With staffing, everyone can –or tries — to build a better mousetrap. Nowadays, that mousetrap invariably involves automation. Let’s take a look at some new staffing models, built around automation, that might disrupt your business.
3 Disruptors That Are Already Impacting Staffing Companies
Disruptor #1: Keeping Staffing Out of the Transaction
Some companies are experimenting with automation that has the potential to disrupt traditional staffing models.
One, which rolled out recently and is headquartered in PA, aims to upend the whole process. Put simply, Laborocity wants to be the company that disrupts an age-old staffing model by allowing businesses to fill its labor gaps online with pre-screened and qualified workers instantly.
Using Artificial Intelligence, machine learning, proprietary technology and other tools, Laborocity allows businesses to find and transact with pre-qualified workers, on-demand.
Obviously this model has some theoretical benefits for contractors and clients: Specifically, if run correctly, time to fill would go way down, the service is on-demand and the client would be able to cultivate a pool of pre-vetted contractors.
The jury is out so far on Laborocity, but think about how you process your matches. You handle all the arrangements, you negotiate, you find a good match using your own automation and experience.
Another factor, of course, is the candidate experience. Candidates already claim they’re lost in the shuffle, and one can’t help but wonder whether platforms such as Laborocity will further alienate them.
Disruptor #2: Next Challenge: Robot Recruiters
Recruiting automation may be a relatively new concept for many staffing companies, but it is one way for recruiters to build a pipeline of qualified talent and keep in touch with job seekers.
Alternatively, it can cull your list by automating the initial application, letting recruiters focus on strategy. For example, imagine an Alexa-type voice asking a candidate whether he or she can work nights, if they have their own transportation, and job-specific questions as well.
Robot recruiters are not necessarily disruptors of the staffing industry; indeed, your firm can set up your own system. What’s going to come down to the success of the model is whether the candidates feel engaged; that is, whether they embrace robocalls as another natural extension of AI, or if they begin to ignore them.
It’s something to keep an eye on, and think about how you might integrate a service like that into your current system.
Disruptor #3: Google for Jobs
Of course any place Google goes, people are bound to place notice, and Google’s Google for Jobs is growing with a lot of R&D behind it.
For example, Google found that the taxonomy of job listings is crazy-making. You might have, for example, someone who is in marketing but identifies as a digital expert, or media, or even entertainment director. Google is working to streamline all these random titles and put them under a “job family taxonomy.” This may seem like a little fix but it is the kind of smooth engineering that comes with Google and it’s just one example of how you’ll be able to use the system to find your match.
Again, this is not necessarily a disruptor of staffing firms (staffing firms can use the site) but it may evolve into a more transactional mode.
Madison Resources – A Strategic Partner For Your Staffing Company
At Madison, we’re always keeping an eye on technology and trends for our valued clients and we’ve worked with staffing firms like yours for decades. Let us help you with good advice and business intelligence. Contact us today!