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By Rob Enderle for Datanami
(Stokkete/Shutterstock)
I do a series of weekly podcasts for the Word Talent Economy Forum mostly focused on AI. One of them this month was on how to Improve Talent Acquisition and Management. It’s an area in which I think generative AI, particularly conversational AI, could make a huge difference in HR, which was originally created as a hedge against unionization as a better alternative. Instead, it evolved into a forced compliance function. HR isn’t working and likely will never be staffed sufficiently to do so. This is one of the reasons why there is a resurgence in unions. If the company won’t or can’t protect employees, then unionization, while expensive and counter-strategic to the company’s future growth, is the only remaining alternative because no employee wants to feel powerless.
Employees are often mis-hired, mistreated and abused. Short of expensive litigation, which can also make the employee unemployable, in most companies, employees have little convenient or safe recourse. If you complain about the problem, management may conclude that the problem is you, making the very act of complaining problematic.
(Alexander Supertramp/Shutterstock)
But it isn’t just managing talent that is the problem, it is acquiring that talent, as well, because recruiters tend to be understaffed and undertrained. This can result in far greater distractions and loading on both employees and management who are also generally undertrained when it comes to selecting a new team player. Given the increasing number of layoffs, there is a question of whether managers and employees even have the time to do a good job of selection.
AI is part of the problem as its implementation is resulting in redundant jobs, people who are struggling with this new tool and getting little help or training, and a shortage of AI skills. So, companies are trying to manage through these AI deployments, but they lack the skills, time and training to either help the employees who are working in these AI infused environment or find new employees that are qualified, willing, and well trained enough to do one of these new AI-adjacent jobs.
Given AI is part of the cause for these problems, it is only reasonable we look to AI for the solution.
The conversational nature of generative AI allows this tool to perform jobs that otherwise would typically require humans. Call centers find AI to be very performant. In IBM’s Watson’s early trials for the insurance industry, it was found that Watson, now watson x, was able to outperform human sales reps with higher close rates. It was also found that the AI was so good, some of the male prospects flirted with it, not realizing it wasn’t a real woman…
Read the rest of the article to find out more about Employee Acquisition as well as the problems that come with management having to do with hybrid work: How AI Could Be Used to Improve Talent Acquisition and Management
About the Author:
Rob Enderle is the president and principal analyst at the Enderle Group, where he provides regional and global companies with guidance on how to create a credible dialogue with the market, target customer needs, create new business opportunities, anticipate technology changes, select vendors and products, and practice zero-dollar marketing. You can reach the author via email.
