ContentBotAI user review  

ContentBot.ai offers a clean focused user experience – without distractions, which I like.

I expect the written copy to be solid but in need of rewriting/wordsmithing like others I’ve reviewed, but still a massive productivity improver.

You’re given only a few choices: Write, Rephrase and Plagarism check, which looks like a valuable use case for those evaluating writing assignments.

Choosing Write takes us to a Wizard page to enter a subject matter. My topic: Developments in technical talent acquisition and recruitment

From there it is a step-by-step process of selecting title topics, or regenerating more. 

The same goes for Introduction paragraph and then selecting the generated Subtopic headings you want written content to be produced, always with an option to regenerate different copy.

Longform Content test

Writing test on the Subject:

Developments in Technical talent acquisition and recruitment

Changes in the technical talent acquisition landscape

If your company is looking to stay ahead of the curve in technical talent acquisition and recruitment, there are some new developments you should be aware of. The ever-changing landscape of the workforce and the technologies used to recruit top talent require companies to be adaptable and strategic in their approach. Here are three of the latest developments in technical talent acquisition and recruitment that your company should be aware of:

The current situation
The current situation with regards to changes in the technical talent acquisition landscape is one of transition. As companies increasingly look to adopt new and innovative technologies, the demand for technical talent has never been higher. However, the pool of qualified candidates is relatively small, and the competition for top talent is fierce.

In order to stay ahead of the curve, companies are increasingly turning to new channels to find the best talent. Social media platforms like LinkedIn and Twitter have become essential tools for identifying and recruiting technical talent. In addition, online coding bootcamps and other technical training programs have become popular sources of qualified candidates.

The current situation is one of transition, as companies adapt to the ever-changing landscape of technical talent acquisition. In order

The skills gap
The skills gap is a real and pressing concern for many businesses today. With the ever-changing landscape of technology, it can be difficult to keep up with the latest trends and ensure that your employees have the skills they need to be successful. There are a number of ways to close the skills gap, including investing in employee training and development, partnering with educational institutions, and staying up-to-date on the latest industry trends. By taking proactive steps to close the skills gap, you can ensure that your business has the talent it needs to stay competitive in today’s market.

The talent shortage
The talent shortage is a real and pressing issue for many companies today. The changes in the technical talent acquisition landscape are only making it more difficult to find and retain top talent. The competition for top talent is fierce, and the pool of qualified candidates is shrinking. The war for talent is no longer just a battle between companies – it’s a battle between countries. To win the talent war, companies need to rethink their approach to recruiting, training, and retaining technical talent.

The first step is to rethink the way you recruit technical talent. The traditional approach of posting a job ad and waiting for resumes to come in is no longer effective. Instead, companies need to proactively seek out talent. They need to identify the top

The future of technical talent acquisition
The future of technical talent acquisition is shrouded in uncertainty. With the ever-changing landscape of technology, it is difficult to predict what skills will be in demand five or ten years from now. However, there are some changes that are likely to occur in the technical talent acquisition landscape in the near future.

One change that is already underway is the move towards automation. With the increasing use of artificial intelligence and machine learning, many tasks that were previously performed by human beings are now being handled by machines. This trend is likely to continue, with more and more tasks being automated in the future. This could lead to a decrease in the demand for human workers, including those with technical skills.

Another change that is likely to occur is

The rise of the bots
There’s no doubt that bots are on the rise, especially when it comes to talent acquisition. By automating repetitive and time-consuming tasks, such as screening resumes and scheduling interviews, bots can help recruiters save a lot of time and energy. Additionally, bots can also help to identify top talent by using data and analytics to scan through large pools of candidates. As the use of bots continues to grow in the talent acquisition landscape, it’s likely that we’ll see even more changes and innovations in the way that technical talent is sourced and recruited.

The changing role of the recruiter
The role of the recruiter is changing with regards to changes in the technical talent acquisition landscape. With the advent of new technologies, the way companies source and hire talent has changed dramatically. Recruiters are now tasked with finding candidates with the right skillsets for specific roles, as well as keeping up with the latest trends in the tech industry. In order to be successful, recruiters must be adaptable and have a deep understanding of the ever-changing tech landscape.

The future of technical talent acquisition is changing rapidly. Recruiters need to be prepared for the rise of the bots and the changing role of the recruiter.
The future of technical talent acquisition is changing rapidly. Recruiters need to be prepared for the rise of the bots and the changing role of the recruiter. The bots are coming for the jobs that are the most repetitive and the least engaging for humans. That means that the role of the recruiter is changing. The recruiter needs to be more focused on finding the right fit for the company and the team, and less on the actual recruiting process. The future of technical talent acquisition is changing, and recruiters need to change with it.

SEO Features

Contentbot.ai has some very useful insights into Search Engine Ranking – you can view Search engine result pages (SERPs), similar search queries and get insights and discovery about relevance to search categories.

This may have some use cases but if you’re a content marketer, you’ve likely already writing content around specific queries so lacks a use case for these users.

Below are the results for the content above details of the highest ranking competitive content:

There are additional insights on the content you’ve developed with additional search queries you could rank for and relevancy to search categories – both of which you can take a note of when re-writing or editing the Contentbot.ai content. From that perspective it could be a very useful tool.

The Waterbottle test

Unfortunately, ContentBot.ai offer no free trial. You can apply for 2000 word demo which I did, which allowed me to produce the long form content above, but it wasn’t enough to test ContentBot.ai on short form. There is a useful Product Description Tool that I would have used.

My conclusion

Its very subjective and may simply be the selection of topic choices, but I think the quality of writing is better than WriteSonic which I reviewed. The content seems deeper and relevant rather than ‘filler’.

I’d have to to more tests. Unfortunately, ContentBot.ai doesn’t;t offer a free trial option, only application for a 2,000 word demo. That’s definitely a hinderance to adoption.

For a section of the userbase Plagarism detection could be useful. Probably not for users inside academia or learning – they’ve probably got deep and sophisticated plagiarism detection tools.

But for those engaging 3rd party writers, having an inexpensive way to check if their paid subcontractors haven’t cut big corners in their content production and heading off issues down the line it could be a quick simple addition to the publication process.

Pricing

Prices starts at $29.00 a month with a 7 day money back guarantee. Try for a month, integrate it into your workflow and evaluate it for the long term!