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Imagine a future where every single stage of a placement could take place without needing the involvement of a human recruiter. Farfetched? Perhaps not. That future may be just six to twelve months away, according to Pankaj Jindal<\/strong>. Jindal is the co-founder of Sense<\/a>, a company in the AI space that exclusively serves staffing and recruiting businesses. If anyone knows the potential for AI technology in the staffing industry, it\u2019s Jindal; he ran two staffing companies prior to starting Sense nine years ago.<\/p>\n\n\n\n Why does AI have the potential to be such a game-changer? Simple: time is money.<\/p>\n\n\n\n Jindal maintains that up to 90% of common recruiter activities can be automated today, using AI. In a recent presentation to TechServe Alliance members, he offered five use cases – taken directly from Sense\u2019s own customer base – to illustrate how implementing AI is making staffing firms exponentially more efficient and productive.<\/p>\n\n\n\n Staffing firms continue to spend a great deal of money on job boards. \u201cEven though you might have a million people sitting in your database,\u201d Jindal says, \u201crecruiters are still going to a job board to search for new candidates. Part of that is because they don’t trust your database to be current.\u201d<\/p>\n\n\n\n The solution could be using AI to reactivate that database, increasing the likelihood that recruiters will use the information you\u2019ve invested in gathering.<\/p>\n\n\n\n AI has the ability to reach out to a specific group of candidates, engaging them in a conversation. Their answers – to questions like motivation to find a new job, dates of availability, desired salary, and more – can automatically populate your ATS with the most current information.<\/p>\n\n\n\n The payoff: One Sense customer reactivated 42,000 candidate records, saving the FTE equivalent of 20,000 hours, and increased their redeployment rate from 7% to 18%.<\/em><\/p>\n\n\n\n In all likelihood, you\u2019re already communicating with candidates by text message. Even if your ATS doesn\u2019t have that functionality, your recruiters are reaching candidates that way.<\/p>\n\n\n\n AI has the ability to drive not only higher efficiency, but better quality, in your firm\u2019s text messages in several ways. It can:<\/p>\n\n\n\n The payoff: A Sense customer achieved an average response rate to text messages of 54% in under ten minutes.<\/em><\/p>\n\n\n\n The staffing industry is in the midst of a rapid consumerization, where candidates expect a best-in-class experience when reaching out to a firm of any size. \u201cEvery candidate who goes to a staffing company’s website expects the same consumer behavior that they would expect from amazon.com,\u201d Jindal says. \u201cIf I want you to text me, text me. If I want you to email me, email me. If I want you to reach out to me after hours, do that. If I want you to reach out to me during work hours, do that. You have to do this for tens of thousands of people, based on their preferences.\u201d<\/p>\n\n\n\n By implementing AI-powered chatbots on their websites, firms of nearly any size and budget can deliver.<\/p>\n\n\n\n Engaging in real-time conversation with candidates, chatbots can create records in your ATS, populating data fields automatically. Progressing down the funnel, AI bots can ask predetermined screening questions to identify candidates who should be interviewed right away. They can then book them right into the calendars of appropriate recruiters.<\/p>\n\n\n\n The payoff: One Sense customer reported 30 placements in a single quarter that were enabled by a chatbot, saving an estimated 4,000 recruiter hours.<\/em><\/p>\n\n\n\n Firms expect a great deal from their recruiters, including content creation. Some recruiters are great at it; others not so much. AI can help by:<\/p>\n\n\n\n Voice AI technologies have become remarkably responsive and adaptive, providing a surprisingly human experience. These tools can grade candidates based on their responses to screening questions, flagging them for a next interview, or even for hire. AI can also be used for reference checks, interpreting the responses as positive or negative, and delivering transcripts right to your ATS.<\/p>\n\n\n\n<\/a>Reactivate your talent database<\/h2>\n\n\n\n
<\/a>Reach candidates via AI-powered text messaging<\/h2>\n\n\n\n
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<\/a>Capture, screen and schedule candidates in real time<\/h2>\n\n\n\n
<\/a>Drive efficiency with a recruiter copilot<\/h2>\n\n\n\n
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<\/a>Automate phone conversations<\/h2>\n\n\n\n