With the increasing talent shortage crisis, staffing managers are finding it increasingly challenging to fill the open vacancies. This can possibly make talent shortage one of the significant staffing challenges of 2021. It might persist for a few more months in 2022 as well; if not taken care of.
To curb the talent shortage crisis, staffing businesses need to expand their technology usage rather than limiting it to job boards and social media recruiting. That’s where AI in staffing comes into the picture.
Artificial intelligence has surpassed itself when it comes to enhancing technological innovations, irrespective of the industry and sector. And, the staffing industry has been no exception.
However, despite acknowledging the benefits and capabilities of AI, have we ever implemented it to its full potential?
Until now, only 15% of companies prioritized digital transformation.
That means while the growing gig economy and social distancing culture demand complete digital transformation to endure the crisis and thrive in the coming years, 85% of the remaining businesses are yet to embrace the concept of digitalization fully, let alone adopting AI in their processes.
Believe it or not, digitalization is the only future of the staffing industry, and AI is one of the critical aspects of this change. AI can help the staffing businesses up their recruitment game in 2022 and utilize it to aid their business during an unprecedented crisis.
To help you understand the importance of AI and how the incorporation of the same can help businesses in 2022.
Gone are the days of staying in touch with workers through calls and emails. This methodology of establishing communication through different mediums created mismanagement of information, making it increasingly challenging for staffing managers to keep all the conversations organized in one place.
ML-powered chatbots are the right solution to this increasing issue. These chatbots are not to replace the human-to-human touch and feel but are to provide a timely and systematic interaction experience to the workers.
Delays in responses or varying quality of response can adversely impact the relationship between the staffing coordinators and workers. So, why not implement a technology that can simplify the process and deliver a consistent quality experience to workers and candidates?
Most of the staffing manager’s time is utilized in browsing through the job boards and sourcing the right candidate for the client. Jumping from one social media and job board to shortlist the candidates can be highly time-consuming and exhausting when you’re already tied up with other core responsibilities as well.
Through smart algorithms of ML, staffing coordinators can filter the quality candidates based on their qualifications and skills in lesser time and with much more efficiency. Yes, and that too without any chances of discriminating the candidates on the grounds of caste, religion, ethnicity, or orientation. Something that can be a possibility when shortlisting manually.
Through the advanced algorithms that ML has to offer, recruiters can dive deep into the predictive analytics that can help them compare the date of the shortlisted candidate with the present employees.
By doing so, they can gain a better understanding of how fit the candidate is for the role and company, and what is their probability of securing the job and proving the right fit for the role.
The bottom line is that the refined algorithms of ML are going to influence the staffing tools largely, if not today than tomorrow. And, there is no doubt about that. So, why not be an early bird and get your hands on some powerful staffing solutions that offer the smart capabilities of ML?