Predicting How AI Will Improve Talent Management In 2020
- 73% of U.S. CEOs and CHROs plan to use more AI in the next three years to improve talent management.
- U.S.-based enterprises’’ adoption of AI for recruitment soared in the last year, jumping from 22% in 2018 to 47% this year.
- U.S.-based enterprises lead in the use of AI to automate repetitive tasks (44%) and employee retention (42%).
These and many other fascinating insights are from a recent study completed by Harris Interactive in collaboration with Eightfold titled Talent Intelligence And Management Report 2019-2020, which provides insights into how CHROs are adopting AI today and in the future. You can download a copy here. A total of 1,350 CEOs and CHROs from the U.S., France, Germany, and the U.K. responded to the survey. One of the most noteworthy findings is how U.S-based CEOs and CHROs lead the world in prioritizing and taking action on improving their teams and their own AI skills. The more expertise they and their teams have with AI, the more effective they will be achieving operational improvements while taming the bias beast. The following graphic provides insights into how the four nations surveyed vary by their CEOs’ and CHROs’ perception of new technologies having had positive impacts, their plans for using AI in three years, and employee’s concerns about AI:
Predicting The Future Of AI In Talent Management
Four leading experts who are actively advising clients, implementing, and using AI to solve talent management challenges shared their predictions of how AI will improve talent management in 2020. The panel includes Kelly O. Kay, Partner, Heidrick & Struggles, Jared Lucas, Chief People Officer at MobileIron, Mandy Sebel, Senior Vice President, People at UiPath and David Windley CEO, IQTalent Partners. Mr. Kay leads the Software Practice for Heidrick & Struggles, a leading executive search and consulting firm commented: “As we all know, the talent crisis of 2019 is real and Eightfold’s application of AI on today is the most impactful approach I’ve seen and the outcomes they deliver eliminate unconscious bias, increases transparency and improves matching supply and demand of talent.” The following are their predictions of how AI will improve the following areas of talent management in 2020:
- “Pertaining to talent attraction & acquisition-as adoption of intelligent automation and AI tools increases hiring managers and recruiters more easily uncover and surface overlooked talent pools,” said Mandy Sebel, Senior Vice President, People at UiPath.
- “I predict that AI will become a requirement for companies in the screening of candidates due to the pervasive need to find higher-quality candidates at a faster pace,” said Jared Lucas, Chief People Officer at MobileIron.
- “I believe the use of AI in the talent acquisition space will begin to hit critical mass in 2020. We are still in the early adopter phase, but the use of AI to match potential candidates to job profiles is catching on. Especially the use of AI for rediscovering candidates in ATS systems of larger corporations. Companies like Eightfold, Hiretual, and Atipica are leading the way,” said David Windley CEO, IQTalent Partners.
- “Fear of job replacement will also subside, and more focus on job/role evolution as teams are experiencing firsthand how respective task elimination allows them to do more meaningful work,” commented Mandy Sebel, Senior Vice President, People at UiPath.
- AI will provide the insights needed for CHROs to retain and grow their best talent, according to Jared Lucas, Chief People Officer at MobileIron. “I predict that AI will drive better internal mobility and internal candidate identification as companies are better able to mine their internal talent to fill critical roles,” he said.
- Having gained credibility for executive and senior management recruiting, AI platforms’ use will continue to proliferate in 2020. “Private Equity is beginning to commercialize how AI can help select executives for roles based on competencies and experiences, which is exciting!” said Kelly O. Kay, Partner, Heidrick & Struggles.
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