5 Reasons Why Your Staffing Company Should Adopt AI for Staffing

| Ameya Deshmukh
Staffing Blog, Artificial Intelligence
get ahead with AI for staffing

There’s a knowledge and readiness gap in HR leadership right now around recruiting AI. This presents a great opportunity for staffing companies who adopt AI for staffing. Let me paint the picture for you. 

HR leaders aren’t quite sure how to use artificial intelligence for recruiting, but they know they need to adopt it. They’re concerned that they won’t be able to properly deploy or use it after they adopt it. 

They are also concerned about the ability of their organizations to manage the technology changes that they see on the horizon for this decade (2020-2030). 

What’s the opportunity in adopting AI for staffing?

For a window of time, there’s an opportunity for you to come in, learn about AI, build expertise in it, and then leverage that expertise to get new clients and deepen ties with your existing clients.

I’m not sure how long this window is going to be open.

Most surveys I’ve seen on AI adoption show about 20% adoption right now and forecast 50-70% adoption by the end of 2020.

Of course, saying you’re going to adopt it versus adopting new recruiting technology are two different matters. But the fact is HR leaders feel that they are on unsteady footing.

What do you do when you’re off balance? You reach out for support.

 

1. Support HR leaders with AI expertise

I’m not sure if you’ve read my analysis on the State of AI Adoption in Talent Acquisition.  There’s a key takeaway. In 2 years’ time 77% of HR leaders surveyed said they expected to be using recruiting AI.

Now whether they go directly to an AI vendor and acquire and implement the AI internally v.s. opting for a staffing agency that’s AI-enabled remains to be seen.

I see both situations happen regularly in my work at Mya and they aren’t necessarily exclusive either.

That is to say, certain companies that adopt AI internally still also choose to work with staffing agencies that are AI-enabled. 6 of the top 8 world’s largest global staffing companies already use conversational AI to support the work they’re doing with very well known brands.

I can’t name companies, but one of them might have something to do with a goddess of victory.

It might be advantageous to position yourself as an AI-enabled staffing company.

 

2. Lead the market as an innovator

Does it feel like technology is accelerating to you? That’s because it is. Technology is accelerating.

In the early 2000s did smartphones exist(like we know them today)? Were there apps?

Could you invest in stocks and day trade cryptocurrency using an application from a device that you kept in your pocket? No, no and no.

Technological evolution speeds up exponentially and it’s reaching an inflection point this decade. Things are going to change much faster in 2020-2030. Faster than they ever have before.

During that time, you’ll want to be able to one, keep up, and two, create a perception of yourself in the marketplace as an innovator.

If you live at the forefront of innovation in HR tech and make your home there, you’ll have customers beating down your door in the coming decade.

 

3. Win on candidate experience

You represent the client companies you work for to candidates. They care about candidate experience. But more importantly, candidates care. If you are better at engaging a candidate than the other 8 companies you compete with you’re in a better position to place that candidate.

What’s your favorite hotel to stay at? Why? They probably create a great experience for you every time you visit. Do you stay anywhere else?

That’s the kind of stickiness you can build with a candidate experience that’s enabled by conversational AI.

Staffing is competitive and it’s only going to get more competitive.

If you and 2 other staffing firms are all competing to submit candidates for the same jobs, at the same employer…what’s going to set you apart in the eyes of your candidates from other firms?

The candidate experience you create.

Adding conversational AI to the mix means your recruiters have time to create more positive engagements with their candidates. That builds stickiness.

It also means that every candidate gets engaged in real-time on their own time, and through their preferred communication channel.

Staffing companies that use conversational AI create better experiences, have better relationships with their candidates and operate more effectively.

 

4. Operate in a more efficient manner

Conversational AI has a great bottom-line impact. It’s clear cut in staffing. Here’s an example of how it adds value.

Imagine never having candidates with downtime in between contracts.

You can set up AI to automatically reach out to placed candidates near the end of their contract date to get them into a pipeline for other roles.

Imagine never passing over on a qualified candidate due to an error in your ATS data.

You can integrate conversational AI with your ATS and have it refresh your passive candidate database. It’ll reach out, talk to your candidates, extract important data, and update it into the candidate’s profile in your ATS.

Do you recruit internationally?

Conversational AI supports recruiting in multiple languages with native language support. That means it’s library was built using a native language speaker (i.e. not google translate).

Conversational AI can engage in a variety of apps including Facebook Messenger and Whatsapp. Whatever language or method your candidates are using to communicate – CAI meets them there.

It also runs 24/7 so candidates get engaged and pushed through a pipeline in all of the time zones you are operating in.  All of these factors together contribute to shortening your time to fill.

 

5. Build a competitive advantage

In general staffing, your ability to make placements quickly is what matters most to clients. Deploying AI will mean you make placements faster.

It’ll make you operate more effectively on any metric you want to measure. More importantly, it’ll give you an edge over competitors who aren’t using conversational AI.

It’ll also give you an edge over competitors using plain old recruiting automation or simpler recruiting chatbots.  The sooner your adopt AI for staffing the bigger the advantage you’ll create.

The real race isn’t in adopting AI, it’s in scaling it’s use.

Once everyone adopts, the staffing company that can scale its use of AI the fastest is the one that’ll win.

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