So, what can healthcare recruiters do to maintain necessary hiring standards without burning out? While it’s a tough problem to tackle, there are strategies and plenty of resources that can help. 

The Reality of Burnout in Healthcare Recruitment 

Burnout is a common issue in recruitment, but emotional exhaustion and a drop in performance can be even more intense in this high-stakes industry.  

On top of the traditional demands in talent acquisition, healthcare recruiters also juggle: 

• Urgent hiring needs 

• Pressure to fill frontline roles 

• Specific candidate qualifications 

• Strict compliance regulations 

• Impact on patient care 

Additionally, healthcare recruiters are often the first in line to respond to a crisis, bringing on new staff to meet demands when mass casualty events, natural disasters, or even a global pandemic occur. As such, they may experience several symptoms of burnout like anxiety, depression, or depersonalization. Every hire matters, and even a momentary lapse in productivity or judgement can impact patient lives.  

How Burnout Affects Hiring Quality 

When recruiters are overwhelmed, the quality of their hires can take a hit. Burnout often leads to reduced engagement with candidates, which in turn creates a less-than-ideal candidate experience with recruiters who rush through critical steps in the recruitment process.  

This could lead to: 

• Poor candidate interactions 

• Inadequate staffing 

• Compliance issues 

• Overlooking great talent 

These issues contribute to longer time-to-fill metrics and a higher loss of talent in the process. When precision in hiring is crucial, these problems become particularly dangerous. 

Burnout can leave recruiters feeling like they’re caught in a no-win situation. Without proper strategies in place, they begin to compromise on the very quality they’ve been struggling to maintain. 

Strategies to Combat Burnout and Maintain Quality 

Focus on Strategic Tasks 

By automating time-consuming administrative duties, recruiters can shift their focus to higher-level, strategic tasks that tap into their expertise freeing them to dedicate more time to activities that improve the quality of hires. This might include: 

• Engaging candidates 

• Ensuring compliance with healthcare regulations 

• Building relationships with key sources of talent, like medical schools 

By freeing up time, recruiters can also invest in their own training and development, honing skills that align with their long-term career goals and the needs of the company. This shift ensures that recruiters are not just focused on filling positions quickly but are making thoughtful, high-quality hiring decisions that benefit candidates and their organization long term. 

Set Realistic Goals 

While the pressure to fill positions quickly can feel overwhelming, especially during high-volume hiring periods, setting realistic and achievable goals is essential to avoiding burnout. Leaders in healthcare organizations must strike a balance between speed and recruiter capacity. It’s crucial to align hiring goals with available resources and recruiter bandwidth to avoid unrealistic targets. Utilizing reporting and benchmarks, such as time to fill, can also provide valuable insights into your current recruitment process and reveal any gaps that need to be addressed.  

Foster a Supportive Team Environment 

Collaboration is essential to reducing individual recruiter workloads and preventing burnout. By encouraging a team-based approach to hiring—where tasks like screening and interviewing are shared—healthcare organizations can help recruiters feel more connected and less isolated. Open and clear communication also plays a big role here, building trust and creating a sense of community within the team.  

A few things that can contribute to a cohesive recruiter environment are:  

• Regular check-ins 

• Team meetings 

• Shared resources  

This will not only improve productivity but also boost morale and retention, helping the entire recruitment team stay engaged and motivated. 

Provide Mental Health Resources 

Recruiters, especially in healthcare, face intense demands, and offering programs specifically designed to promote mental wellness can help reduce emotional strain and boost overall performance. Companies can also implement initiatives to provide recruiters with the tools to manage stress and foster a supportive environment. 

Here are some resources companies can implement to ensure recruiters feel valued and heard: 

• Flexible schedules 

• Employee assistance programs (EAPs) 

• Access to mental health professionals 

• Mindfulness workshops 

• Mental health days 

• Resilience training programs 

By prioritizing recruiter well-being, healthcare organizations not only invest in their teams’ productivity and retention but also safeguard the long-term success of their talent acquisition strategies. 

Leverage AI and Automation 

While it will never fully replace recruiters, AI can expand access and enhance productivity, allowing a deeper focus on the strategic and human elements of recruitment that cannot be automated. One of the most effective ways to reduce recruiter burnout is by automating repetitive, time-consuming manual tasks.  

