Answer role questions from approved information
Candidates may ask about the work location, shift pattern, job responsibilities or application process before applying. Keep a current role description and approved answers for each vacancy. Ask which role the candidate means when the message is unclear. Avoid inferring salary, eligibility or selection rules that are absent from the approved source. A readable explanation can reduce repetitive recruiter calls and help candidates decide whether they want to continue without presenting an automated reply as a hiring commitment.
Capture relevant candidate preferences
A useful initial conversation may collect the role of interest, preferred location, experience the candidate chooses to share and a convenient contact time. Limit questions to what the recruiter needs for this stage. Do not gather identity documents or sensitive personal details simply to answer a vacancy enquiry. Retain the original responses and make clear which fields are self-reported. This gives recruiters usable context while avoiding the assumption that an automated conversation has verified credentials or established a person’s suitability.
Prepare interview requests and human follow-up
When a recruiter’s eligible calendar workflow is enabled, a clear interview request can move toward an available, confirmed time. Otherwise record the preference and let the recruiting team arrange it. Carry the role and unanswered questions into the handoff so a candidate does not repeat the same information. Final screening, compensation decisions and offers belong to authorized staff. Discuss any applicant tracking system connection as part of the implementation scope rather than implying that every enquiry is already synchronized into an external ATS.
Plan a focused launch and review the results
Start with one vacancy’s candidate enquiries. Collect the questions your team actually receives, approve the answers and identify the person who owns exceptions. Decide which details matter: role, preferred location and interview or contact timing. Keep the first rollout narrow enough that the team can review every conversation and correct confusing answers before expanding it. Test short messages, incomplete requests, Hindi, English and Hinglish, plus a direct request to speak to a person. Check that a human can continue from the captured context without asking the same questions again. Evaluate accurate role answers and recruiter follow-up with complete administrative context, rather than treating every automated response as a successful outcome. Review unanswered questions regularly, assign someone to maintain changing information and agree how customers can reach your team when automation cannot help. Bring these examples to your demo so the conversation starts with your actual operating needs.