IoT revolutionizing the staffing industry

Looking back on the ten years of the Indian staffing industry, it is notable how it has bloomed against all odds and become the backbone of millions of businesses. When the staffing industry came into existence, the recruiters at staffing firms were seen overwhelmed with the sorting of a huge bulk of files, printing of hundreds of resumes at a time, and still gauging the newspapers for finding more job applicants. Later, with the commencement of Internet and technology, recruiters were relieved from the physical labor a bit, but soon they were again seen perplexed. Instead of files, there are digital folders in computers, designing and screening of hundreds of resumes at a time but no more search for job applicants. Earlier there was a scare of applicants, but now there is an abundance of resumes online. See, the struggle of the staffing industry has not really changed much today!

While organizations outsource the recruitment process to staffing firms, recruiters are now scratching their heads thinking how to cater to the bulk requirements of user companies. However, the Internet of Things is all geared up to have the back of the staffing industry in the coming few years.

Internet of Things, a significant achievement in technology, is a network of devices equipped with sensors, transducers, and software which collect the data from various sources, refine it and exchange it through communication hardware. It makes available to a recruitment agency what all it wants for immediate success; recruiting expertise, a giant network of job candidates, time-saving processes, and a large-sized intelligent workforce. All of these are slightly arduous for the staffing industry without adopting IoT.

AI-integrated ATS Management

The employment agencies do recruitment in a large volume, which makes it tough to track the ATS (Applicant Tracking System) database. The recruiter needs to skim through hundreds of resumes submitted by the applicants, and thousands of auto-generated resumes to shortlist top 10 for one opening. Many times, a recruiter unknowingly skips a few of the best candidates for the position. Artificial Intelligence (AI) if programmed with the ATS system, in such a case, will help the recruiter to pick only the qualified and talented candidates by auto-refining the resumes. It will scan thousands of resume applications, and screen only the suitable resumes on the basis of the candidate’s social media profiles, likes, interests, traits, and qualifications instantly through the intelligent matching algorithm.

Prediction of candidate’s behavior

A lot of recruiting agencies first conduct interviews with the candidates and then schedule the second round with the user company. This is done by the agency for ensuring if the candidate is a fit for the hiring organization to fulfill the commitment to delivering them the right talent. And, IoT has a big role to play in this. Recruiters can use Google glasses, a computing eyewear, for real-time behavior analysis and recording of the interviews for post-capture analysis to make better recruiting decisions, screening, and selection of candidates.

Shortlisted candidates may require wearing wearable (a wristband or so) in which IoT sensors are embedded. These sensors continue to collect and share the data of his daily routine like the sleeping pattern, working habits, miles he walked a day, or other data with the staffing company. This life-logging technology lets the staffing company assess the candidate on real grounds and accordingly match his profile with the suitable user company. If the recruiters are aware of the candidate’s behavior and ethics, they can best coach him for working with the required company.

IoT & cloud computing infrastructure

Because IoT makes devices communicate with each other without human intervention, the real-time data can be exchanged. Therefore, the candidates will easily be notified on their smartphones about the requirements of recruiting agencies and vice versa. And, the best thing is that all such data and information can automatically be backed up by cloud computing technology. Recruiting companies should opt for IoT-based cloud computing infrastructure for auto-backup of all their business operations or data. Instead of making heavy investments in the hardware required for manual backup, invest the same amount in cloud computing infrastructure which barely gets affected if your system is stolen or the hard disk crashes, this makes the job of recruiters easier than ever.

Seeing the impact of the latest developments in the IoT sphere, the entire recruitment scenario will surely be augmented in the future.

[“Source-peoplematters”]