Written by founder Kelly Stickel, looking at the future of business and work
Starting your A.I. roadmap in Human Resources benefits the company, employees, customers, and prospects. HR can identify opportunities across the business, select AI tools, create employee buy-in and build the education needed to implement and change the business. An open communication plan is needed for change management in an ongoing way, and HR is the communicator of change to the business in all areas.
While it is scary for some to see automation, machine learning, and robotics take over processes in business, the data is showing that new roles will replace what we lose with “more interesting” work and unknown wins and challenges we get the opportunity to solve.
Human empathy and social engagement cannot be mimicked, and we are a necessity in the future of work.
Cognizant published Twenty-one Jobs of the Future that will roll out in the next decade and will also be the cornerstone of business. The roles cover many disciplines, markets, and technologies, they also share three common themes:
These 3C’s speak to a universal truth – that no matter how technological our age becomes, ultimately we, as humans, want the human touch. We want technology to help us, as a tool, but we don’t want technology for technology’s sake. We use an iPhone (a technology) to play a game or send a message to a loved one. We use a spreadsheet (a technology) to create a business answer. We use a self-driving car (a technology) to better see the countryside or play with our kids. Technology is a means, not the end. The jobs in our report reflect this fact and point not to a cyber dystopia – a grim, dark singularity – but to a recognizable world in which technology has improved things for humans, not robbed us of what we value most: our very humanity.
When a group innovates, it needs a stakeholder that is capable of taking on risks for the entire journey, and not just until things get complicated. Once you create a spark within a group, it starts to build the inertia that allows innovation to take place. It is important to know that you will see all the voices contributing, and that creates tension. This is a natural process and understanding that this is coming allows you to plan for how you work through it, while keeping that communication moving forward. The end goal is to continue to push forward even though change is uncomfortable. There is no innovation or change that is easy.
Begin in the HR Department
Forbes noted, “We can expect AI to help bridge gaps between HR and other departments. Optimistically speaking, 2021 will be the year when HR becomes more automated, data-centric, and AI-driven. In other words, more agile than ever before in understanding, managing and constantly improving organizational performance. However, this approach mandates that HR strengthens its AI skillset.”
Why You Should Invest in AI tools for your Recruiting Team
Gartner stated that by 2022, one in five workers engaged in mostly non-routine tasks will rely on AI to do their jobs.
“The demand for uniquely human skills will grow, according to The World Economic Forum projects that 75 million current jobs will be displaced as artificial intelligence takes over more routine aspects of work. Future of Jobs Report from the World Economic Forum. However, 133 million new jobs will be created, and skills in both emotional intelligence and technical intelligence, like technology design and programming, will be important.” Jeanne Meister of Forbes
Jeanne shared five key initiatives:
Improving the Quality of Hire By Including Passive Candidates
Very few companies focus on passive candidates. AI is going to help out by sifting through large amounts of data in resumes and profiles to find qualified candidates who are ready to be sold to in a personalized way.
The Forbes Tech Council agrees that artificial intelligence and machine learning can be leveraged to assist in this process by instantly searching through a substantial data pool to find candidates who meet the search criteria. The more the recruiter uses the AI, the more it will “learn” what outcomes the user is seeking. This technology is especially helpful in the recruitment of passive candidates. The pool of qualified passive candidates is exponentially larger than the number of applicants actively seeking an open role. Having the ability to efficiently search the entire universe of possible candidates allows for a more inclusive and effective search. Using AI to narrow a candidate pool or provide valuable data about a certain candidate group can add significant value and efficiency to recruiting. Thus, the recruiter is able to introduce more quality candidates to the process that they otherwise may not have found. As we look at the future of work, it is clear that artificial intelligence is the glue that will connect all areas of business. Data and data analysts + engineers will help to understand and create the workflow automation that AI will support. The best way to begin is by identifying challenges that can be automated or a challenge that includes large quantities of data where we can find patterns.
Human Resources is a good pilot area to test and learn from as you integrate AI into the other business units, and eventually the entire company. This will enable the company to productize and roll it out to current clients and then future prospects. Being first-to-market integrating AI into the foundation of companies, in a seamless way, is a new revenue stream to win while building a state-of-the-art business.