AI-driven platforms like Leoforce can automate: 

• Sourcing 

• Screening 

• Ranking 

• Outreach 

This reduces the administrative load placed on recruiters, freeing them up to focus on more strategic, value-driven tasks, like engaging with candidates on a deeper level or assessing cultural fit. AI tools can also be used to identify “hidden” candidates, optimize job descriptions and advertisements which is critical in a noisy and often overwhelmed employee market. It’s important to understand the place of AI in healthcare staffing.  

Technology’s Role in Alleviating Burnout 

Technology and automation are no longer optional, they’re essential for managing the heavy workload of high-volume recruitment. Beyond AI, tools like Applicant Tracking Systems (ATS) and CRMs play a crucial role in reducing recruiter burnout by automating routine tasks and streamlining communication, allowing recruiters to focus on higher-value activities. 

Leoforce’s AI technology, for instance, helps lighten the load by offering personalized candidate matches and automating outreach, reducing the need to sift through hundreds of resumes.  

By automating time-consuming tasks, healthcare organizations can protect their recruiters from burnout and free them to focus on what truly matters like building relationships, ensuring compliance, and hiring the best talent. 

Key Takeaways 

Burnout is a serious challenge for healthcare recruiters, particularly in high-volume hiring environments. However, healthcare organizations can protect their recruiters from burnout by: 

• Setting realistic goals 

• Freeing recruiters up to be strategic 

• Fostering a supportive team culture 

• Leveraging technology and AI  

Striking the right balance between automation and human insight is key to long-term success. With the right strategies in place, healthcare organizations can not only fill critical roles quickly but also ensure they are bringing in top-tier talent that drives organizational growth and improves patient outcomes. 

Want to dive deeper? 

To learn more about how technology can transform your healthcare recruitment process, explore the latest blog from Applications on Demand. 

The post Overcoming Burnout: Maintaining Quality in High-Volume Healthcare Hiring appeared first on Leoforce.

As technology continues to develop rapidly, artificial intelligence (AI) has emerged as an important tool to help staffing teams and recruitment agencies maximize profits. Although there are lots of AI recruitment tools available, many recruiters have dipped their feet into the field through ChatGPT.

Why ChatGPT for Recruiting?

ChatGPT is a generative AI tool that creates human-like text, images, and videos based on prompts that you submit. The tool responds instantly and is available in multiple languages. ChatGPT makes it possible for you to use AI in recruiting to easily complete routine or repetitive tasks, including resume screening, candidate outreach, and interview scheduling.

You can use ChatGPT to streamline communication, provide intelligent responses, and increase productivity — as long as you’re using the right prompts.

Five ChatGPT Recruiting Prompts to Boost Efficiency

While ChatGPT is an incredible tool, it’s not human and can’t read between the lines. To get the best responses from ChatGPT, make sure the prompts that you input are specific and have a clear objective.

Whether you’re using ChatGPT to write job descriptions or create email templates, you should always treat its initial responses like a first draft. If the initial response isn’t hitting the mark, follow up with feedback or additional details to help ChatGPT refine its response. Always review and refine the text to ensure it includes all necessary information and reflects your company’s culture before using it to interact with candidates.

Here are five ChatGPT prompts you can use to help automate recruitment processes.

Prompt 1: Revise Job Descriptions

A job description that accurately describes the position and its requirements is crucial to attract high quality candidates, but writing an effective job description isn’t always easy. If you’re hoping to appeal to passive candidates — those who aren’t actively looking for a position but who may be interested in the right opportunity — the pressure to write an engaging job description is even greater.

ChatGPT can help revise job descriptions to make them more inclusive and attractive to candidates, streamlining your candidate sourcing. Assume you want to fill an opening for a truck driver with a commercial driver’s license and long-haul experience, but you feel the job description is a little dry and doesn’t capture your company’s culture. You could input the job description into ChatGPT along with this prompt: Rewrite this job description to be more engaging and appeal to candidates who share our company’s values of safety, innovation, and hard work. 

You can also use ChatGPT to make your job descriptions more searchable online by telling it to include job-specific or industry-relevant keywords. ChatGPT can even translate your job description into another language, although you should always have a native speaker review it for accuracy.

