Stephen Garbesi, founder of WooSender, is calling attention to the growing challenge of recruitment and staffing shortages in the United States. Garbesi believes that many organisations are struggling not because of a lack of interested candidates, but because recruiters simply do not have enough time to manage every lead effectively.
Automating Lead Management
Garbesi’s company, WooSender, offers an AI-powered lead engagement and appointment automation platform. The platform validates lists of potential recruits, determines the quality of the list, and ensures all incorrect contact information is corrected prior to reaching out. This ensures accurate reporting, fewer errors, and less time spent on contacts that aren’t real.
The platform then communicates with prospective candidates through text messages, email, and voice interactions to determine interest levels and schedule appointments automatically. For organisations operating with limited recruiting staff, the impact can be significant. Garbesi pointed to the experience of a recruitment battalion in Baltimore that struggled to keep up with incoming enquiries.
Once WooSender took over their lead management process, they were able to get in touch with 70% of their GoArmy.com leads and they booked 834 appointments for 48 recruiters. Similarly, a Chicago-based recruitment team that had been reduced to a single recruiter managing a high school outreach programme saw meaningful improvements after implementing automated lead engagement.
Consistent Follow-up
Garbesi believes consistent follow-up is one of the most important but overlooked aspects of recruitment. For those that say they are interested but don’t schedule, WooSender will follow up with those potential recruits for 30 days to nurture and maximise appointments. Research consistently shows that candidate engagement can decline rapidly when follow-up is delayed.
Studies from talent acquisition organisations have found that many prospective candidates lose interest when communication gaps occur during the recruitment process. Garbesi argues that technology should be used to support recruiters rather than replace them. The goal is to help recruiters spend more time having meaningful conversations and less time chasing administrative tasks.
Original reporting: KTBS 3 (Shreveport) — read the source article.
