|Photo: Sanjay Sathe|
As Josh Bersin noted in Deloitte’s recent Perspective report, the number of organizations using people data to predict business performance has increased by 29 percent from 2015 to 2016. The percentage of companies employing predictive modeling has almost doubled over the past three years, and access to people data is having a profound effect on the way we experience work and how companies hire and retain top talent.
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SaaS and mobile applications that leverage people data can improve the employee experience and streamline hiring, onboarding, and training processes. In the HR industry, organizations are leveraging people analytics, automation, and AI to better the employee experience and make more strategic hires and overall business decisions. Technology is being used to recruit, retain, and transition employees more efficiently and effectively. In the future, AI and technology will continue to improve our ability to create a cohesive company culture and employer brand through our ability to identify talent and design customized workplace experiences to meet individual needs.
While automation may lead to fewer jobs in some areas — Forrester Research predicts AI will replace 16 percent of American jobs by the end of the decade – I think technology’s greatest impact will be its influence on the types of jobs people will perform in the future and how current jobs evolve to require some level of technological understanding. Instead of focusing on technology as a predictor of job loss, employers must prepare for the future by determining what training and skills employees will need to optimize the benefits of better technology.
Recruiting is getting smarter
The most visible aspect of the disruptive nature of technology is the change in how companies are identifying, recruiting, and hiring employees. Most notably, IBM recently introduced IRIS by Watson, part of the Watson suite of tools. It uses machine learning to rank the priority and complexity of jobs and help recruiters prioritize the most difficult to fill positions first. The system doesn’t replace recruiters, but helps ensure they are focusing their efforts in the right areas at the right time.
The Watson suite includes a sourcing tool and gives a fit score to prospective employees based on their cover letter, resume, history, time between jobs, and other factors. The tool allows talent teams to quickly narrow the candidate pool to a manageable number of top prospects.
Other tools in this space are using AI technology to conduct background checks based on machine learning data to predict multiple attributes of a potential employee. These types of background checks will augment the traditional background checks.