Prompt 2: Generate Interview Questions

ChatGPT is a great tool for generating interview and screening questions. Use it to refine your current list of questions, tailor them to a different role, or create an entirely new set of questions.

Details you’ll want to include in your ChatGPT prompt include the industry, position title, and any key attributes you want to ask about. Try a prompt like this one: Create five screening questions for a senior software engineer role focusing on problem-solving and team collaboration.

Prompt 3: Streamline Candidate Outreach 

Using ChatGPT can even make communication with candidates easier. The tool is especially helpful for creating message templates. Try a prompt like this: Write a follow-up email to a candidate, saying that I was impressed by their responses during the screening call and want to schedule an interview between them and the hiring manager. 

A prompt to generate an email gauging a candidate’s interest in a position could look like this: Write an email to a candidate saying I’m impressed by their background and ask if they’d be interested in applying to a software engineer position. 

You’ll be able to use these templates to quickly create personalized email and InMail messages to candidates to increase engagement by as much as 15%. Using ChatGPT makes personalized candidate engagement at scale feasible.

You can even take your personalization a step further by using ChatGPT to customize a message to your candidate. Include a few specific details, such as a particular skill or experience that the candidate included on their resume, in your prompt. Just be sure to leave out the candidate’s name or other identifying information in your ChatGPT prompt to avoid any privacy concerns.

Prompt 4: Summarize Interview Feedback

ChatGPT can improve hiring efficiency by summarizing large amounts of text. For example, use ChatGPT to streamline the post-interview process of consolidating feedback on a candidate. To receive a summary of the feedback that you can share with the hiring team, input the collected feedback into ChatGPT along with a prompt like this one: Summarize interview feedback from three panelists for a product manager role. Highlight feedback on the candidate’s leadership skills and technical knowledge. 

Prompt 5: Report on Recruiting Metrics

Analyzing data and creating reports can be tedious, but you can simplify the process by using ChatGPT for reports. The tool can quickly generate summaries of results and analyze recruitment metrics based on the data you input.

Create a report that you can share with stakeholders by inputting your results and using this prompt: Summarize this quarter’s recruiting performance based on the following metrics: number of hires, time-to-fill, and offer acceptance rate. 

The Benefits of AI-Driven Recruiting with ChatGPT

A key tool in your recruitment efforts, ChatGPT has positively impacted talent acquisition. Using ChatGPT for HR and recruitment tasks will allow you to automate your processes, increase personalization, and make better data-driven decisions. Letting it handle tedious tasks, like generating interview questions and summarizing feedback, will free up time for you to provide a more personalized experience to your candidates.

Using ChatGPT is a great way to start weaving AI into your recruitment efforts, but you’ll see even more benefits by tapping into automation and machine learning tools. Solutions like Leoforce’s Source and Engage, Applicants on Demand, and Programmatic Job Advertising can automate up to 90% of manual recruiting processes while learning from successful recruiting patterns to help find the right candidates for every role. Visit Leoforce.com to find out how you can elevate your recruiting process with AI today.

The post Five Ways You Can Use ChatGPT for Recruiting to Boost Efficiency appeared first on Leoforce.

Successfully engaging passive talent requires data-driven, personalized candidate outreach. With AI and advanced analytics, recruiters can create tailored messages that resonate with candidates, improving engagement, increasing response rates, and filling seasonal roles faster.

Understanding Passive Talent and Their Unique Challenges

Passive candidates are people who are not actively looking for a new position but are open to the right role. They make up an estimated 39% of the talent pool, so recruiters who are ignoring this segment are missing out on a big opportunity to fill open positions. 

The passive talent pool is especially valuable to recruiters focused on filling seasonal or contingent roles, including positions in the healthcare, security, and logistics industries. Seasonal roles often have shorter time frames for recruitment, and the positions may require new employees to get up to speed quickly. Passive candidates, who likely already have a job and have built up a valuable skill set, can be a good fit for these types of roles.

Because they’re not actively hunting for new positions, passive candidates are less likely to be on the lookout for messages from recruiters. Recruiters need to catch their attention with tailored outreach.

