The pandemic has transformed the way we all work. This has forced HR leaders to bet on artificial intelligence and other new technologies and processes that support a more adaptable, flexible and fluid workforce. Here are 5 ways AI is transforming talent management in 2021.
There have been huge changes in the way organizations operate. According to a recent Sage survey 500 HR leaders, a third of them said they were changing the way they hire by creating better candidate experiences for applicants. These experiences are also aimed at members and focus on the experiences of the workforce.
5 ways AI is transforming talent management in 2021
24% of companies currently use the artificial intelligence to find candidates. However, this number is expected to increase and the 56% report they plan to adopt artificial intelligence next year. Sage’s findings suggest steady growth over the years. On the other hand, Gartner survey March 2020 found that 17% of organizations were using AI-based talent management systems in 2019.
Evaluation of potential job candidates
Organizations are optimizing recruiting by using artificial intelligence to combine the capabilities and potential of employees with the skills needed for a new position. Talent search platforms typically rely on autonomous, augmented levels of artificial intelligence to personalize the candidate’s experience and guide the job seeker into the role that best suits their capabilities.
Most talent search platforms anonymize applicants’ data in an attempt to eliminate hiring biases, evaluating candidates only based on their skills and abilities. However, improvements to training algorithms can give organizations insight into biases in their data and how to correct them.
According to a recent PwC AI study, augmented AI systems support human decision making and continually learn from their interactions with humans.
Improvement of the results of virtual recruitment events
HR leaders create a series of virtual recruiting events and use AI to guide applicants to the best-qualified jobs. This is especially helpful for companies looking to hire new talent, including recent graduates. The recruiters They use virtual event apps to upload the stacks of resumes they receive from college recruiting programs onto a talent intelligence platform.
The platform analyzes each resume and classifies it based on the skills and abilities of the candidates. Instead of simply matching keywords, AI-supported virtual event apps use ML to match candidates with positions. available based on your abilities and potential.
Reduce biased language
Organizations are using AI-enabled chatbots and augmented writing on collaboration and workflow platforms. The fact that these platforms integrate with business applications such as Microsoft Outlook, Office, and Teams, can reduce the likelihood of using biased language and support inclusive messages.
AI-based chatbots and typing assistants are trained to search for problematic terms, concepts, and sentences and recommend alternative words, concepts, and sentences that reflect less bias. HR teams say AI writing is useful for job descriptions, letters of recommendation, and enhanced marketing content. Top AI chatbot providers include Allie or Catalyst.
Career and mobility planning
AI can also be used in career planning. HR teams use artificial intelligence capabilities in talent search platforms to provide personalized career guidance to employees based on their capabilities. Companies can also link employees just starting their careers with mentors, sponsors, and coaches. However, the idea of combining artificial intelligence and human judgment to enhance diversity and facilitate more inclusive leadership development is still in the early stages.
Improving the experiences of new hires
Leaders rely on artificial intelligence to improve their onboarding process for new hires provide a more personalized experience. That could help new hires get up to speed faster.
For example, AI could match a new hire’s preferences with recommendations on which health insurance benefit to select. Onboarding new employees during the pandemic brings its own challenges and has underscored the need for greater process coherence and cross-functional communication because each onboarding process must be personalized.