Whereas hitherto hiring difficulties have been concentrated on white-collar workers, now blue-collar workers are also experiencing difficulties. Temporary employment agencies, which employ 80% of low-skilled or unskilled workers, were the first to be hit by this new phenomenon. In this situation, the digital transformation of their processes appears to be a promising path.
The numbers are clear: The Association of Human Resources Directors (ANDRH, survey, October 2021) today estimates that 80% of its members face labor shortages. The construction, hospitality and restaurant sectors in particular are struggling to attract candidates, followed by industry.
Lack of training
One of the reasons that could explain this phenomenon is psychological: after the health crisis, the demands and expectations of work have changed. Having realized that other aspirations can be guided in life, workers today are in search of meaning.
In addition, they are less and less inclined to accept work that no longer meets their desires, especially if it represents a high level of complexity. Another possible explanation is cyclical: in an inflationary environment, as energy prices rise, especially gasoline, their mobility slows down considerably.
However, despite the lack of resources observed in almost all industries, we are not at full employment. So what’s the problem ? The deep asymmetry that exists today between supply and demand is due to both a lack of training and a lack of information.
Restoring efficiency with AI
Due to the lack of sufficient qualifications, many candidates refrain from responding to certain advertisements, while others are simply unaware of the existence of offers that match their profile or their aspirations. As a result, in the interim period in particular, the service level, that is, the number of candidates presented by the agency to its client-employer in connection with its initial request, struggles to exceed the 35% mark.
A situation that is proving to be a real brake on growth for companies that need a punctual workforce quickly to cope with peak workloads. Hence the need for the temporary employment sector to revolutionize its methods.
Some recruiters have found a solution by resolutely taking on the challenge of transforming their processes. In these next-generation temporary agencies, AI and automation technologies are reliably serving consultants, their clients, and candidates. Goal: Improve service levels by reaching out to the right talent at the right time.
Improving the skills of temporary workers
Thus, artificial intelligence scans thousands of resumes to sort skills, aspirations, geographic compatibility and testimonials on a grand scale. Algorithms then match these profiles with offers in the agency’s database and then suggest the employer the ones that best suit their needs. At the same time, automation tools are responsible for transmitting information to potential candidates in a mode close to real time.
But these technologies are not limited to improving compliance, they also offer interesting opportunities to develop the skills of temporary workers. With precision and speed, automation tools identify gaps between a candidate’s hard and social skills and the skills required for the position. However, in the interim, the announcements are very often for low-skilled jobs that require only short training courses, which can most often be delivered through e-learning platforms.
In this way, temporary agencies can support candidates to improve their qualifications and, in fact, increase the number of offers to their clients.
Thus, new technologies in the world of recruiting offer a triple benefit. They allow recruiters to no longer spend 40 to 50% of their time sorting resumes and thus dedicate a much larger part of their mission to supporting candidates in hiring or even doing actual coaching interviews, services traditionally reserved for white collar workers. “.
Candidates, for their part, have access to more targeted job offers that match their limitations and aspirations. Finally, employers are seeing their service levels skyrocket, regularly exceeding 70-80%! First of all, by guaranteeing the result, not just the means, these temporary artificial intelligence agencies prevent employers from spreading their requests among dozens of service providers.
In the end, this new model is proving beneficial to all stakeholders and greatly reduces the imbalances currently seen in the market.
Benjamin Wallat, Deputy Managing Director of Gojob