ATS and AI-Good or bad for Recruiting?
The challenges of recruiting and staffing is an ever-evolving one that changes with the invention of new tech and software development. ATS or Applicant Tracking System is a Propriety Software that aims to help companies organize candidates for hiring and recruitment purposes. These systems allow businesses to collect information, organize prospects based on experience and skill set, and filter applicants. In other words, ATS merely simplifies the recruiting process by using automated(artificial) intelligence to screen for the best, most qualified candidates. Since many open positions can attract hundreds or even thousands of candidates without the necessary qualifications, this system “apparently”saves companies and recruiters time that would otherwise be spent manually weeding out these candidates.
Here at aiba-staffing.com, we believe there are limitations and drawbacks to ATS and AI; these are products, technological products but products nonetheless. As Supply Chain Professionals, we understand that part of Marketing involves the 4 stages of the Product Life Cycle(Intro, Growth, Maturity, and Decline). ATS, similar to ERP’s does not truly get the opportunity to fulfill the Life Cycle it is designed for. By the time an organization purchases a New ATS or ERP system and goes through the implementation and introductory stage, there are already newer versions or competing versions of like-minded products on the shelves. This eliminates the Growth, Maturity, and certainly the Decline of the ATS/ERP and even AI. Money, Time, Resources Wasted…
All is not lost however, there is actually hope; recruiting agencies, those that are experienced and knowledgeable about the functions of Supply Chains(product development, marketing, operations, distribution networks, finance, and customer service) and how intertwined the functions are to each other, will place the utmost value and care on customer(client’s) wants, needs and expectations as they relate to Time, Place and Cost. In Supply Chain, every supplier has a supplier who has a supplier. It’s a network that requires transparency or Collaborative, Planning, Forecasting, and Replenishment (CPRF) with other channel partners where real-time information is shared regarding inventory, labor as a way of making the end-end processes more efficient.
Another drawback of technology is that they are unable to cross-reference the skills, qualifications, and experiences of an applicant, resulting in missed/lost opportunities for both clients and candidates. Even recruiters are complicit in this category; when a recruiter is inexperienced in the industry but is quite adept at technology and website marketing/display, it is easy to attract potential clients with offerings often below industry standards in order to save a dollar. The results, however, are more likely that a “warm body” instead of an experienced worker, will be sent resulting in business setbacks and subsequently negative perception of the staffing/recruiting industry. We still believe that field experience and industry knowledge are the keys to attracting, building, and maintaining productive and mutually beneficial relationships with clients, candidates, and supply chain partners.
If we are, to be honest with respect to ATS/AI as they relate to recruiting and staffing, the demands on applicants are and can be overbearing. Imagine for a minute, applying for various jobs at a place like the City Of Toronto’s job portal. If a person sees 3-6 jobs that he/she is qualified for, that means that individual will have to change, amend his/her resume and cover letter 3-6 times for that moment. Imagine doing that 5 times per week and also having to create, maintain accounts for portals such as Indeed, SimplyHired, ZipRecruiter, Workopolis, Manpower, JVS, TorontoJob, JobBank, Eluta, Monster, TTC, CN Rail, Metrolink, Crosslinks, and so forth. Do you get the picture? Now imagine an experienced Supply Chain recruiter, he/she, I hope, would and should be able to dissect a resume and be able to cross-reference that individual for jobs that could potentially be of interest as opposed to gathering and trashing someone’s application.
A lot of time and resource is being wasted in industries and with covid already causing havoc on the existing supply chains, it is imperative that companies take that extra minute to challenge their current or future recruiting/staffing partners on their knowledge and expertise to see whether these recruiters are as competent as they advertise and claims to be. How much is the customer of the customer in your supply chain worth?
We are here for you. Contact us today for your recruiting and staffing needs.