The Benefits of Personalization in Recruitment

According to LinkedIn, personalized InMail messages perform 15% better than generic messages sent in bulk. Including personalized details in your outreach will make candidates feel valued and lead to better engagement. 

Tailored outreach makes candidates feel like more than a number and creates a more positive recruitment experience. A positive experience improves the perception of your company as an employer. Keep personalization top of mind as you reach out to candidates.

Data-Driven Strategies for Personalizing Outreach to Passive Talent

Use a data-driven, three-pronged approach when reaching out to passive talent. First, segment your candidates to help organize and prioritize whom you will engage with. AI tools and data analytics can help you by segmenting candidates based on their skills, career stages, or interests. AI technology can scan the skills and experience listed on candidates’ resumes to determine how well they match the requirements of the position you’re hiring. 

Second, use tailored messaging when reaching out to candidates. Reference details about the person’s background, such as their job history, personal achievements, and skills, to show you’re specifically interested in them as an individual. 

Lastly, don’t put all your outreach eggs in one basket. In addition to email, social media and text messages are also effective channels for reaching candidates. Plus, many career sites offer tools for personalized candidate engagement.

Tools and Technology That Make Personalization Possible

AI-driven tools can easily enable personalization through a variety of means. Generative prompts, predictive analytics, and automation can ensure every candidate can receive timely and personalized communications over email and text. 

Generative AI can read a candidates profile and automatically pull relevant information like their name, location, and the position they’re applying for, to automatically personalize outreach. Instead of hoping your CRM’s personalization tags work, Gen AI can do this automatically. Additionally, Gen AI can create compelling messages based on previous outreach with proven success, so you don’t have to burn your creative fuel on subject lines or hooks.

Predictive analytics can even ensure you’re reaching out to the right people by predicting which passive candidates are most likely to respond to your outreach. These AI-driven tools look at a candidate’s past engagement and labor market trends to ensure that you’re not wasting time on uninterested or unqualified candidates.

Automation can take the insights from predictive analytics and the creativity of Generative AI to personalize outreach at scale, and schedule it across time zones and channels that appeal to each candidate’s preferences. With Leoforce, you have access to text, talk, email, and chatbot features from a single dashboard. You can even integrate your email for automated responses and simplified interview scheduling, and develop tailored, reusable templates for candidate outreach.

Personalized Outreach Templates

Personalized candidate outreach doesn’t have to be complicated or time-consuming. By adding a few specific details to templated messages, you’ll show candidates that you’re interested in them as individuals — and you’ll boost engagement. 

First-Time Outreach Message

Subject: [Name], are you interested in a [job title] position?

Hi [Name], 

I came across your profile on LinkedIn/resume on [website]. I’m hiring for a [job title] position at [company], and I thought you may be interested. 

I noticed you have experience in [skill] from your time at [company]. This experience seems like it would transfer well to the [job title] position. Here’s the link to the job description: [link]. 

At [company], we’re dedicated to [company mission], and we offer benefits such as [list a few benefits or perks]. I think you’d fit in well here. 

Are you interested in learning more? We could schedule an interview for this week. Let me know what would work for you. 

If you have any questions in the meantime, don’t hesitate to ask. 

I look forward to hearing from you.

Thank you, 

[Recruiter name]

Follow-up Message

Subject: Checking in about [job title] position at [company]

Hi [Name], 

I reached out to you last week about a [job title] position at [company]. Your background made me think you’d be a great fit for the role. 

Are you interested in interviewing for the position? We’ve begun the recruitment process, and I didn’t want you to miss out on the opportunity if you’re interested. 

If you’d like to schedule an interview, you can do so here: [scheduling link]. 

Please let me know if you have any questions about the position. You can review the job description here if you need a refresher: [link]. 

Hope to hear from you!

Sincerely, 

[Recruiter Name]

Message to Reconnect With Past Applicants

Subject: Recruiting for [job title] at [company]

Hi [Name], 

My team and I were impressed by your skills and experience the last time you applied for a position with [company]. We’re hiring again, and I’m wondering if you’d be interested in applying. 

We’re looking to fill the position of [job title]. Based on your previous application, I think you’d be a great fit for it. You can read the job description here: [link]

I would love to schedule an interview with you. Let me know if you’re interested and available in the next week or so. 

