Indeed, AI is the buzz word of the past decade and will be the same in the decade to come. We cannot look at AI as a trend that disappears after a period of time but an invention towards eternal growth of technology that helps humanity. It has been around for a long time already. The basic framework of AI was created back in 1930s. Almost, all the industries have coined plans to include AI in their products and services and a few have already executed their ideas. Examples are Siri, Alexa, Tesla, Amazon.com, Netflix and etc.

As per an article published by Monster When it comes to Staffing, AI is still a work in progress. We can say AI has been implemented in Staffing to help solve some of staffing’s biggest challenges. “In many cases, AI, in our space, really just means automated integration”, says Jerome Guerard, Director of Staffing Solutions and Channel Partnerships at Monster.

In fact, currently, AI based staffing platforms take the order through client’s internal process, sourcing process, candidate engagement process and then allows the last step to be handled by a human being. It is mostly represented by automated workflows – a combination of technology that automates the work flow in the smartest way possible. There aren’t many situations where AI can take the process from start to finish.

Benefits of having AI in staffing

There are remarkable benefits of implementing AI in staffing. They are as follows:

• Automation of repetitive jobs – Avoids reinvention of the wheel
• Overall recruitment process gets improved – The process gets refined by identifying the gaps
• Improve diversity – AI is unbiased on disability, gender and race unlike humans who have conscious bias
• Improve candidate engagement – AI has ability to learn and adapt its algorithm so it gets better and smarter in responding
• Analyzing Big Data – One of the important functions that AI can fulfil is intelligent analyses of big data that answers many questions

Other Uses of AI in staffing

• Automated candidate sourcing – Certain solutions are able to analyze more than 300 million profiles at the same time. It saves a lot of time.
• Candidate Rediscovery – It avoids potentially interesting candidates just end up getting buried
• Candidate matching – For instance, tracking candidate behavior on the company website and understand what jobs and type of content the prospects are interested in and send relevant message to them.
• Hiring remote workers – There is a whole array of AI-powered tools recruiters can use to help them hire remote workers
• Internal/Employee referrals – Helps companies to proactively identify the best passive talent in the existing workforce
• Customized Employee value proposition (EVP) - it could soon be possible for companies to offer an EVP that’s adapted not just to their various candidate personas, but to each and every individual applicant.
• Natural Language Processing - The most well-known and straightforward example of natural language processing (put simply: text analysis) in recruitment is probably the use of Boolean keyword searches to identify good resumes.
• Facial Expression Analysis - The technology is able to analyze a candidate’s facial expressions during the video interview, hence capturing their mood, and assess their personality traits.

Samples for Gaps and Threats in combining AI and staffing

• Human qualities such as empathy and contextual understanding are still (almost) impossible to replace with software.
• An AI-driven recruitment tool might identify a candidate as having all the necessary experience based on a keyword search. But will it miss the fact that the same candidate has changed jobs four times in one year?
• AI is excellent for detecting patterns, but it is still up to humans to decipher the meaning behind the correlation.
• AI is a great tool for harnessing large amounts of data, but it will not be able to see the bigger picture that affects the data.

To conclude, Artificial intelligence is transforming the recruitment industry. There are tremendous, AI-driven applications out there in the market and their number is likely to go up. If you don’t look into the possibilities of AI for your company, you’ll be missing out.

Look at AI not to replace the people in your company, but to free up their time to do more important things. Such as listening to and empathizing with candidates when they need to.

KRG Team