Name: Faster. Smarter. Still Human: The Future of Staffing with AI
Uploaded: 2025-09-25T16:01:27.673Z
Duration: 44 min 44 s
Description: Faster. Smarter. Still Human: The Future of Staffing with AI

Transcript for "Faster. Smarter. Still Human: The Future of Staffing with AI": Hi, everyone. Welcome to today's event. I'm Steve Vittorioso, director of strategy here at Ceipal. And I'm thrilled to be joined by two incredible leaders who shaped the future of NetLink. Greg Frick, president and CEO of Qualified Recruiter, and Sarvesh Sharma, AVP of CBTalent Corp. Before we dive in, just a quick, few housekeeping notes, just to get those out of the way. First, this webinar is being recorded and will be available on demand afterward. We'll have time for q and a toward the end, so feel free to drop your questions into the q and a tab on the side at any time. And lastly, if you experience any technical issues like an audio problem, just reach out to support@goldcast.io. That's support@goldcast.io. Up. So now let's let's set this the stage for why we're we're all here today. AI is changing the way we work, and staffing is no exception. Adoption has accelerated extremely quickly. As of middle of this year, 26% of US employers report using AI and hiring. That's up from 15 last year and just 5% in twenty three, two years ago. Among staffing firms, 10% report already using AI compared to, 48% last year with many more planning option. But, obviously, with all this growth comes a lot of questions, ambiguity, and, of course, in a recent, survey of job seekers, nearly 80% said that they want transparency about how AI is used in hiring. Many voice and concerns, that these tools, enforce some IS. So, of course, AI no longer a fringe tool. It's mainstream, but, you know, still not, fully mature. And while, the speed and intelligence matter, staffing, as we all know, will always be about the people. It's all about building trust. It's about creating those relationships. And, of course, it's making the right you know, placing the right talent in those right opportunities, making those right matches. And AI, of course, is here to isn't here to replace the human moments. It's here to just empower us. And, really, that's what, the conversation today is gonna be about over the next, forty five minutes. Going through the hype, exploring how AI is reshaping staffing, working working flows, and learning how leaders like Greg and Sarvesh are keeping people at the center as technology evolves. So, Greg and Sarvesh, thank you so much for being here. Just to kick us off, we'd love, for each of you just to share a little bit about, yourself and your journey in staffing, and then we'll, get into the q and a. So, Craig, if you wanna kick us off, Yeah. Sure. Hear some more about yourself. Yeah. Absolutely. Yeah. Greg, Greg, president and CEO of, qualified recruiter. So I've been in the staffing industry for eighteen years. I started off in just, general staffing, kinda doing contingent staffing. And then about eight years ago, we started an RPO with a recruitment process outsourcing company based in Pune, India. So we have about currently, we have about 220, recruiters, out of India, and we do recruiting here in The US as all as well as in Europe and in Asia. So, and yeah. So we it's a it's a growing business, so we're doing pretty good. And, basically, the company's been using AI for a while now, to to some we we've had to adjust along the way, but it's been a good a good journey, and, I think we're leveraging it pretty well. Okay. And Sarvesh? Okay. Alright. So, my name is Sarvesh Sharma, and I'm a UPN director at NCB Talent Club. And I've been in this industry for last few years, sir, and, facing, college across USA for different clients, on corporate and full time. And we have office in India. So yeah. So, as far as AI is concerned, we are adopting the AI technologies, and, that's, of course, helping us to find a, qualified candidate. So that that's all from my side. Great. So now kinda going into our conversation, we'll obviously start just, big picture and then kinda zoom in from there. AI is everywhere in the in the headlines, but the reality inside staffing firms probably looks a lot different. Some firms are just testing the waters. Some are actually embedding it into their operations. It's kinda like everybody's at different points on the spectrum. But from your perspective, how is AI really starting to reshape industry? And, do you see that adoption evolving gradually, accelerating more? You know, if you wanna maybe kick us off some thoughts there, that we'll do to get Yeah. Yeah. So I think, obviously, the initial the initial was just basically quick drafting emails. Right? And it was, and it was I I would say that that was that was okay. Like, it wasn't great. Because you immediately know, like, a it's a that's a that's a Copilot or chat GPD generated email. And, basically, we'll say, yeah. Go go rewrite that a little bit. Right? So it doesn't look so much like ChatGPT. And but it's gotten to the a much stronger point where we can actually, do