Max: Hello, welcome back to the Recruitment Hackers Podcast. I'm your host, Max Armbruster and today, on the show, I'm super happy to welcome Adam Chambers who is the founder, CEO of Applichat Healthcare. Applichat is a company I've first found about on another podcast The Chad and Cheese and was one of the first companies, along with  mine, to move into the chatbot space and applying chatbot specifically to the challenges of sourcing and sourcing on social media. Since then, Adam has focused his company on the healthcare, on the booming healthcare sector, which has gone through so much changes in the last year and we're here to talk to him about sourcing and how to source for nurses and healthcare professionals and anything else that where the conversation might take us. Welcome to the show, Adam.

Adam: Thank you so much. To everyone listening, I just wanna say Max is amazing. Really helped me with my career. So, you should keep listening to the show and buy his stuff.

Max: Thanks, buy my stuff, yes, and I'm not selling on this show. I'm just using it to remind ourselves that recruitment never stops, that never stops changing and that to stay abreast of what people are doing and maybe get a couple of ideas for my own business, as I hope some of the listeners will. So for the people who are new to Applichat and Applichat Healthcare as newly-rebranded, can you say in your own words what you guys do?

Adam: Yeah, so, we really specialize in connecting nurses, employers in under 48 hours. So sort of means you guys pay, because whenever it comes to job search as a nurse you have four or five different options and the one that's gonna give you an offer quickest is usually the one that you're gonna take. Like they don't have a time to mess about. So what we do is we make tough application process, like you do with your chatbots, simple as possible, 60 seconds, five to ten questions. And then we immediately get them in front of a recruiter, at one of our clients. So, it's an instantaneous process.

Max: Front of the panel, before it hits the ATS?

Adam: Yeah pretty much, like before even they send their resume. We try and call them within one hour, get them booked in. And one we sent one on Friday, so today's Monday, we sent one on Friday and she just got made a job offer today plus two working days, we can say to the nurses that we're the best cause we have these relationships with our clients where we can move you quickly and then to the clients we say, nurses want to be moved quickly so when can I do that for them?

Max: Mhm. The time element with nurses, is it more acute than you know I guess other jobs? I guess the time elements become more pressing the lower the salaries are, it seems like you know. The people who are less paid on the great you know pyramid of things, are the ones who need the money the most, and the highest time pressure, I suppose, to act on things. But generally speaking, I would imagine that healthcare workers, presently, are very well-paid, that they would be in their comfortable category.

Adam: Yeah, I think a nurse could expect to get 70 thousand dollars a year, depending where they are, it's an average. The speed thing is not so much that they need the money, it's more so that the employers need them. So, they'll make four, five applications and then it's a matter of sort of who can get to them first. So, I think there is like—where like the first employee you speak to, the first one you interview to, the first facility you visit, it has an improved impression compared to the other ones. So, that's why it's so important to be the first one to get an active job-seeking nurse because here she already has four or five applications and there'll be a couple offers by the time you speak to them.

Max: Absolutely. So, I think that's true for most jobs and certainly in a hot market like this, it's a race. So, the diss on social media and social media sourcing is that, yeah, you can get leads but they’re not good quality leads. These people don’t even pick up the phone, they're not qualified candidates. How do you work around that objection and what are your thoughts on social media versus job boards?

Adam: I think, if you could get a hundred applicants from Indeed, more would get hired than the hundred that you get from Facebook. So I don't think it's a black and white diss of saying that social media doesn't work for recruiting, it's a spectrum. Social media works for recruiting, you just need to get more candidates and that's actually a good match because 70, 75 percent of nurses, at least, will go on Facebook or Instagram every single month compared to  five, ten  percent go on Indeed. So, you've got a bigger market of candidates, but less competition when it comes to employers. So, I love the spectrum ranges, from just looking to ready-to-apply on social media. The fact that there is that portion of ready-to-apply, means you can still make placements and just as many placements as from job board seem to get more people. And at the same time, that perception of rubbish leads who don’t pick up the phone. I think it is ingrained in the people because they're so used to getting their candidates from Indeed or through this career site. Like people who take loose steps to find a job and they don't know how to treat a lead, like they don't even call a lead, in our space at least, they just say, as a nurse, he isn’t interested. Whereas, we know, like you have to market to those people and you have to send them emails and a text every so often and like build the candidate pool and then you can use those. So...

Max: So you're building the talent pool by getting their attention, but once you’ve got them looking, it may take a few ads, a few messages before you can activate them into a job-seeker.

Adam: Yeah. It's more like a few months, and sometimes none of them will, but you have to do something.

Max: You know. That's how to make the economics work is to have that re-engagement strategy. So, maybe from practically speaking, what are the initial steps if somebody says you know, well, I don't wanna create competitors for Applichat, but if somebody says, I'm a healthcare provider, I wanna hire some nurses and I haven't tried, I don't know, Facebook or Instagram, is that where you're advertising?

Adam: So, we don't really talk about so much like in those presentations whenever we're selling to someone because if we say the word Facebook, like, that has so many connotations to them that it sort of distracts them away from the point, yeah. But if we are advertising there, like, we use the traffic that go onto that site, advertise to them. That's how you utilize it.

Max: Okay, yeah. I think most marketplaces are the same way. Everybody goes to the same places to get traffic, which is you know you go where the people are, which is TikTok or Facebook or Instagram, and then you drive people to a website. And so, you've stopped maybe doing the whole native lead capturing where you do everything on Facebook, and now you drive them to a more, let's say, traditional website?

Adam: So yeah, well it depends what channel we're advertising on. So, if for example, if we're doing it on Instagram like then, it get real easy for someone to input their information, like natively. But if it's on Youtube, it's better if you send them off Youtube, on the website. So it really depends, I think, on how people are used to us...