By Elliot H. Clark
With all due respect to Isaac Asimov, the continuing reliance on technology has yet to produce the predatory examples of “I, Robot,” or the scary dominance of machines of “Terminator” (which threatened to come back and kept on doing so in sequels, sadly), or the terrifyingly logical and murderous Hal of “2001: A Space Odyssey.” In truth, software robots, manufacturing robots, and even those Roomba vacuum cleaners are pretty boring (unless you see a YouTube video of a cat riding one). For HR, the questions are: What are robots? And what are they not?
HR applications of technology are different than automobile assembly plants, which deal with inanimate production products. The frothy excitement that is seen in the HR press about “bots” and their future is pretty speculative and at some level, in spite of the promise of technology, I just don’t care. And as you will see below, that is the point.
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.
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.
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.
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.
How today’s technology helps tackle the challenges of high-volume hiring.
By Debbie Bolla
Hiring 25,000 people for a short period of time, in a short period time is no easy feat, but it’s a reality for many organizations. Industries including retail, hospitality, outdoor services, and security are innately prone to high-volume hiring periods in which organizations need to ramp up staff quickly and efficiently. Faced with a large hiring volume, these organizations are seeking both quantity and quality.
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