do some reach out. I still think it you know, basically, do some reach out, reduce, like, I've got a tool that I use that do does AI interviews. So I've got a it's a AI, avatar that does ask the questions and, it get it records the answers, all of that. This is very useful. Like, it's very, very useful, and my clients like it a lot. But there's still a lot of a lot of challenges with it. One of the challenges is it basically for a staffing company, it puts a, a giant wall in the process. So, like, you get the client and get the candidate and say, okay. Now I want you to take this AI interview. Well, then every you're you're stuffed in the water until, like, actually does the interview before you can actually submit them to the client versus the traditional process. You kinda go through the process. You talk to them. You ask them bunch of questions, then you submit immediately. So you go from, like, very quick, like, within an hour, you can have a couple candidates submit it. Okay. Now it's gonna might take half a day or a day or a couple days before before they actually finish the process. So it's gonna require some changes in the process about how we do things. But I think, generally, it's, it's moving in a good direction. And I'd say it's gonna accelerate over the next couple years, but I think it's still gonna be kind of in fits and starts as the tools, learn from how they've implemented their their technology and realize it doesn't necessarily fit with the flow. So they're either gonna have to we're gonna add either either change our flow or the tools are gonna have to change change how they implement. Yep. And, Sarvath, what are you seeing from your perspective? Yes. So I think that, as Greg said, you know, mutually, it was just to, going on on, you know, on ChargeGPT and finding the answers, initially. But it is it is still in the baby steps. So I think that it's it's going to be, faster than we anticipate. Every company across is adopting AI, and, and, definitely, it's going to to improve the experience of from the recruitment side as well as, from the candidate side as well. Like, you know, when when you have the initially, we we need to find out questions, for from the client side, like, which type of questions we can ask to to candidates. So we can quickly, by by AI agents, we can we can have the candidate screen, quickly, and that's going to, better the experience from the from from the staffing, from a staffing company as well as from the client side. Yeah. Definitely. And, once, AI is really adopted, there are a lot of, benefits and prom promises, especially around speed, productivity, scale, and allowing recruiters to work faster, smarter, sourcing screening matching. But, obviously, speed only matters if it's, improves quality. So, how have you guys seen AI drive productivity in staffing, you know, from speeding up placements to improving accuracy? Kind of what use use cases kinda stand out as bring the biggest impact? And, Sarvash, why don't we start with you this time? Okay. Alright. So I think that AI is definitely going to improve improve the productivity because, you know, sometimes the tutor would, do, need to do the reprieve work. Right? So by using AI agents, we probably can have the matching to Zoom aids. You know, probably probably, what the one they tell us they they need to do, they they may may find the right, right candidates in a better time. Right? So, I think that, it's going to speed up the process that is but it's been has the process. Right? And, as as as as one use case, I I will see see that when you screen the candidate initially, you know, by using AI agent, you can initially screen those candidates, and asking them those questions. And then, you know, you can get to know that whether the candidate is a good match or not for for for for for client. So that's the one use case. I see that that is that is the one, impact going to do for for for initially for a softening product. Yep. And you got Yep. I agree with that. I think, the, the probably the biggest area that has improved productivity is is identifying good candidates. Mhmm. So so as an example, so SQL does have a very good tool that matches candidates of VAI. And if you use the tool properly, you can then do reach out very quickly. So it's not automated. Outreach is not necessarily automated, at least not from my side, the the version I've got. But, that outreach can't is is more easily done. So you can use AI to basically do the matching and as the it you can then very quickly send messages out to the swipes and try to get their, you know, attention, get them to respond. You can pick the phone call. But the identification of the talent that is is is a match to the job is very helpful. The other area is, like, in actually screening, to Suresh's point, you can use AI to generate questions very quickly. Like, it's very easy to come up with questions. Just go into the Copilot or Gemini and just say, hey. Give me questions that are related to this and what would be good answers. And it makes it makes the recruiter feel like an