Feel free to reply to this email with any questions. I look forward to hearing from you. 

Thank you, 

[Recruiter Name]

Using a candidate’s name and mentioning their past experiences and skills are simple but impactful ways that you can make your messages more personal and get their attention when reaching out. 

Take The Personalized Approach to Engaging Passive Talent

Tailored outreach is essential to engage passive talent and show them that you value them as an individual. Using data-driven analytics and AI in your recruitment will streamline your personalization process and ensure you’re reaching out to the right candidates. 

Learn how Leoforce’s AI-powered tools can help you create personalized candidate outreach strategies to effectively engage passive seasonal talent. Explore Leoforce and Applicants on Demand today.

The post Personalization in Recruitment: How to Engage Passive Talent with Tailored Outreach (With Templates) appeared first on Leoforce.

A hiring surge is when a business experiences a sharp increase in hiring activity. This increase could arise from seasonal demand, rapid business growth, a product or service launch, or a one-time event like an organizational restructure. 

When managing a hiring surge, recruiters face challenges like an increased time to fill and maintaining candidate quality while meeting volume demands. With the right strategies and tools, recruiters can maintain quality of hire and meet volume goals without succumbing to burnout. 

Plan Ahead for Scalable Recruitment

The best way to stay ahead of a hiring surge is to be proactive instead of reactive. Establishing scalable recruitment processes before a surge hits will help mitigate obstacles presented by hiring surges, like increased time to fill and candidate quality assurance. 

Here are a few reasons why scalable recruitment is a key element when successfully managing a hiring surge:

Strong Branding: Companies that engage with candidates continuously through career events, social media, and other touchpoints create a more positive image and grow interest during hiring periods.

Cost Reduction: When companies proactively invest in their talent acquisition process, they avoid the chaos of last-minute hiring. Last-minute hiring often involves expensive advertising or the inability to vet candidates properly, which can slow down business operations and impact long-term growth.

Talent Pool Diversity: With a continuous recruitment effort in place, companies can spend the time required to build a diverse talent pool that fosters innovation, addresses market challenges, and improves performance with fresh perspectives.

Some best practices to keep in mind when building a scalable recruitment process are:

• Ensure your hiring process is flexible enough to scale up or down when needed.
• Create standardized workflows to ensure consistency and efficiency when hiring in bulk.
• Leverage past data to forecast demand and prepare resources accordingly.

Leverage AI and Automation for High-Volume Efficiency

More often than not, hiring surges can lead to too-quick decision-making that results in an unfit hire or an overburdened recruiting team. With a proactive recruitment process that leverages innovative tools and services, companies can better ensure that recruiters can carefully vet new hires without exceeding their work capacity.

The rise of AI has every industry wondering how they can optimize their operations. Companies can adopt AI recruiting tools and services to support recruiting efforts during hiring surges by leveraging AI and automation to accelerate candidate sourcing, screening, and ranking. 

Automating tasks allows your team to focus on providing a positive interview and recruiting experience through consistent communication, engaging interviews, and personalized feedback.

How AI Supports Recruiting Efforts in the Real-World

An AI-powered recruiting service like Leoforce can automate 90% of sourcing and recruiting efforts. By taking over tedious, time-consuming tasks, AI allows your hiring teams to focus on tasks that only humans can do. 

For example, an industry-leading recruiting agency came to Leoforce with a problem. The average time required for sourcing and shortlisting candidates in this company-specific industry is one to four weeks. The staffing agency needed to broaden its talent pool to quickly find top talent to meet its client’s needs and increase the bottom line.

With Leoforce, the staffing agency received a valuable talent pool of over 850 million candidate profiles spanning over 150 industries. With Leoforce’s auto-search feature, the staffing agency generated a list of high-quality talent in less than five minutes, saving its recruiters up to 12 hours in sourcing time.

Build and Maintain a Talent Pipeline

Adequately preparing for a hiring surge allows recruiters to connect with high-quality talent, even when they’re not ready for a career change. With time saved through automation, recruiters can nurture these relationships over time and keep quality candidates in their pipeline for future growth.

In addition to strengthening candidate quality, a talent pipeline also reduces time-to-fill by having pre-vetted candidates ready for engagement, saving time and reducing the risk of employee burnout.

