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Recruiters vet thousands of applications and conduct hundreds of interviews each year. This process generates an absurd amount of data that can be difficult for the average human to handle. Modern recruiters are very talented, but they inevitably miss employee placements due to human error in data collection and processing.
Almost half of recruiters — 46 percent — say the most challenging part of their job is identifying the right candidates from a large applicant pool. Artificial Intelligence and machine learning have the potential to change the game by radically improving applicant vetting and intelligently matching candidates with jobs.
Streamlining temp role fulfillment
Nearly all (96 percent) senior HR professionals believe that AI technology has the potential to enhance talent acquisition and retention. With AI capabilities, recruiters can be better equipped to harness massive amounts of data from résumés, skill assessments, and employment history forms to identify the best available candidate for each job placement.
AI would drastically improve applicant/job matchmaking for recruiters hiring for temporary positions. Typically, hospitality managers and recruiters have a Rolodex of prospective bartenders, bussers, waiters, dishwashers, etc. who run the gamut of front and back house staff. But who is the right candidate available at the required time to work each job? Making that determination on a large scale is nearly impossible without AI and sufficient data points around the talent pool.
To effectively leverage AI, recruiting companies must first create datasets that record candidate attributes and continuously update this data. Essentially, a data-powered profile that includes a candidate’s background could be uploaded into the system. The background would provide important details like the candidate’s skillset, preferences, location, employment history, availability, and feedback from previous temp employers.
Temp recruiters would need to assign individuals who lack extensive work history to work different jobs to develop a dataset. Ultimately, the goal would be to get as much data on individual jobs and temp employees as possible so AI could analyze the data and recommend the best candidate for a job.
These capabilities would resemble the AI technology that Netflix, Amazon, and other services currently employ. However, instead of recommending the best movie or product to purchase, the system would put forward the ideal employee for a client based on past selection history. In our case at Jitjatjo, our proprietary AI would identify and assign the best available bartender or waiter to work a shift at one of the 600+ hospitality venues we service in New York City.
Analyzing employee strengths
AI’s potential goes beyond simply matching companies with candidates. This innovative technology will enable recruiters to assess the most punctual, experienced, and well-rounded workers. It would also be capable of identifying the employees who are most apt to work on a tight turnaround. This would allow recruiters to personalize every placement based on the client’s needs.
This process is similar to how marketers leverage datasets from Google, Facebook, and Twitter to tailor their campaigns to specific consumers. Down the road, I believe we’ll start seeing more companies share this data through open APIs. This will allow recruiters to get a more in-depth analysis of their applicants. Right now, artificial intelligence is just scratching the surface of the recruiting industry.
We’ve seen an uptick in groundbreaking technology in the recruitment space over the past couple years. For example, FirstJob unveiled its recruitment automation bot, Mya, to automate as much as 75 percent of the recruiting process for startups and Fortune 500 companies alike. Additionally, JobBot is creatively leveraging AI to assess and rank candidates, then book their interviews.
Leaning on AI and machine learning to screen candidates will leave recruiters with more time to accomplish important tasks like communicating with prospective applicants. Have you ever applied or interviewed for a job and never heard back? Over 45 percent of job applicants never hear back from an employer, which is disheartening for talented candidates and ultimately hurts companies’ reputations in the long run.
Thanks to the evolution of technology, that percentage should decrease over time. As more companies integrate machine learning into their daily processes, recruiters will have free time to make better quality hires and, at the very least, provide talented candidates with a valuable and fulfilling recruitment experience.
Tim Chatfield is the chief executive officer and cofounder of Jitjatjo, an AI-powered temporary staffing app that provides New York City’s restaurants, bars, venues, and caterers with the ability to hire on-demand workers to remedy last-minute call-outs, increased demand, and additional events.
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