While much has changed in contingent workforce management over the last 20 years or so, some things remain the same despite the buzz over rapidly evolving tech. The manual efforts used two decades ago are still alive and well. And manual efforts can be a contributing factor in the poor Net Promoter Scores given MSPs and VMSs in our most recent Workforce Solutions Buyer Survey, which were -3 and -12, respectively.
Here are a few options for consideration to help automate some of your manual processes.
Candidate résumé screening. Artificial intelligence offers the ecosystem an opportunity to automate the basic scrub of skills and alignment with job descriptions. There are several case studies that support AI’s ability to scan a résumé to determine if a candidate has experience, skills and other specified requirements. Currently, AI can struggle with determining the best fit, but this will soon change. Programs and their staffing providers need to keep a close eye on this aspect of AI to ensure they stay competitive in this tight market for talent.
Interview scheduling. VMS technologies are improving, but there is much to be desired when it comes to removing manual effort. It is not uncommon for MSPs or program offices, suppliers and engagement managers to put forth enormous effort to schedule and execute interviews. Some high-performing programs leverage third-party interview scheduling technology. The key value aspects of these types of technologies is to decrease the level of effort needed to reschedule, change or cancel interviews.
Mobile approvals. VMS technologies are making big strides when it comes to providing true app-based technology that enables busy professionals to review and approve everything from work orders to time sheets. With a large working-age population that expects to be able to do almost anything from their phone, this is becoming more and more crucial. Although this technology does not elevate an action, it definitely helps reduce the time it takes to complete these tasks.
The ultimate value for automation is to improve program adoption and performance. The perceived value to engagement managers, and buyer organizations in general, are numerous. Some of these technologies will help CW programs decrease time to fill, for example, which in turn can improve talent quality. If a process typically took 14 days to get to the interview phase of the process, cutting it down to five days could capture the attention of the A+ candidate. And in a tight labor market, A+ talent does not sit idle for long, so that enhanced speed can make a big difference.
CW programs should not ignore the technology automations available to the marketplace. Otherwise, programs can lose competitiveness and turn off users. The user experience throughout the ecosystem can benefit greatly from automation.