expert. It doesn't always go well, you know, but you can kinda the person on the other end of the phone probably can tell that they're asking questions that we can't. But it does actually make the process better, and I think it makes it so we can deliver better. I think the key is gonna be the quality of the data. So that matching piece is only gonna be as good as the how up to date the resumes are and how much contact information. Do you have an email? Do you have a phone number? It's only gonna work if you have proper contact information that doesn't bounce. So that's gonna be key is the quality of the data. This is gonna drive data quality on our databases, and the data actually has to be in our database to begin with. Yep. Yep. That's very important there. I am Matthew in the audience just had a quick question around the, the tool that you used and, you know, would love for you to say because we always love hearing directly Yep. From our customers. So I it's a Genie hire, and I do just full disclosure, I do have a a business relationship with them, and we're kind of helping them evaluate the tool. And I'd be happy to, you know, introduce you guys and get a conversation going. So just full disclosure though, I am somewhat I'm not I'm not currently financially invested, but I see that as a possibility. Right. Switching to, AI agents and automation. AI agents right now are increasingly being used to automate the tasks like scheduling, screening, outreach. Of course, they're really, you know, in the news right now. A lot of hype around them. When implemented well, of course, they can save lots of time. You can really maintain a personalized experience per candidate as that human is kinda overseeing those agents. But question, how are staffing firms, kinda using those agents today, and, what impact are you are you guys seeing on recruiter productivity and the candidate experience? So maybe Greg will go back to you first for this one. Yep. I think the the it's it's somewhat limited. I think it's the tools are a little bit too immature at this point to be super productive. But I think that the tools that allow us to do automate that reach out are gonna be the key tools and basically get to the point where you're talking to a human. So I think the faster we can get to the pro where you're actually talking to that recruiter, and that recruiter can then basically get the basic information to, like, salary and, location and, you know, is it gonna be on-site or hybrid or anything like that? Kinda check those boxes and then flip that over to the client very quickly. Those are gonna be key. But the pro that upfront process of doing that reach out and screening those candidates out, like what Sarvesh said, basically give them the information they need to say, answer this question. And if you get the right answer, then we're gonna get you submitted to the client very quickly. Because that builds credibility with the candidate as well. So if you can automate and increase the agents that will automate that process and get those candidates in front of the recruiter faster, I think will be the most successful. And those are the tools that we find the most useful. And you, Sarvesh? Right. So as Greg said, you know, I think that AI agents are helpful for, as as I just said, the first, you know, so senior candidate Zoom is streaming. Right? That is, I I see, that one of the biggest, challenge for Twitter. Right? Because we are tons of resume in front of us, and we need to see that this is a matching one. That is a biggest challenge for a recruiter. And I think that, if you if any any AI agent is help you to screen that candidate, matching candidate. That is you you have, half of your task done. So, I think that any agent which will which will, which which will screen the candidate and and and find you the best match. That that's the one of the, biggest, task done by by by by by agent. And, of course, one thing that scheduling the interviews, which is most of the time taken by by recruiter to schedule the interviews and and follow-up. So, that also can done by agent. So that's couple of things that's going to better experience for increase the better experience for for a tutor. Yeah. And increase the productivity as well. Yeah. Makes sense. And, when those conversations come up around AI agents, it's always AI agents and what does that have to do with, like, the human. And it's just so important to reinforce that, like, human connection. But the human needs to be driving these agents and kinda training them and having those agents, being adopted into, you know, their their workflows and you kinda see them as an extension of the team and not replacing them. And, of course, with recruiters, you know, they succeed by, you know, building trust and relationships. And, really, AI can't replace those moments, but, they can really help to kinda change how they're created in a way. So how do you guys see AI influencing the recruiter candidate's relationship? Suresh, do you wanna take this one? Okay. So AI definitely going to, influence the