How to Build a Talent Pipeline

Here are some essential methods for building a talent pipeline.

Continuously Engage Candidates: When building a high-quality talent pipeline, engage passive candidates year-round (even when not hiring actively). As mentioned above, engaging passive clients who may not be looking for a career change allows companies to build relationships and improve brand perception. 

When a hiring surge occurs, the passive clients already know and trust your brand. This trust could ultimately convince them to make a role switch.

Leverage AI-Driven Talent Curation Tools: The power of AI can transform how companies curate talent. With Leoforce’s Targeted Candidate Sourcing capability, companies can increase candidate quality by 70% by predicting the likelihood of a candidate’s success in a role. 

Maintain Contact with Former Employees and Contract Workers: Consider maintaining contact with former or temporary employees. As these employees have already worked with your company, your recruiting team accurately understands how their skills and experience would benefit the company in the future. 

How a Leading Healthcare Provider Elevated its Talent Acquisition Strategy with AI 

When a nationally recognized healthcare provider with over 10,000 employees needed to level up its recruiting process, it turned to Leoforce for help. With Leoforce’s Applicants On Demand service, the healthcare provider saw a 42% increase in month-over-month applicant growth. With its growth in valuable candidates, the healthcare provider expanded its services from one to 10 states in just ten months. 

Partner with Outsourced Solutions for Overflow

Sometimes, the effort required to manage a hiring surge is just too much to take on at once. Knowing when to outsource or augment your hiring efforts will help alleviate the pressure on your recruiting teams and ensure you find quality candidates for your hard-to-fill roles.

The most common occasions when companies should consider external help are during seasonal hiring peaks or when your recruiting teams are overwhelmed with hiring needs. 

Leoforce’s Applicants On Demand service delivers qualified talent across various industries to help your recruiting team tackle overflow or high-priority hires without the threat of burnout. With Leoforce doing the heavy lifting of sourcing, qualifying, and engaging candidates, your team can save 25 to 30 hours of recruiting work monthly. 

Use Data to Inform and Optimize Your Hiring Strategies

With a data-driven recruiting practice in place, recruiting teams can use predictive analytics to forecast hiring surges and refine talent search efforts. Recruiting teams should track metrics like labor market trends, candidate quality, and culture fit when using predictive analytics. 

Understanding labor market trends will help recruiting teams accurately predict and prepare for upcoming hiring needs. Tracking candidate quality and culture fit will help optimize recruitment efforts, ensuring that only the best-fit prospects make it to the interview stage. 

Using data-driven methods for hiring efforts also enables recruiting teams to make real-time adjustments during the hiring process to match demand to talent supply as accurately as possible. With knowledge of market trends, candidate quality, and culture fit, recruiting teams can suggest a candidate for a role that may not seem like a strong fit at first glance but will ultimately better support the role’s unique needs.

Conquer Hiring Surges with Proactive Strategies

Managing a hiring surge doesn’t have to be a nightmare. Implementing scalable recruitment processes and leveraging technology like AI can help companies maintain high candidate quality and reduce time-to-fill, even during periods of rapid hiring. 

With a strong talent pipeline, outsourcing recruitment efforts during peak times, and leveraging data-driven recruitment strategies, recruiters can revolutionize their day-to-day processes to ensure success.

Leoforce is here to help you manage your next hiring surge with flexible solutions built for recruiting teams of all sizes. Leoforce Boost is your AI-enhanced recruiting solution that leverages the power of AI to source high quality candidates within hours of a job opening. Applicants on Demand is a white glove recruiting service that delivers you a list of qualified, engaged, and pre-vetted applicants in a true pay-for-performance model. Contact us today to get started.

The post 5 Ways to Successfully Manage a Hiring Surge appeared first on Leoforce.

Manual recruiting — sifting through resumes, posting job ads, or contracting with third parties — has always been the norm. But when budgets are tight, timelines are tighter, and safety is on the line, there’s a ton of pressure to get it right. And it’s likely you don’t have the time you need to look at every applicant that enters your ATS. That’s why leading security staffing companies are looking for new solutions to help automate and expedite the recruiting process without sacrificing candidate quality.

