5 Ways Companies Can Harness AI Now and Near Future

With the global talent shortage reaching its highest level in more than a decade, employers are struggling to fill open positions more than ever. Fortunately, technological innovations are continually changing the way people do their work. With the assistance of major tech innovations such as artificial intelligence (AI), recruiters will soon be able to make sure they have found the perfect candidate for any position. And this is just one of the many uses AI can make in staffing.

While some corporations have already embraced early forms of AI to help run their businesses, this efficiency leap has yet to be taken by most employee firms. Here are five ways you can now and in the near future incorporate the AI.

1. Find good and passive candidates

Is it easy for you to source passive candidates that are interested? The disappointing response with the U.S. unemployment rate at 3.6 percent is probably not because the best candidates for a position are not always the ones looking. Passive candidates make up 70 percent of the global workforce, so it’s important to have a good strategy to source them.

AI helps streamline the process. Although AI-powered applicant tracking systems already exist and help sort through a wide applicant pool of candidates, the AI’s ability to effectively screen passive candidates will only increase. AI will be able to screen for passive applicants who are most likely to respond based on how long they have been in a position if promoted recently or at all, and how well the firm is doing, all while removing the potential for bias.

2. Predict shifts in market skills demand

Not only do technological innovations change the nature of our work, but they also have the ability to anticipate which skills will be in demand in the future. AI impacts almost every job sector, displacing millions of workers along the way whose jobs include repetitive tasks that technology might replace.

Yet AI will also generate millions of new jobs and will be able to use algorithms to evaluate consumer preferences and environmental conditions in order to better predict what skills are needed in the future and where. With ample knowledge of a range of challenging skills, employee companies will soon be able to counter a specific need for jobs before it becomes a shortage. In addition to predicting market uncertainty, staffing AI can even predict how likely an employee is to quit their job. All of these skills for the next generation will allow AI to decide which jobs are required and who is open to filling them.

3. Prepare better job listings

AI is already replacing many parts of the job process, so why not let it write a killer job posting, too some staffing professionals are already able to use AI to screen and schedule interviews, predict matching and redeployment, and for VMS order intake and time processing, but soon AI will also be helping to create a great job posting.

Language analysis tools may help shape the optimal language to push reactions to a role while removing the potential for gender-coded terms, redundant or ambiguous terminology and racial bias. Additionally, AI systems will have the ability to make changes individually to see how adverts perform differently. Through job listings aided by AI, companies may begin to remove recruitment bias from the earliest stage of the hiring process.

4. Improve face-recognition and speech interviews

Has your firm taken video interviews into consideration yet? While remote interviews have become commonplace for firms in recent years to screen candidates efficiently without having them enter the office, preliminary video interviews with relying on AI to Analyze the candidate’s micro-expressions, tone, energy, body language, word selection, stress levels and even their progression of ideas to determine if they are a viable role fit.

Advanced competency assessments may also be used by neuroscience-based brain games to measure applicants on their emotional and cognitive strengths and weaknesses. These advanced tests will give recruiters a better sense of the soft skills of a candidate and how they are reacting to specific work situations. AI will also detect honesty in replies and if the candidate has been looking off-screen for a friend’s help. With AI handling unconscious bias in the interview process should no longer be a recruiting factor.

5. Assessing risk to customers

How does your company assess the risk to customers? Consider never losing an unhappy customer to a communication mistake because it’s flagged for you by your applicant tracking system. This is already a feature of the best applicant tracking systems and those skills will only develop further as AI progresses. Although businesses have always used massive amounts of data to make risk-averse decisions, AI’s cognitive ability would allow the system to learn along the way, identifying trends to help users make decisions that may once have fallen into human reasoning’s gray areas.

AI can positively impact your staffing company’s ability to assess risk management through predictive intelligence. AI-assisted technology can potentially flag clients at risk before they become a problem for your recruiters and salespersons. Recruiting pros and computers together will be able to identify and assess previously invisible risks to clients.