recruiters, for screen and sourcing. Right? That's one thing I I initially, I I think that is is is the one thing which recruiters, takes most of the time. So, and also one thing that's building that relationship with with with the, with with the candidate, a better experience, with the with the candidate. So, it's creating sourcing and better experience and engagement with the with the candidate is one thing that's, AI going to impact. Yep. I think that, the there's impact obviously to the candidate and and also to the recruiters. So I think it's important to kind of view it from a holistic from both those perspectives. So I think candidates get frustrated with recruiters. Right? They're gonna get phone calls from recruiters all the time. I know they get frustrated because my recruiters call them, and they can tell their their offshore recruiters and they get frustrated. So they they automatically kinda put their defenses up. But I think AI can actually help with that if you're upfront and honest, like, hey, this is an agent. But but I wanna ask you a few questions, you know, build some confidence and be upfront and be clear, be a 100% transparent about it. And then once they you they get past that, they have more confidence in talking to us. Right? So they've got confidence like, okay, that this is a real position with a real firm with a real, you know, compensation information and, you know, real opportunity. And then once they talk to the recruiter, they can have more confidence in talking to the recruiter. So I think that's one thing. But on the recruiter side too, when we started implementing this tool, Genie, my first concern was, like, are my recruiters gonna freak out, like, completely freak out and be worried that they're gonna be taken their job is gonna be taken. And I've had a conversation with them about it, and now everybody was, like, of the 100% the same conclusions. Like, we still have to actually touch it. Like, they had we have there's no way this replaces us in any way. And I knew that going in. I wanted to make sure that they knew that. And it's important that we convey that to the recruiters. Like, these tools that we provide, the agents that, Ceipal provides, the agents that other companies provide, those don't replace the human. They just make the human's job a little bit easier and allow you to do a better job and quality gets better when you use agents like Ceipal's, you know, tools. Yep. I do like to add that, like, that that's a great point Greg added, or, you know, that most of the times you could have figured out that, you know, probably, AI is going to take their job, and that's not going to possible because you you can manipulate the human touch. Right? But definitely, it's going to, better experience for for recruiter perspective as well as for a candidate perspective. So yes. And as more, you know, candidates are using AI in their applications, switching to that, topic, how do you see this trend impacting staffing agencies? Kinda what confirms due to ensure that they're still finding the right people and it's not just, like, the best AI generated application? You know, it's kinda like still making sure that, you know, you're finding the right human. Greg? Yeah. Sure. So, I think, what I said earlier about how people using Copilot, JetGPD to kinda generate, like, their emails and stuff, but, yeah, it becomes it can stand out, like, when somebody's using a a generative AI to kind of, reword and kinda format the resume and and and put the verbiage in there. It becomes a little obvious. It could be subtle, but it can but I think a lot of people can tell that. So I think the first thing is that, yeah, first of all, candidates need to know, like, they can't rely a 100% on that. Right? So they've gotta basically take whatever comes out of that generative AI and modify it to fit their specific profile and make it real, make it about them so that it's not obvious. But secondly, you have to match you have to do basically, this is why recruiters don't go away. Right? So we're gonna get a resume, but we're what are we gonna do? The first thing we're gonna go go do is go look on LinkedIn and say, does this match up? Like, does this look, like, accurate to what he's got on LinkedIn? And maybe they aren't maybe if it's an IT job, maybe they aren't getting help. Go and get help and see what they did. And so it makes our job it basically requires us to be better recruiters. Right? Because the candidates can generate some very slick looking resumes. And I use it a lot. Like, I had, on a board and somebody wanted to do a fundraising letter, and it was very, very long. I was like, can we shorten that up? And they said, yeah. Can you do that? And I was like, yeah. I can do that. So I just popped it in, and I said, please shorten this up, and then bam, it came out fantastic. But that does make it easier, but you also have to kinda read through, make sure it says everything you wanted to say, make sure it says the way you wanted to say. And then we as recruiters have to do our job to make sure that what we're