Technology plays a large role in just about any business these days. Whether that technology is limited to a PC or is something new that has been created specifically for a mobile device, technology is a driver and can be used to enhance several different aspects of business.
In the world of staffing and recruitment, firms often choose technology that will help them avoid problems, but hopefully at the same time providing value. Integrations within HRIS systems are looked upon as time savers, as now you can integrate everything within the hiring process. For both job seekers and recruiters, the importance of mobile technology is another example of how important technology has become to grabbing the right talent or finding the right job.
From time keeping programs to artificial intelligence to mobile technology, the staffing industry is changing and adapting to find the ways to things better and be more productive. Here are some thoughts from some leaders in the industry about how important technology is and will be to the staffing industry.
“Staffing agencies need to bill clients for time spent on client work. Most staffing contracts are based on hourly rate. So the staffing agency needs to keep track of time spent by employees on client projects. Time tracking software can automatically track time spent by workers on pre-defined projects and log the hours in time sheet. The automation removes any doubt about whether the worker spent the time on project work or on something else. With more and more employers hiring remote workers, time tracking software has become a critical technology for many staffing agencies.” – Vik Chadha, Founder, HiveDesk
“As staffing agencies generally conduct high-volume recruitment, AI and automation – the most buzzed about technologies in recruiting these days – are a perfect fit. Some ways AI and automation are being used by the staffing industry include:
- Enriching resume data: Using natural language processing, AI can enrich resume data by scraping a candidate’s social media profiles and online work portfolio to more accurately analyse his or her skills and experience andmatch them against the job requirements, rather than the recruiter spending hours doing this type of research manually.
- Automating resume screening: Up to 75% of resumes are considered unqualified. Automated resume screening technology uses AI to learn existing employees’ experience, skills, and qualifications from their resumes to automatically screen, grade, and rank new candidates.
- Automating candidate sourcing: Using AI to learn what the job requirements are from the job description, technology can automaticallyfind candidates who are qualified matches from external candidate databases such as Monster and CareerBuilder and internally from the recruiter’s own ATS resume database.
Using AI technology, agencies are able to reduce their screening costs by 75% and increase their recruiting efficiency by 3x.” – Ji-A Min, Head Data Scientist, Ideal
“There’s explosive growth in HR technology in the use of AI for automated recruiting, or what’s also known as outbound recruiting. Essentially the platform will search, analyze, and launch a systematized campaign to recruit candidates with minimal oversight and direction. There’s several companies building similar systems to reach out to candidates instead of waiting for the traditional a trickle of applicants. These are all cloud based systems built heavily for mobile use to make sourcing candidates as effortless as possible.” – Matthew Griffin, Hire360