and the rest of the program) can be found here.

About Matej Matolin

Matej Matolin is an HR evangelist, recruiter, manager, and advisor. He runs the most visited Recruitment blog in the Czech republic, organizes Recruitment MeetUps, contributes to leading newspapers and speaks at conferences.

Register for TA Live 2018

4 keynotes and 16 breakouts on innovation in recruitment. From strategy and process till tooling. With cases and insights from Bill Boorman, Booking.com, Albert Heijn, Cognizant and many more. More info can be found here.

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