reading matches up, whether it's LinkedIn, whether it's GitHub, whether it's Stack Stack Overflow, and just and check their social profile. All of that is gonna match up. Right. Okay. So, yeah, as as Greg said, you know, of course, that's recruiter jobs comes in when this AI screen the candidate, you know, and comes up with with, you know, profiles here, recruiter need to see that exactly where where where the candidate is a match or not. I would just just, screen profile, right, by by by AI agents. So, I think that once once AI will give you a bunch of resumes, then you need to find out that exactly where where the candidate is the match. And then you and you then you can screen your in-depth with the candidate's profile, matching with the with the client preferences. And that's that's you can, find a a right profile. That kinda, like, you know, really transit transitions us into the the other side of this, which is around trust, ethics, and, you know, responsible AI because, of course, you know, when any, like, new powerful tech comes on on the scene, it, you know, begs those questions and, you know, trust, fairness, transparency, all extremely crucial, especially when, like, career decisions, are involved. So what are the challenges that, staffing firms face when adopting AI responsibly? Sarvesh, you wanna start with that one? Can can you give me your question again? It's, what are the challenges that staffing firms face when adopting AI responsibility? I think that, initially, it's it's it's, with with the risk group, you know, recruiters need to be trained to how to use the, exactly the AI. Right? Because, still, it's recruiter are not used to, use, these type of, agents. So I think that you you need to train recruiters more, and any technology comes in that definitely there there is is a bit of hesitancy to to adopt, that type of technology. So I think that more training need to be done from the from from any firm who need to adopt this, to train their recruiter how you can that, tools efficiently. Yeah. I agree with that. I think they, did the the training is gonna be key. And I think one of the biggest, challenges that we have in implementing these tools is laziness. So I think, yeah, the recruiters, if they are basically saying basically turning this off and saying, okay. I'm just gonna rely on my AI tool to do my job, it's gonna turn very quickly into very poor quality. And the and the candidates are gonna be aggravated. The candidates are gonna be like, why are you submitting submitting me to this job? Or, you know, or they're just gonna get frustrated in general. And the the their credit the credibility you have as a staffing firm or an agency in RPO is gonna go way down. If you train your recruiters to actually use the tool and then and and be very proactive and very energetic and be thorough, then you can have you can definitely it enhances everybody's opinion about the job that you're doing, but also the tools you're using, I e, that AI tool, but also the outcome, which is gonna be getting candidates that are more qualified presented to the right position. And that's not just from a technical or a skill set perspective, but also geography and and and lifestyle and, and also the, salary and stuff like that. So that's again where the recruiter, they have to do the homework. They've gotta do that job. It can't be the AI. The AI is not gonna negotiate salary with the guy. Right? AI is gonna basically can ask a simple question how much you wanna make. But when it comes down to offer time, that offer comes in a little bit low. Well, the AI doesn't know where those bonuses are paid or there's gonna be extras, benefits that come with this job that you might not get at other jobs. That's where the recruiter comes in, and it's gonna require that that to maintain credibility. So, avoiding the laziness is critical. Yep. Yep. I know that's I agree with Greg that, you know, or minus on AI, you know, you know, probably, you know, blameless for from the recruiter side, like, you know, probably AI is going to, do our jobs. That's not going to happen, you know, if it's going if it's here to make our jobs simpler. So I think that that's a great point. Greg has raised that, you know, all laziness and all the land is on on on AI. That is one thing. Yep. Yep. Don't be lazy and ensure that there is, the trust in there Yeah. As well. Yeah. And, kinda now looking a bit toward the future, kinda bringing out the crystal balls and, you know, we all love, like, predictions and kinda seeing what's next. Kinda looking ahead, you know, pretend we're looking ahead, like, the next year or two. What excites you the most about, about AI and how it will just empower, your work. Sebastian, you wanna start there? Yeah. What the last question I you said can can you repeat again? You know, I understand that. Looking ahead looking ahead, what's what excites you the most about, AI? Like, where is it gonna go, and what what are you excited to see it's, you know, doing for your firm? I think that's smart sourcing. You know? I I think that that's one