Why Artificial Intelligence is a Good Ambassador for Employment Brand

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Artificial intelligence (AI) uses algorithms to quickly parse, analyze and spot patterns in massive data sets. Because it can adapt to the input it receives, AI can also mimic human interaction more closely, allowing it to provide more useful feedback to candidates and staff members. AI is an increasingly accepted part of everyday life and potential hires are becoming comfortable interacting with artificial intelligence. But the benefits of AI don't end with candidate conversation. Artificial intelligence can help employers find new efficiencies, allowing them to focus on building and communicating their employment brand in order to recruit top candidates.


Gartner Names 4 Cool Vendors in Human Capital Management Applying AI

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Analyst house Gartner Inc., has released its newest vendor reporting highlighting four emerging solution providers that offer C-suite executives innovative alternatives in the human capital management (HCM) technologies space. Its Cool Vendors in Human Capital Management Applying AI report focuses on organizations that offer some disruptive capability and/or opportunity. Gartner says that cool vendors "exist across all major areas of technology and innovation" and CIOs that pay close attention to these trends can avoid the "disadvantage in trying to keep up." As AI becomes an increasingly popular technology within the broader talent management space, the editors here at Solutions Review thought it would be helpful to provide an inside look at the cool vendors in Gartner's report. With that being said, we've read the full report, available here, and want to take the opportunity to expand upon the introduction Gartner has given to these providers.


The Future Is Now: Robots And Artificial Intelligence In The Workplace JD Supra

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While it may be some time before we commute to work in flying cars or seek a transfer to our company's lunar outpost, another concept once thought outside the realm of modern reality is now increasingly ordinary in the contemporary workplace: working side-by-side with robots and machines capable of artificial intelligence. This article provides an overview of some of the ways in which these once-futuristic technologies are being integrated in today's work environment, and offers best practice suggestions for human resources professionals and in-house counsel adapting to these developments. We have reached the point of "minimum viability" when it comes to artificial intelligence (AI) – we can now count on the reliable use of AI products to perform meaningful work. Long past are the days when AI was little more than a novelty (remember asking iPhone's Siri whether it was raining outside?). The technology to integrate AI into necessary functions is now available, the data needed to power AI has been accumulated, and investors are pouring money into AI systems to make them a worthwhile part of everyday life.


How Outdated Tech is Holding back Employee Onboarding (Survey Results)

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It's the hybrid nature of employee onboarding that makes it such a difficult aspect of the hiring cycle to manage effectively. It exists in the administrative gap between HR and recruitment – covering all of the HR tasks that are required to turn successful applicants into productive new hires. This covers everything from contracts and offer letters to welcome packs and all the administrative arrangements needed to properly prepare a new starter. And for the majority of hiring organizations, employee onboarding is something that's managed using a traditional approach – relying on an unwieldy mix of posted paperwork, emails, and phone calls. This was the main finding of the recent'Welcome Aboard' study which looked at the current state of employee onboarding and included a survey of more than 2,000 office-based workers in the UK.


Human resources in the age of automation Organization

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The core of HR 3.0 – McKinsey's vision for the future of employee-related activities – focuses singularly on driving value from talent. But let's be candid: HR will not have the bandwidth, resources or credibility to achieve this goal unless it delivers smooth and continuous customer service. To provide such stellar service, HR must employ technologies that are changing how consistent process execution and excellent customer care are delivered. The biggest workplace disruptor is next-generation automation technologies. The McKinsey Global Institute estimates that nearly half of all work could be automated with current technologies.