Employer Branding

‘It’s OK, Your Jobs Won’t be Taken by AI’

The world of hiring and recruiting is undergoing a major transformation as automation, data science and analytics make their way into work. We’re in the midst of a complete transformation of the hiring process to finally deliver what hiring managers have been asking for to make better decisions- good data.

The inefficient applicant tracking system that made its way into HR in the 90s may finally get tossed aside in exchange for a better much more refined data system, especially if Google’s new pilot system Google Hire answers everyone’s hopes and dreams.

Visier, the human intelligence company stated,

Recruiters and hiring managers need a comprehensive collection of insights from the full employee lifecycle — obtained by connecting disparate HR systems into one solution — to answer the critical questions that will improve the impact of recruiting on the business and allow them to identify and hire quality talent faster and more effectively.

The current innovations taking place in machine learning can create the needed tools to make HR finally able to deliver great candidates more efficiently. We’ve known the outmoded ATS system was riddled with problems. Big problems.

Using data to track candidates and refine the hiring process means that human resources is about to become far more efficient in making hiring decisions as well as tracking employee performance and staff needs. Until now the applicant tracking system has been clunky at best. With the advent of machine learning, the algorithms will allow the whole acquisition and placement process, including these applicant tracking systems, to become better at making decisions.

The advent of this new technology does not require non-technical people to become technical either in order to do their jobs. It’s another tool being integrated into work. This point is vital to get for everyone who believes that technology will render them useless, or that AI will kill their jobs. Non-technical people can read the data and apply the tools to their work. While we will see the need for more data scientists across departments, recruiters with a penchant for data, analysis, critical thinking and emotional intelligence need not worry. Machine learning and algorithms are another tool we are adding to our toolbox that will be adapted to increase efficiency and improve overall performance.

There is a misconception that machine learning will take away jobs; it won’t. We know that automation renders useless redundant work but machine learning creates new positions. Repetitive work will become obsolete while more technical roles are being added and non-technical people whose work requires interpersonal and critical thinking skills now have new tools that empower them to make better decisions.

Machine learning is not actual intelligence. It is a critical distinction to understand. We are many years away still from actual artificial intelligence and there is debate within the tech community as to how feasible true artificial intelligence actually is. In other words, the creative thinking skills that humans possess remain critical and the advent of machine learning enables humans to make better decisions in synthesis with machines but we are not in competition with them either. It’s a critical distinction to understand and be more optimistic about. Will the next generation of HR professionals require a different set of skills?  Absolutely, but it just points to the department’s own evolution in relationship to the changing nature of work and technology which creates new problems to solve and manage.

Recruitment becomes data centered to integrate predictive analytics which will really aid the recruitment and hiring process. Our ability to predict a candidate’s likely success based on predictive linguistics improves as more data is added to the system. Companies upgrading their technology and continue to do so will stay on top of the latest advancements in machine learning and more likely to succeed well past their competitors who don’t invest in these trends and developments.

HR departments that put their energy into integrating data systems and upgrading to utilize the technology available will be better positioned to succeed. It’s not about technology wiping out jobs. The nature of work will continue to change in the same way the introduction of the personal computer, email and cloud computing have transformed work, machine learning and predictive analytics are another layer of technology that will change the nature of our work but will not render us obsolete either.

As Hilary Mason of Fast Forward Companies reminds people in her speeches, data analytics will improve over time. As more data gets added to the system its process becomes better tuned. Our data becomes more refined and will enable recruiters to make better critical decisions in terms of employee performance as well as recruitment decisions. The more data entered into the system the better the results. And so on. It’s good news for everyone as technology empowers recruiters and the HR teams to improve their search and recruitment process as well as employee management helping to move talent and companies FORWARD.

About the author: Caroline Stokes, founder of FORWARD is an executive headhunter, coach and EQ trainer for innovation leaders.

By Guest

This post is written by a guest author. If you are interested our sponsored content options, check out the the Advertising Page - we look forward to hearing from you!