The changing landscape of security hiring

While the popular image of a security guard is something of a punchline (hello, Paul Blart), the reality is that security services are critical functions for many businesses and organizations. A recent report by Leoforce found that 44% of all security hires in the past year were for security services who contract out to other organizations like banks, malls, schools, or critical infrastructure like airports or railroads. These services are relied upon to supply qualified security personnel including security guards, cybersecurity professionals, event staff, and more.

To keep up with demand, many security services are leveraging AI to automate some or all their recruiting processes, whether AI is sourcing from their talent pool, parsing resumes, or booking interviews. During demand surges like back-to-school shopping, major events, or political campaigns, some security services turn to AI-powered recruiting services like Applicants on Demand to generate large volumes of qualified applicants fast.

What is AI-powered sourcing?

AI-powered sourcing is a talent sourcing technique that leverages artificial intelligence, machine learning, and automations to search for applicants in your database based on specific criteria, including required and transferable skills, licenses and certifications, and even culture. AI-powered sourcing goes beyond keyword matching by using machine learning to evolve with each successful search, adapting recruiting patterns and scoring algorithms to match applicants with the highest likelihood of success to a given role.

How does AI-powered sourcing work for security hiring?

For security roles, AI-powered sourcing can look for specific skills like cybersecurity, military or law enforcement experience, professional licenses, or even VIP security experience. Some companies will add an AI-powered sourcing solution to their tech stack, while others will work with an ongoing hiring service that leverages AI to optimize their process.

“AI can help with administrative tasks and initial reviews of resumes or applications to reduce recruiters’ burdens,” says Jeff Ketelaars, Co-Founder of Security Guards Only. “This allows recruiters to use their time more efficiently and interview the top-qualified candidates for the role.”

What are the benefits of AI-powered sourcing?

AI-powered sourcing has several advantages for security hiring services.

Decreased time-to-submit and time-to-fill

AI sourcing solutions can deliver results almost instantaneously by automating up to 90% of manual recruiting activities like scoring, ranking, and outreach, which can save recruiters up to 12 hours per job.

“Reaching the right candidates earlier in the process allows recruitment teams to achieve mission success earlier as well,” says Brad Schott, Director of Agencies and Partnerships at Leoforce.

These solutions can also provide updated contact information and automate outreach, so you can ensure your emails and texts are getting delivered to the right person. Additionally, through automated outreach and generative AI chatbots, you can connect with and engage applicants on their time, so you’ll never have to play phone tag again.

Improved efficiency and accuracy

AI sourcing solutions can produce reliable, accurate, and efficient results by leveraging machine learning and natural language processing to quickly search resumes and profiles for the right person for a role. Without AI, you would have to review each application yourself or use a keyword matching tool that only has the nuance of the find function in a word processor. Either way, you run the risk of spending a lot of time, only to produce potentially inaccurate results.

Predictable marketing spend

In the same way that AI can save you time screening, scoring, and ranking applicants, it can also save you money on marketing spend. By searching through profiles instantaneously, you can produce a predictable amount of qualified, screened, and ready-to-interview applicant profiles in short order, so you can run fewer ads, pay for fewer posts, and only focus your time on the applicants with the highest probability of success.

Getting started with AI

There are several ways to integrate AI into your recruiting workflow, from using a generative AI tool like ChatGPT to help write job posts, to using a tool like Leoforce to source, score, and rank applicants from your job boards. A good way to get started is to look at your process today and identify where things are slow, murky, or inefficient. You’ll likely find inefficiencies in places that require a lot of manual work, like reading resumes, contacting applicants, or verifying credentials. Next, look for solutions that are tailored to your needs. You can look for tools that plug into your workflow, or services that use AI to help you scale without the fuss of implementation.

For example, Applicants on Demand, an Leoforce-powered hiring service, uses AI to screen, rank, and engage applicants on your behalf, producing a list of qualified, interview-ready candidates in just a few hours. There’s virtually no ramp time or implementation, so you can start getting results as soon as you need them. While other services make you pay per click on a job post, AoD works on a true pay-for-performance basis, so you only pay for completed applications.

To find out how AoD can help you optimize your security recruiting process, contact our team today for a free consultation.

The post The Next Frontier in Security Recruiting: AI-Powered Sourcing appeared first on Leoforce.