MHI Solutions Improving Supply Chain Performance
What tools are available to make supply chain hiring run more efficiently?
Robots in the warehouse. Artificial intelligence (AI) for predictive analytics. There is no doubt that the supply chain industry is embracing today’s technology. But just how ready is the industry to use AI‑enabled tools in another area—that which deals with all aspects of its people management?
While firms may not be ready to hand their entire human resources department over to AI, tools that can help recruit, train and grow employees certainly maximize efficiency.
Overall, the artificial intelligence world is “in its infancy,” said Mike Herak, senior global supply chain manager for the aerospace and defense company Northop Grumman. Herak also offers strategic consulting for companies wanting to deploy AI tools. “Despite a lot of the commercial products on the market, a lot of people look at it as a glorified search engine. They don’t understand the capability of what these tools can do, both in HR and throughout the supply chain.”
Dr. Lindsey Zuloaga, chief data scientist at the technology‑based hiring solution HireVue, said AI tools “can streamline processes from the top to the bottom of the hiring funnel by automating menial tasks and giving recruiters and hiring managers back valuable time to focus on higher value human‑to‑human interactions. AI‑backed tools can include conversational chatbots, skills‑based assessments and video interviews.”
This is especially important for material handling and the supply chain industry, which has “continuously experienced hiring challenges, whether it’s due to high turnover, seasonal demand spikes or the need for unprecedented rapid scaling,” she said.
But, to put it bluntly, you ain’t seen nothing yet. “What we have today is going to pale in comparison to what we’ll see in 12 to 24 months,” Herak said. “Somebody who is newer in that field should look at AI technology from a human‑centric approach and use it to enhance and refine rather than replace.”
Where to Start
Integrity Staffing Solutions, which provides services for companies in industries like logistics, manufacturing and assembly as well as general businesses, uses AI to help screen candidates, which would be a “time-intensive” task for a human, said Jaime Donnelly, the company’s president. The company uses a virtual recruiter (named Jamie), which handles pre‑screening large applicant pools, “allowing our human recruiters to focus on meaningful conversations with the most qualified candidates. This approach ensures efficiency, fairness and consistency by respecting candidates’ time, enabling them to complete prescreening at their convenience, and allowing us to source talent for our clients’ roles outside traditional office hours.”
Simple tasks like interview scheduling are primed for AI, Dr. Zuloaga said. “AI and automation improve time to hire by eliminating the notorious lag between steps in the hiring process. For example, AI‑powered scheduling tools eliminate back‑and‑forth emails, and asynchronous interviews give candidates more flexibility to schedule interviews at a time that is most convenient for them. At HireVue, we’ve seen 50 percent of interviews on our platform happen outside of business hours or on the weekends—a trend that has held for years.”
Chatbots can handle questions about work requirements and automated text messages can send updates to keep candidates informed, Dr. Zuloaga said.
None of these tools replace a human touch, particularly when it comes to overcoming an inherent challenge with technology: bias.
Given that algorithms rely on the training material, any bias present translates into machine learning. The Society for Human Resources Management (SHRM) warns that these biases can disproportionately affect certain groups. It notes that technology tools tend to assess men and women differently when it comes to technical jobs or leadership positions. Racial disparities have been noted as well, with black candidates ranking lower than others. Inequities with age can lead to discrimination, with algorithms preferring younger candidates. Any bias present from the outset can grow over time, SHRM said in a blog post.
Those should not prevent one from using a tool, though both Herak and Donnelly said recruiting and resume assessment should be accompanied by human interaction.
Herak believes a firm human hand is needed at this point. “If the data is flawed and biased, it doesn’t matter how much you’ll spend on the tool. It should really enhance fairness across the board and not reinforce existing biases. The quality oversight of ensuring compliance and there is no tipping of the scale in bias.”
“AI tools don’t replace human recruiters; they enhance their capabilities,” Donnelly said. “By handling repetitive tasks, they allow our team to focus on connecting with candidates and delivering exceptional results for clients. AI integration enables us to achieve the perfect balance between efficiency and empathy for a superior recruitment experience.”