...
This tool has solely been researched by the WilsonHCG Innovation team
Summary
Brazen is chat-based virtual event software that helps you humanize engagement by making personal interaction efficient and scalable. Brazen helps organizations create better engagement through chat-based
...
tools and platforms that can be used individually or to promote and strengthen virtual events.
VIRTUAL EVENTS
Online events offer employers a powerful way to engage their talent communities.
Invite candidates or existing employees to your online events and help them learn more about your company, your culture or specific job opportunities.
Provide a better call to action.
Being invited to an online hiring event is a powerful draw for many candidates. Events are designed to connect candidates to recruiters, hiring managers and employee ambassadors in timed one-on-one chats that take place on a particular date and time. Embed corporate videos, content and job listings in your online event and create a completely branded and candidate-friendly experience.
Reach specific talent pools.
Online events are powerful recruitment marketing tools in your recruiting toolkit. By their very nature, online events allow you to precisely target and invite specific talent pools. This is a great way to reach veterans, diversity talent, and other hard to reach talent communities.
Host internal mobility events.
Use online events for both external and internal hiring. Brazen events are a powerful tool for inviting existing employees to learn about interesting career advancement opportunities elsewhere in your organization. Why lose an employee to a competitor down the street when you could lose them to a department down the hall?
SCHEDULED CHAT
Scheduled chats let recruiters control when and how often they want to chat with candidates.
Don’t miss a qualified candidate. Give them options to chat with you at a specific date and time.
QUICKCHAT
Brazen’s QuickChat gives qualified candidates an option to chat with you right away
The best candidates don’t want to fill out applications, they want to chat with you. That’s why our QuickChat feature automatically routes qualified candidates to your recruiters for real conversations.
Real candidates. Real recruiters. Real conversations.
There is a role for chatbots, AI and automation in the recruiting process, but as a talent acquisition professional, you know that the hiring process ultimately starts and ends with a conversation. Brazen gives you the option to have real, meaningful, and live conversations with qualified talent before they leave your site.
Give each recruiter the option to enable and disable chat on specific job landing pages.
Your recruiters can’t always be on and available to chat. That’s why we give them the option to toggle their availability on and off right from our platform.
Offer QuickChat only on the jobs you select.
Give each recruiter the option to enable and disable chat on specific job requisitions that require high touch engagement
INTEGRATIONS
Integrate Brazen’s chat options with your career site or on individual job requisitions
Start conversations where it matters, before job seekers bounce from your site.
Give candidates three ways to engage with recruiters.
The embedded Brazen plugin offers candidates the option of live chat, scheduled chat or registering for an online event right from your job requisitions.
Offer chat only on the jobs you select.
Give each recruiter the option to enable and disable chat on specific job requisitions.
Integrating Brazen's Chat Plugins take less than 20 minutes.
The Brazen career site and job requisition plugins are javascript-based widgets, which makes them easy to integrate.
SOURCING NETWORK
Brazen combines candidate sourcing with chat engagement to provide a seamless recruiting solution
Brazen brings qualified candidates to you for you to engage in conversations.
Brazen offers a complete sourcing solution that delivers “leads” on a cost-per-candidate basis.
No more “post and pray” with standard job ads or pay-per-click. Leverage the combination of programmatic advertising and chat engagement to increase conversions and ultimately hires. Plus, you only pay for results.
Reach unique and diverse audiences.
Programmatic advertising (via Talroo) and other partner channels (StepStone in the EU) reaches candidates differently than traditional job board advertising. We find candidates on websites they frequently visit, through career focused newsletters, niche career sites, social media and other channels typically missed by traditional sourcing outreach.
Can be paired with solutions powered by WayUp to target diverse audiences
These are referred to as “Boosts” and are used to push job or event promotion to key demographics (women, minorities, veterans, etc.)
Strengths | Gaps | Opportunities |
|---|---|---|
Brazen’s solution ecosystem is well-rounded and cover most aspects of the earlier stages of the recruitment process (attraction, evaluation, etc.):
Implementation-wise, Brazen covers a lot of capabilities that organizations would struggle to replicate with individual technologies, or platforms that may work better, but are considerably more complicated and expensive to deploy and manage | Not a gap per se, but aside from the virtual event platform (which is a very intuitive and deployable module), Brazen’s offerings aren’t industry-leading on their own
| Cost is prohibitive for many companies who are only starting to venture into the virtual event space, so while Brazen has solid solutions to fit most needs (especially when deploying more than one of it’s interlocking modules), this is likely to be a sticking point for any organization where cost is a factor |
Virtual events are a great balance between functionality and ease of setup/user, allowing for as much or as little hands-on involvement as the client wants
| Basic ATS/CRM integration simplifies several processes, like candidate capture and pre/post-event recruitment marketing | |
Strong native video capabilities make a big different in event management and can also be used for direct CN chats or hosting large group events
|
Resources for Reference
| View file | ||
|---|---|---|
|
| View file | ||
|---|---|---|
|
(Indexed)
Technology Demo Notes
3.19.2020 Virtual Event Demo Notes
Pricing:
Currently offering 12-mo terms; no pilots at this time
Pricing is based on recruiter seats; scale based on volume
10 seats: $229/seat/mo
20-25 seats: $183/seat/mo
Additional Notes
Product Demo
You can:
Create events in the platform
Share the link out to candidates
Can create booths in the event
Live one-way video broadcasts (ex. Sr stakeholder presentation)
Ability to connect in a 1:1 chat – IM style chat interface
Building video chat
Mobile experience? Mobile optimized
High percentage attend from a mobile device
The most we'd be doing a month would be 1 per recruiter, so 25 total.
