4 Ways Artificial Intelligence is Changing Staffing
Over 80% of executives currently believe that artificial intelligence has the ability to improve both productivity and performance. I am one of those executives. I have directed my company to fully embrace the AI-assisted staffing trend.
We are so committed to this initiative that we recently built our own proprietary AI staffing platform that is currently in beta testing.
I have personally experienced how AI is changing staffing and recruiting for the better. I believe this will be the future of our industry. I wanted to share the top 5 ways we have already seen success from prototype to reality.
1. Candidate filtering
One of the most tedious tasks of any hiring manager is filtering through candidates. Between outdated resumes, underqualified candidates, and blatantly fake interviews (which we’ve previously discussed), it can be a tremendous waste of time.
Artificial intelligence can not only filter candidates faster than a traditional applicant tracking systems but also more accurately as well. It combines information on the resume, job board profile, social media activity, and any other data source that is provided to paint a more holistic view of the person.
Comparing that information with what it has learned about previously successful hires can narrow the candidate field quickly and accurately.
2. Personality and culture fit
Every company culture is unique. From the projects and deadlines to the individual personalities and group dynamics, your team is a reflection of all those included and their personal qualities. Trying to find the perfect fit, not only for the technical skills but for the team culture as well, can be exhausting.
Artificial intelligence cannot yet read a person the same way that a human recruiter can, but it can certainly provide a good start.
AI tools that assess candidate personalities help determine a person’s ethics, honesty, and integrity before the time-consuming interview is even scheduled. It’s not a silver bullet, but it’s a great way to narrow the field so you can focus only on those most likely to add to your team.
3. Diversity and Inclusion
As open-minded and pluralistic as we all intend to be, the reality is that we all carry certain bias’. We may prefer to work with someone who went to the same college or university. We may think more highly of a person when they remind us of someone else whom we respect.
We can overcome conscious biases through personal development, learning, and mindset shifts, but those things are of little value when it comes to our unconscious biases.
Artificially intelligent screening systems don’t start with those biases inherently ingrained, and they only acquire them when trained with bad data. AI systems have already been proven to create more inclusive interview panels, find more diverse candidates, and are able to do both tasks faster than humans.
That time saved searching and filtering can be dedicated to the projects and priorities that only the actual manager or recruiter can do.
4. Candidate engagement
One of the most common complaints our candidates tell us about other staffing agencies is that they had limited communication with the company or recruiter. From the initial interview scheduling through to the selection process, candidates want to stay informed and their perception of your company will be largely based on how transparent and regular the communication was with them.
Many aspects of the hiring process require a human touch. Those personal connections and relationships are something I take great pride in. But other parts can, and should, be automated.
AI-powered chatbots can handle simple tasks like scheduling appointments, answering common questions, and even guide a candidate through the onboarding process. This saves time and shortens the entire process by enabling hiring managers to only be involved when absolutely necessary.
Conclusion
Utilizing artificial intelligence in staffing and hiring is by no means a silver bullet. It’s not intended to be. I’ve always taken the approach that AI is best suited to augment humans rather than replace them, especially when it comes to technical recruiting.
When AI is used for the right purposes it not only saves us time and money but delivers us the best candidates. Incorporate it into your candidate filtering, personality screening, diversity and inclusion, and engagement to take your hiring to the next level.
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