thing. I I see that it's, AI is going to do for swapping firm. In next one or two years, I think that, most most sourcing less, money work for recruiters. You know? They did that's probably, recruiter. Those are going to repetitive work on your follow ups. That's going to reduce the next one or two years. They're more focused on, you know, building relationship with the the candidates, engaging with the candidates. That's that's, which which is human touch, rather than doing the follow ups. That's probably going to do by AI. That's I'm going to see in the next one or two years. Yeah. So I think, we talked, earlier about kind of the automation of the process, and I think that's very, very important, particularly on the sourcing side. But I think in one of the things I'd be very excited about is having AI assistant for the recruiters while they're doing the screenings with the candidates. So instead of maybe a fully automated AI interview tool, something that basically is is talking to the recruiter and listening to the answers that the candidate's giving and grading them as they go. Because part of the challenge is when you put AI in there is interpreting what the answers are and whether they're applicable or not. And the the ratings tend to be a little bit off when you actually hear the answer versus what the AI is saying. I think that what's important is that if the AI can be like an assistant to the recruiter, that would be very exciting to me. Have the AI be listening to the answers and listen. If you ask the question or listen to the answers that, you know, they're coming back when you can make. And then have it actually give you, like, follow-up questions as well. That, to me, would be super exciting because that empowers that recruiter to be an expert in just about anything. Mhmm. And they can interview just about any candidate for just about any job. Yeah. Really, that's a great way just to, you know, keep the, you know, advancing the conversation with the candidate too. Just having that just to, like, those follow-up questions and knowing how to just, like, pivot on the fly too. Yeah. So, of course, talking about the future is always fun. But, as we're going to start to close out, this q and a portion and then open up to questions. Thought we could, leave the audience with just, some practical takeaways. And, you know, obviously, with anything, the hardest part is just, like, getting started. So from your perspective and your experience, what's just one easy practical way that, staffing current firms can just start adopting AI into their workflows? You know, what can somebody just take from, you know, this session and, you know, start, working on in their business. Okay. You want me to go? Go, Greg. Okay. Yeah. I would say definitely, kind of the and I think Suraj will probably agree with me on on this and is the the front end, the sourcing process. Basically, the top of the funnel. Getting that to because everybody knows it. Right? You you start off here and you wanna end up down here. Right? You wanna get that that, what, three or four candidates that would very well qualify. That's where the recruiter comes in. The AI, I think the part that can be done with an AI agent, and I think Ceipal got this, is is basically take that top of the funnel, identify which candidates are actually well qualified. Your database has to be up to date, though. You have to actually have candidates in your database for for the tool to work. So if the agent is plugged into your database, you know, through the data, you can definitely take that very quickly and narrow that down to here. Okay? And then the recruiters, I think, eventually, we'll get to the point where AI can get you down to here. Right? But the the the recruiter then is gonna have to take this set of data and get it down to here. And I think that's where the AI can be very valuable is taking that top of the funnel, getting it down to a smaller smaller pool candidates. The recruiter can then, with the help of AI, then get it down to that three or four candidates that you end up submitting. I think that's where the AI really adds a lot of value. Sorry about your Yes. Yes. Absolutely right, Greg. You know, I I think that that's that's AI going to, you know, go, from, initially, you know, for sourcing the right candidate and, you know, you know, finding the and it's bringing the right talent and it reduces the funnel. Right? Of course, and and, you know, getting the few resumes that's most most matching with with the decline requirement. And then, you know, present it to to recruiter, and that's where the jobs come for recruiter to to to screen them and and and find the right talent. So that's that's, AI going to do. I think that that's that's, their role in here. Yeah. That's great. Q and a. And I know, in our chat, we have a few questions, so thank you for, dropping those in while we've been talking. If anyone has any, questions, feel free to drop them in the chat right now. But, but now we'll take the next few minutes, before we close out and just kinda run through