Some view its adoption with a steep learning curve, a cost base, or as a way to whittle away the importance of candidate touchpoints. The old guard sees it as second best to the only competitive tool that you ever need - the phone. Artificial intelligence arriving on the scene only deepened that sentiment. A lack of clarity over exactly what Recruitment AI is made it interchangeable with machine learning, automation, and RPO.
It’s cold, clinical, and most importantly - it’s not human. Films haven’t helped the cause either. AI is usually hell-bent on not only taking our jobs but overthrowing the entire infrastructure of humankind.
It’s time to revisit how we see AI in workforce management
AI not only accelerates the human elements of recruiting but provides an unmatchable advantage in the playing field. It allows us to do what is beyond humanly possible. Marc Benioff led with this in his 2019 keynote at Davos, prophesying that AI will become a human right and the most divisive advantage in human history.
In 2022, we’re starting to see that extra torque behind those that employ the use of AI:
- 5x quicker response time between those using and those not
- 58% more resource to focus on high-value activity
- Businesses on average increase placements by 40%
- Candidate pool increased by 30%
These metrics aren’t small gaps, but seismic strides that put agencies and those employing AI markedly ahead. There will be a very real cost to businesses and staffing agencies that fail to incorporate smarter models of automation. Detractors accept that it accelerates processes, but question if it comes at the cost of candidate relationships?
Showing the human side of AI
In our efforts to give our AI solution for workforce management a human-first approach we folded the preferences, behaviors, and emotions of the recruiting into the data.
You might have a shift worker that successively marks they’re available every Tuesday evening, but has yet to accept a shift opening you send them. Another whose responses are always delayed during Thursday and Friday afternoons. Understanding their commitments and context during these times allows you to code intuition into your process.
What the data says and how the candidate acts are two different things and data alone won’t always recognize that.
Humans crave recognition
Whether it’s high-volume contingency or executive search within a micro-niche. Engagement is going to drive relationships. In an industry where the product is people that’s critical. Hiring managers and recruiters will miss, forget, or prioritize their correspondence. A lack of presence or timely responses in the candidate journey can create a negative experience and candidates have a long memory for being ghosted.
Automation doesn’t mean impersonal. Especially, if you’re the one wielding the customized responses, how they happen, when, and why.
With Globus.ai we’ve increased responses across every touchpoint in the highest volume sectors to 95% - almost doubling the industry average.
During the discovery process you identify the preferences, competencies, and compliance of your candidates and that then lives in the CRM - if it makes it there - and the memory of your recruiters.
Future engagements rely on having tech that talks to each other, or the person hiring, retrieving it and checking it against the role. A good recruiter is an encyclopedia of knowledge on their candidates, but the ability to memorize and recall information with machine learning is limitless.
Our system of knowledge accelerates those stages by proactively advancing the more suitable matches ahead of any conversation. It turns a task that takes hours into seconds.
The real advantage of human-centric AI in workforce management
You can never replace human interaction, but you can frame how those engagements happen better with artificial intelligence as the guiding compass.
AI is a partnership that introduces recruiters into the process at the highest-value touchpoints to accelerate shift workers into roles and those hiring to their targets.