Future of Work and HR Analytics

| September 3, 2018

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The future HR organization will be a digital disrupter with employee experience at the core, an agile & networked organization builder, and an HR analytics evangelist to enable business to prosper during the time of change in the future. Fourth Industrial revolution is disrupting the workplace and business ecosystem massively. It's different from the previous three industries that humankind has witnessed so far - Steam, Electric, and Information Technology.

Spotlight

Apollo Solutions

Founded in 2008, Apollo Solutions provides permanent and contract recruitment solutions within: Our approach is one that recognises the unique characteristics of both the recruiting organisation and those of the job seeker or specialist consultant, and as such we create a tailored solution which increases the chances of a successful outcome for those we work with. Furthermore, we're passionate about delivering a service which is results oriented and works for everyone.

OTHER ARTICLES

Hybrid Hiring: How Artificial Intelligence and Humans Are Creating Better Recruitment Results

Article | September 6, 2021

The accelerated integration of Artificial Intelligence into HR is poised to transform the recruitment market. Its rapid expansion has advanced a long-predicted change, as the industry responds to Covid-19 and the upheaval that almost all workforces have endured. But how can HR best embrace this swift change, ensuring that AI and human practice is synchronised, to optimise the recruitment process? David Bernard, CEO of predictive recruitment platform AssessFirst, evaluates how AI can help firms to hire, retain and develop the perfect candidate. A year ago, if you happened to encounter discourse concerning AI and recruitment, you would likely be reading one of two types of articles. The first would explain why AI will lead to widespread job losses. The second would counter that no, in fact, AI will lead to abundant recruitment and job opportunities. And then came the pandemic. It became apparent to most that social restrictions would stretch beyond weeks or even months and the perceived relationship between recruitment and AI shifted: from the forecast of opportunity for recruiters to the implementation of AI solutions. The Economist referred to the adoption of new technological solutions as “tech-celeration” in a report that collated business leaders' opinions - most of which spoke of our ten year evolutionary leap in digital adoption. For those hiring managers not able to assess candidates with traditional face-to-face thoroughness, AI has offered recruiters remarkable solutions. Rather than simply assessing degrees, scanning CVs and inviting candidates in for an interview, recruiters can use tailored, self-adapting algorithms with which to find ideal candidates. The emergence of artificial intelligence In a traditional recruitment process, a single person or team of people is responsible for identifying and evaluating the candidate's soft skills. The efficiency of this practice is dependent on the recruiter's experience but, even with the most adept recruiters, the process can be problematic. The very practice of conducting an interview, which is more complex than it is credited for, can result in the recruiter missing particular candidate skills - or misunderstanding them - due to cognitive biases. Similarity bias, confirmation bias, initial impression bias, projection, and groupthink are common occurrences when we need to make quick or pressured judgments. And there is little a recruiter can do about these biases. Since they are the result of the complexities of the subconscious, recognising when we are conceding to these biases is difficult. The probability of acknowledging them and adjusting our decisions accordingly during an interview is negligible. So what problem is this feeding? It leads to inconsistent judgments that vary from one candidate to the next. It fuels the lack of diversity in the workforce that most HR and business leaders are trying to address. However, AI allows recruiters to use data from behavioural assessments and provide candidates with a standardised assessment. A fair vehicle - driven by customisable parameters – so that employer and prospective employee benefit equally. Using AI to optimise the probability of success Although AI integration has been accelerated by the pandemic, digital adoption was already surpassing traditional recruitment processes for companies like Vodafone, Tesla, and Google. These organisations – at one time ahead of the curve - are now discovering others are following suit. At AssessFirst, we’ve found that our customers benefit most when candidate profiles are compared to top performing employees – or any employees for that matter. This ensures that desirable personality traits and skills for a particular role are found with accuracy and precision. The probability of success within a particular role, within a particular team, or working for a particular manager, is suddenly predictable. The threat of AI for human autonomy We are amid an irreversible recruitment sea-change. And some fear that AI will eventually sweep away the need for human contribution. As a CEO of a tech company, I don’t believe this to be the case. Recruiters should see AI as means to assist the process rather than replace the recruiter. Consider the prioritising of traits over degrees. This requires the computing of data from hundreds or thousands of candidates, analysed in the context of a fluid hiring process and environment. Handling huge quantities of data like this at speed, with accuracy is impossible for the human brain. But this is what AI is built to do. HR and hiring managers can then immerse themselves in the human aspects: leaving data-handling to the intricacies of machine learning. Rapport-building, mentorship, work-trials, and tasks will always require the human hand and eye. And, whilst a traditional interview is far from precise and objective, offering a role to a candidate without any human interaction is, most of the time, inconceivable and immoral. The judgment of skilled recruiters allied with data collected from AI will be required and desired indefinitely. We must also acknowledge that implementing AI gives rise to new job roles and functions. People will be required to monitor, track, and adjust algorithms and data input. And, as the scope of AI tasks increases, humans will be needed to expand and refine that input and monitoring process. AI presents recruiters with the ability to hire and manage candidates with greater efficiency than ever before. But, as John Giannandrea, Apple’s senior vice president of Machine Learning and AI strategy, has remarked: “The real safety question, if you want to call it that, is that if we give these systems biased data, they will be biased.” This clarifies a key concern for all recruiters. AI is not a panacea, but a greatly beneficial and essential tool that requires the guiding hand, and learned minds, of human skill and interaction.

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6 Traits That All Successful Workforce Development Programs Have In Common

Article | September 6, 2021

Successful workforce development programs cover a wide range of subject matter. It could be anything from orienting yourself with corporate software to learning a new language before being posted abroad. The beauty of using a workforce training LMS is that you can align your content with employee gaps and maximize resource allocation. Beyond that, what are the essential traits you should consider when implementing your new Learning Management System? What features and qualities should your course comprise if you want to improve your chances of providing top-notch online training?

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13 employee development tactics every manager can take advantage of today

Article | September 6, 2021

Employee development is widely recognized as an essential tool for any organization’s successful growth, productivity and ability to retain its best employees. The challenge is being sure your managers and supervisors are doing employee development on a consistent basis. As business guru Zig Ziglar once said, “People often say that motivation doesn’t last. Well, neither does bathing – that’s why we recommend it daily.” The same holds true for the management techniques that make employee development successful.

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Three key HR and hiring trends for 2020

Article | September 6, 2021

In such a dynamic, competitive market, finding the right candidate with the desired skills and cultural values will emerge as a key challenge for all recruiters. As the technology landscape continues to transform, it is causing business realities to shift and new operating models to emerge. On one hand, deployment of intelligent technologies and widespread automation is expected to displace jobs, on the other, it will bring about the need for reskilling the workforce. In such a scenario, the success of an organization will be defined by the quality of its personnel and the unique skill set they possess.

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Spotlight

Apollo Solutions

Founded in 2008, Apollo Solutions provides permanent and contract recruitment solutions within: Our approach is one that recognises the unique characteristics of both the recruiting organisation and those of the job seeker or specialist consultant, and as such we create a tailored solution which increases the chances of a successful outcome for those we work with. Furthermore, we're passionate about delivering a service which is results oriented and works for everyone.

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