Wondering if we could use a platform where we could hire for multiple locations with one fair or if they'd be separate dependent upon location need?
Depends on recruiters
If separate recruiters, separate booths
Branding?
Could set up separate instance by client with admin per account.
Could manage via our WilsonHCG instance, separate brand, merged data.
Recruiters can only see their events; Admins can see all
Set up time?
Brazen could train us to create/manage events/add teams
They would supply tech support
Training
A couple weeks to set up
6.20.2017 Call Notes
Brazen: Ashley Hoffman
From Wilson: Andrea Bowen
Been around for years as online event platform
People were using it like they would an in-person event
Growth in healthcare, technology, professional services
Shift more recently
Stream of how candidates learn about events - Previously it was always past applicants, talent community, etc.
Now: “Job Event” - tied to 1 job. Post on Brazen, and can be distributed by Brazen (if client wants) through Jobs2Careers) - or they can post through a distribution tool of their own
Taking in the chat site before apply has shown more applicants
Can be 1 event for multiple jobs (each with its own landing page)
Then if someone wants to do it; we can have whatever data we want captured for their registration: Name, resume, etc
For high volume can ask questions (do you have X degree, do you have security clearence, etc) and the highest scored candidates on answers, go to front of line over those with lower requirements for less wait time for top candidates
On the landing page, can include an apply button, more about the job, and the chat itself all in 1-place
Partnership / Opportunities?
Partnered with several RPO, non exclusive: Randstad, Sourceright, People Scout
Hardest with an RPO is getting started
Unless tech where client approval for tools/spend isn’t needed
Don’t really do free pilots
But can get creative with how its done depending on a various factors: what level of interest, what level of opportunity/potential
Ashley will send standard pricing
Andrea will connect with Kim re: if continued interest/opportunity for a follow up call and deeper demo to discuss and see about pricing structure and details - next call to check in scheduled for June 29th
With existing budget if not already in budget, etc. can take new business and be included in a deal (could be a year sometimes)
Alternately, could be an opportunity to pilot in some way?
9.12.2017 Call Notes
Brazen: Lisa Rossi
From Wilson: Dave, Kim, Andrea
Brazen powers online events – work with employers direct, with organizations that do a variety of events
Chegg: Have been around since 2005; they rent/sell textbooks to college students – Decided to use the data they have (their classes, their majors, their locations); and partnered with Brazen
Key Piece: Chegg’s CN pool, their reach and what they bring to the table
Meeting them online this way and starting the process this way, without taking away from live engagement factor = cost savings
More competition for e-level candidates, as market improves, so engagement is integral
Brazen says using most time/investment in this partnership because it’s a groundbreaking opportunity
Not for business majors, for anyone who is looking for business opportunity – also targeting students in the mid west; many may want to move to east coast
Can target on school, geographic area, major, etc.
Cast such a wide net with digital event and educate in a streamlined way. By the time CNs get in front of RCs, they are qualified and educated on opportunity so it’s a forward trajectory
Standard user – can get 5 postings, Premium, etc. is more
And students can “get in line”
If meet criteria, bump up to front of line in the booth
An audible “ding” alerts CNs when being added to a chat
Screen shows wait time; haven’t had negative feedback after all of info has gone out
RC in driver’s seat, can chat with 1, but up to 4 at a time
Can see wait time/how many in booth, how many in line, etc.
Can see answers to the Qs they answered in SmartQ, resume, etc
All conversations are timed, that is how they calculate wait time and how they keep things moving on
Can customize time 7-9 minutes can be sweet spot. Can send CN email etc. to catch up; or reach out to CN to move forward.
They do other events/partnerships other than just with CHegg – so if we have clients with needs, and need technology, she’s happy to go over with us
Ex: Deloitte uses Brazen to re-engage passive talent and hold regular events for people that are part of their talent network
Related articles
Related articles appear here based on the labels you select. Click to edit the macro and add or change labels.
| Filter by label (Content by label) | ||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
| Page Properties | ||
|---|---|---|
| ||
|