some of those questions. One here, from Shannon. How are you and your clients monitoring for bias on protected demographics and candidates, the agents advance in the selection process? Yeah. I can I'll I'll take that. Alright. So, Shannon, a lot of a lot of times we, like, are using when we're using our, our SQL database, there's there's very little information about, you know, ethnicity, etcetera. So that's kinda one piece of it is the AI tool is basically looking at the resume very generically and looking at skill sets only. And and then our recruiters, you know, they're all my recruiters are based in India, just to be clear. So the they they they are not working on any kind of if you kinda wanna look at us like a a US bias perspective. So they're basically just looking at at candidates, the the skill set that they've gotten, the job titles they have, and the skills they've gotten. And then when it comes down to actually submitting the candidates, that's when the USI gets involved and we submit these candidates. But ultimately, it's just that it's a training thing for the most part, and you have to train your people to basically know know what not to say, when know what and what questions not to ask. And that is a challenge from a India perspective because the rules are very different in India. I can ask all sorts of questions when I hire people in India that you can't ask here, and that they've got that mindset. So I've gotta train them to make sure they're not asking about things that they shouldn't be asking about. Do you have a family? Are you you know, how old are you? Those kind of things. So that is a training thing in my opinion, and and the AI can only do so much with that. But the AI does create an almost an automatic, reduction in bias because the AI is looking at skill sets. It's not looking at their background. It's not looking at where they came from. It's not looking at any of these things about their gender or any of that. It just doesn't. There's no there's no room for it in there. So it it basically the the bias drops dramatically if you're using AI to kinda reduce that funnel down to the people that, hey. Now I want my recruiters getting super engaged. So, Shannon, I hope I hope that answers the question for you. This is Sebastian. Sebastian, do you have an opinion on this? Yes. I think that, yes. You know, of course, when you when you use AI agent, you know, probably that's going to raise the bastards. Right? You know? They, they don't don't charge. So does the candidate just maybe, you know, one recruiter when when we he is he's screening or she's just screening the candidate, maybe with us, maybe have some biases. You know? So that's that's that's once he screen, by a agent, you know, that they they screen without the biases, and that's, that's help, finding the right right right, talent. And then then, you know, we may may recruiter find, later on, the the the candidate screen and then then, get a get the right talent for this. Yep. And then, let's see. How are you incorporating AI and employee engagement in the abuse of AI in candidates and client interactions? Oh, incorporating AI and employee in employee comms and employee engagement. And abuse of AI in kind Yeah. Cabinet and client interaction. I think that I I think that, you know, in terms of engaging the, AI, once you, once you once you, incorporate the AI, you know, probably, the recruiters are recruiters are more engaged in other type of activities, you know. Maybe, you know, screen the candidates, rather than, you know, doing the mundane task, as I said earlier, you know, that, you know, maybe that the repetitive task they are the they are doing they are the moon drafting with the, with the with the with the talent. You know? So that's I see that. And abuse of AI in candidates and client interactions. I think that, you know you know, when you use AI and and, you know, when those use AI with with candidates, you know, that's they they they they interact with the, with with with with the, right talent, you know, when when you screen the candidates, right, in in practically so I I don't see that much on this, but, that's, that's that's my from my side. So I'll I'll I'll I'll I have a slightly different take. I do see this as being a potential problem because the the can the the sorry. The recruiters definitely can abuse AI in a lot of ways. And one of the one of the key factors is the quality of the like, if you're basically, create adding a job into a, into, your ATS and Ceipal in this case, and you wanna make sure that the AI is looking at the right skill sets. Right? So because what I get emails from people that they go to my website and they'll say contact us. I'll get emails that says, why did my why did this recruiter reach out to me? I'm not qualified for this at all. And I have to dig in. I have to figure out, well, why did they reach out to them? And usually, there's some reason and but a lot of times, it's they're just being they're being lazy. They didn't actually look at the results of the search that came up. So that comes down