Tag Archives: Artificial Intelligence

Finding Solutions

Analytics

Today’s technology can provide the answers to three challenging questions that HR continues to face.

By Ron Hetrick

Despite the proliferation of smart technologies and best practices, 65 percent of companies have had to adjust a business strategy because they could not secure the right talent in a specific function or geographic area. This finding comes from Allegis Group’s 2018 Talent Advisory Survey, a study of HR decision-makers, and demonstrates that organizations continue to deal with a lack of information when making talent decisions, which can have negative consequences for the business.

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The NelsonHall Report: Seeking Digital Transformation

HR Tech

Organizations are looking to leverage intelligent technologies in order to increase efficiency in HR delivery models.

By Pete Tiliakos

With digitalization at the forefront for most business leaders today, the demand for advancing technology capability continues to intensify. Many organizations are diligently executing on digital strategies with the goal of transforming and advancing their operations, both client facing and back office, toward a more future-proof model. In HR, the need for transformation is long overdue and more critical than ever.

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The Best of Both Worlds

Talent Trends

The latest 2018 Talent Trends report shows that HR is seeking a blend of high-tech and high-touch when it comes to AI deployment.

By Michel Stokvis

While they won’t sport bionic arms and legs, recruiters will be empowered like never before by technology that makes them smarter, more efficient, and more connected. The recruiter of the near future will be able to find the right talent with the push of a button and will possess the people skills to engage and convert top candidates into employees. And that’s not science fiction.

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Better, Faster, Smarter

AI in HR

How will AI impact HR? A new study provides some answers.

By Larry Basinait

Artificial intelligence (AI) refers to systems that can adapt their functionality without being programmed to do so, but rather based on the usage data they collect. As a tool used to guide and execute HR processes, AI has enormous implications. Intelligent technology can be leveraged to help HR leaders source candidates, forecast employee flight risk, identify high-potential employees, prevent bias in hiring, improve the candidate and employee experience, and implement corporate learning programs—and that’s just the beginning.

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Actions with Impact

Diversity Screening

Bias in candidate screening remains a major obstacle to diversity, but AI-enabled technology can help.

By Marta Chmielowicz

The world economy is growing and diversity is growing with it. According to the U.S. Census, more than half of all Americans are projected to belong to a minority group by 2044—and this will have a major impact on labor market demographics. The Bureau of Labor Statistics reports that the percentage of Hispanics in the workforce is expected to almost double by 2060 while the percentage of whites is expected to decrease by nearly 20 percent. In addition, rising labor participation rates among women, increasing numbers of millennials in the workplace, and continued growth of immigration are all making diversity a critical business consideration.

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Say Hello to Your Next Hire

Marta Chmielowicz

Special report: How AI is shaping the workplace.

By Marta Chmielowicz

It is the year 2035 and robots powered by artificial intelligence (AI) are part of everyday life. Working as servants in every household and programmed to follow three laws of robotics, they nevertheless band together in a plot to take over the world.

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The Age of AI

Automation

Three strategies that help achieve the biggest impact from artificial intelligence.

By Sudhir Jha

As the global economy enters the age of artificial intelligence (AI), the conversation about how AI will impact the workforce has reached new heights. Questions around the negative implications of AI—including potential job loss and ethical dilemmas—are forcing organizations to consider a future fueled by autonomy. As more and more organizations are getting their AI strategies in place, HR needs to ensure that their workforce is ready.

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Domo Arigato Mr. Roboto

HRO Today

By Elliot H. Clark

When you start a column off with a title from a Styx song, you are really dating yourself. Nonetheless, it seemed appropriate. HRO Today has recently completed a research report, sponsored by Alexander Mann Solutions, highlighting the rapid integration of artificial intelligence (AI) into HR technology and infrastructure. Within the study, there are several interesting findings which will be presented in detail at the HRO Today Forum North America.

First, let’s define AI. For years I have joked that artificial intelligence was something you got from politicians and online pundits. But now that software has come of age, it’s time to recognize it for what is really is. In a basic sense, AI is the ability for software to learn by observation without needing to be programmed for specific outcomes. For example, the “self-driving” car of the future does not get programmed to stop at red lights—it just does. The software observes millions of traffic patterns and learns what to do when the traffic light is red. Of course, my concern that it will accelerate at yellow lights shows I may not be a good role model for a robot, but you get the general idea.

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Tech Rising

HR Technology

Whilst adoption of HR technology varies throughout the Asia-Pacific region, an expert says it only has one place to go: up.

By Debbie Bolla

With the Asia-Pacific region undergoing intense economic and business change, it’s no wonder that organisations are seeking to update their technology systems in order to earn a competitive advantage. In fact, Sierra-Cedar’s 2016–2017 HR Systems Survey finds that more than 40 per cent of Asia-Pacific organisations are looking to improve or develop a new enterprise HR systems strategy. These strategies include increasing technology budgets; adopting additional technologies beyond payroll and core HRMS; upgrading to cloud-based services; and investing in analytics, mobile, and social applications. Mehul Rajparia, vice president of APAC for SaaS talent management solutions provider Lumesse, has a unique perspective on the market and shares his insights here.

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To Bot or Not to Bot?

Chatbots in Talent Acquisition

Artificial intelligence has the potential to improve speed to hire, quality of hire, and candidate experience.

By Marta Chmielowicz

Chatbot technology is not new. In 2001, more than 30 million people were chatting with SmarterChild on AOL Instant Messenger, and now, chatbots are everywhere. Want to order pizza, see next week’s weather forecast, or get some personal shopping recommendations? There’s a bot for that.

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