At November’s SIA Healthcare Staffing Summit, where artificial intelligence (AI) took center stage, I found staffing leaders grappling with its significance and practical applications.
Seeking clarity, I adopted a customer-first approach and surveyed 2,000 nurses from our database at Nurse Recruitment Experts.
I discovered that most nurses are not only willing to use AI, but keen to see it solve problems in staffing and job seeking in general. This is a positive indicator for the industry. Our candidates want us to engage them with new tech and are presenting opportunities for us to do so.
Comfort Using AI
A compelling 48% of respondents had used ChatGPT, and 57% expressed being either “very comfortable” or “comfortable” with AI in their job application process. Another 22% maintained a neutral stance, 13% admitted feeling “uncomfortable,” and a mere 8% fell into the “very uncomfortable” category.
Delving deeper into the data, it becomes apparent that exposure and experience play a crucial role in shaping candidates’ attitudes toward AI. Those who had never used AI were not necessarily averse to it, showcasing the potential for a shift in perception through familiarity.
What Do Candidates Want to Be Automated?
The desire for automation in the job application process was a prevailing theme when considering AI for recruiting.
An overwhelming 78% expressed a wish to automate the comparison of salaries, benefits and other job offers. Additionally, 55% sought automation for filling out application forms, while 41% were interested in AI assistance for understanding an employer’s retention performance.
PREMIUM CONTENT: The Coming Disruption: How the Staffing Industry Can Prepare for the AI Revolution
Other areas candidates wanted to streamline included sorting through employers to find the best match (40%), résumé writing (35%), cover letter writing (29%), comparing reviews of employers (25%), choosing between job options (23%) and seeking advice on career moves (17%).
These findings illuminate the untapped potential for AI to not only meet but also anticipate the needs of candidates in the complex landscape of job searching.
What Do Candidates Find Difficult About Finding Jobs?
For 32%, the overwhelming task of sifting through numerous options topped AI’s inbox of problems. Flexibility in finding a position that meets their needs was a concern for 19%, while 12% struggled to secure roles with suitable pay and benefits. Additional hurdles included working schedules (10%), salary transparency (7%) and a myriad of other issues encompassing 27%.
I like this data. It’s notable because candidates are explicitly stating use cases for AI, demonstrating their willingness for it to be used to problem solve. I’m not suggesting readers launch into creating products from this information. Rather, I hope you will use it as a signal that candidate sentiment is pro-solving problems and not against AI being used to do just that. It’s down to us to create solutions. In the words of Steve Jobs, “People don’t know what they want until you show them.”
Full Steam Ahead
Are all candidates as open to using AI in recruiting as nurses? Probably not. My demographic is increasingly tech-savvy and used to picking shifts on their mobile. An AI staffing agency will see more enthusiasm. So survey your own candidates, and know your market before implementing. One thing I don’t doubt: the potential of AI recruitment to enhance the recruiter and candidate experience.