to training of the recruiters and and that's where that's where we come involved. Right? That's where the management comes involved and you have to basically drill it in their heads. Look, the AI is great, but if you it it it's only it's always gonna be garbage in, garbage out. If you rely a 100% of the AI and you don't then wean that set of criteria down to what actually matters because we're gonna have information with the client, maybe there's been a couple of interviews, we're gonna have the information with the client that we didn't have before. So we have to go in and tweak that search to make sure that we we can do the right candidate. And if somebody's got a skill set, they might be a senior vice president now, but they happen to put something on their job. We have to look and, like, think, okay. I don't wanna search for senior vice president. It's like, you have to tell the AI, don't give me people that are senior vice presidents. Okay. Even though they've got the skill set on the resume, that's great. But it doesn't it doesn't not do you any good when you're with credibility if you're reaching out to somebody who's the senior vice president to do an engineer a job of engine engineer. Right? So that that absolutely is all about the training, and we have to make sure that we're doing that also on the the generation of resumes in in in formatting the resumes. We never change people content of people's resumes without their explicit permission. But recruiters can, and if you don't train them properly, will, right, use AI to re re rework people's resumes. Then you have to train them. Like, that is not an ethical thing to do. You cannot do that. So that requires training, and that requires management top down to be 100% thinking about that and to help them 100% of the right ethical mindset to make sure that gets done. Yeah. And then probably the last question before we close, any challenges that we face with data privacy and compliance when using AI and recruitment? I know there's been a little bit of, like, that theme in the, in the chat. So, any, you know, quick, takeaways or responses there? Yeah. I'll I'll start with that. The I think the, well, from a general perspective, if as AI gets more advanced, you're just gonna start to you're gonna start to allow it to see more data. Right? And I think that becomes a challenge. Like, you have to be super careful about that, and you can't have it accessing certain information. So so, for example, if you let's say you're in, like, a a industry that requires a lot of, personal data to be gathered or maybe you're working with an MSP and they require you to gather, like, Social Security information, you gotta make sure that your data is is such in such a way that you separate that data or you destroy that data after you gathered it. And I think it's really important that we get that permission upfront that we're that we have got permission to use their data and that we aren't storing data that should not be stored. And we have to do that. And I think AI can help with that as well. Like, you could probably build an agent that actually goes through and scopes your data to see look for Social Security information, look for, you know, private medical information, anything like that for people, like, in the health care industry and and remove it. Right? Or or secure it and put it in a lock box of where it's only accessible by only the right person at the right time. So I think it's important that we scrub that data properly and we put the proper procedure in place. Yep. Right. So I think that, you know, the main challenge is that, AI relies on lots of of candid data. I I I think that it's raised concerns about, provide, privacy and compliances. And the risk is that, you know, probably AI system is not transparent or, maybe it it is an entirely discreet. So, and that can put both compliance and reputation at stake. So I think that solution is to use AI tools that are more on, audible or batch checked or fully aligned with, data privacy, with the relations. So the candidate know that their information is safe and handed fairly. Great. So that Great. Well, I know we're coming up to, time. So Greg and Sarvesh, thank you both very much for talking with us today and sharing your, perspectives and expertise. We, we really appreciate it. For the audience, if you'd like to connect with Greg or Sarvesh on LinkedIn, their their profiles are in the chat. And, also, if you'd like to stay connected with us, Ceipal, and we're, now hiring newsletter, which curates, a bunch of the trends happening here in our space, especially, all the latest with AI, you can subscribe to that newsletter too, via the link in the chat. And, you know, a recording of the session will be sent, via via email when we wrap. And, other than that, thanks again, Greg and Sarvesh, for for joining us. And to everyone in the audience, thank you for your time, and enjoy the rest of, your days and evenings. And, we're looking forward to seeing you on the next one. Thanks for hosting. Appreciate it. Thanks, Steve. Thank you.