Gone are the days, when organizations could recruit and retain talent. Demand for many skills has exceeded the supply now. With the technology evolution from Deep Learning to Machine Learning and further studying the devices/patterns/processes that perceive their environment and define a course of action which further maximizes its chance of achieving a given goal. Artificial Intelligence has taken birth. It is about learning or problem - solving that a computer can do or a human who can drive a system can do.
With this revolution, technology has given birth to many new roles which has led either baby boomers to move towards retirement or go through the process of acquiring new skills by unlearning old and learning new. On the other hand, younger Millennial and Gen Z population has brought new values, including a natural affinity for all things digital.
Job - hopping and fine tuning career path has become the norm rather than the exception. While there is scarcity of talent for an employer, there is an abundance in choice for candidates and the competition is ruthless. One cannot afford getting bogged down with human capital hurdles else someone will attract all the good talent.
This has resulted in the ways recruiting field is looked at and has resulted to Recruption.
Recruption is not a word that most people would embrace when looking at how talent would be acquired and managed now and over the next 30 years.
Recruption can be looked at many dimensions. It could be :
1. How do I disrupt in attracting talent?
2. How do I apply science of artificial intelligence to interview and select people?
3. Once recruited, how do I let them stay with the system?
Artificial intelligence has played a pivotal role in recruption in talent acquisition. Bigger question is how to manage and retain once a person is committed to be with your organization. There comes, recruption beyond recruitment.
In other words, Recruption in Talent Management.
Adoption of artificial intelligence has come long way as far as talent acquisition is concerned. However, in talent management its adoption is in early stages. With the adoption of computer program, called "Chat bot" which conducts a conversation via auditory or textual methods. There have been significant changes in the way talent is managed. Some of them are described below :
1. On boarding: Chat bots are handling data collection, creating new employee profiles, and handling questions from new employees, saving time and effort on the part of HR employees that can be put to better use elsewhere.
2. Automation: Artificial Intelligence has brought automation of data right from the recruiting stage and has automated communication for a better candidate and employee experience.
3. Employee Management: Chat bots are now interacting with employees, approving requests for their leaves, managing attendance, record keeping and taking care of day to day HR interactions.
4. More time for Human Touch: Artificial Intelligence is a job transformer which has automated high volume and repetitive tasks; in turn helping HR professionals to increase their productivity and letting them do what they are good at. E.g., problem solving, grievance redressal etc.
5. Learning, Development & Engagement: Introduction of Artificial Intelligence in HR Systems has enabled employees to manage their learning journey by earning certifications, getting cross trained, acquire new skills as per their pace by a self - directed process. The focal point of such training programs is to achieve a measurable return for the business relying on it. Tests and quizzes developed with chat bots have extended beyond the basic question-and-answer format and have adapted themselves based on individual progressions and needs and therefore measuring employees' engagement with the training program more intuitively and intelligently. By mapping individual employee's current skill set and what they require to develop further, managers can incorporate customized training programs and yield better from their teams.
6. Performance Review: A well know phenomena that employees dread year-end performance review, simultaneously at the end of exercise employers also feel that process could have been better as processes are marred with the subjectivity of the evaluator and there can be possibilities of biases while reviewing. And hence it is often seen that employees are never satisfied with the feedback that they get in such reviews and organizational goals are not met effectively. Artificial Intelligence is solution to these challenges of performance reviews as it relies on hard data and considers way more variables which a human HR can process, there are negligible chances of biases creeping in. The best part is that it provides the performance review in real time. For example, if an employee is performing well and is achieving goals then he can be rewarded instantaneously which acts as a positive reinforcement. And in another case where an employee is not able to achieve goals then intervention too can be provided in real time so that it doesn't get too late before the problem goes out of hand.
As Artificial Intelligence begins to show its impact in the talent management space, recruption is likely to continue at a rapid pace, and it will be shaped by the persistent challenges faced by organizations. Many of those challenges stem from a struggle to balance a large volume of repetitive tasks, with a need to apply human touch, such as interacting with employees, resolving issues, and creating strategies.
Ultimately, the goal of each HR professional is to rise above the fray of tactical day-to-day activity and contribute in developing the core business strategy. Artificial Intelligence will contribute to HR's voice in the business, not only by taking on much of the transaction activities associated with talent acquisition, and management but also by facilitating more consistent processes and informed strategies along the way.