[ This part of a series that can be viewed in full at on our Youtube channel, HERE. ] There is a better way, but it’s not as simple as pushing a button to automate every system involved in candidate sourcing and screening. With the ever-growing need to remain relevant, and also attract top talent, now more than ever businesses are hyper-focused on utilizing automation to outpace competitors. Gone are the days where IT organizations were the only business sector innovating processes and planning for the next 10 years’ trends. Now, every organization is expected to provide a culture that attracts and retains top talent, processes that flow seamlessly between departments and products that anticipate both consumers’ and competitors’ reactions. But none of this can be done, or at least done well, without the power of automation, and a thriving culture that embraces the new technology. What is AI anyway? Artificial Intelligence or Machine Intelligence is simply the computational way to achieve similar outcomes as if they were performed by a human. In recent years we’ve expanded this definition to include automation of nearly any task that was once done by a human. So, while not every task utilizes true A I, many have been automated on some level. A good example of rudimentary AI being utilized includes the popular chatbots you see when entering a website. They have streamlined the process of finding what you need, by using human-programmed commands. So while you won’t interact with a human directly in most instances, you are still receiving the benefit of human experience through AI. How do we use it? Specifically, in Human Resources, AI and automation have become the go-to for providing faster service to employees, as well as receiving instant feedback. Because software systems are able to collect and process data faster, they can obtain results, but it’s up to the human to interpret those results in meaningful ways. As seen in our culture software, humans take the assessment, AI, programmed by humans, shifts the data into a readable format and then provide feedback for your implementation. Not only does this save organizations time reading through profiles or collecting data points to build meaningful results, but this also gives the employee or candidate actionable feedback moving forward. It would take weeks to months for one employee to receive a valuable level of feedback that we provide in 12 minutes. Automation adoption requires a culture of embracing change In order to improve processes, become more agile, and build camaraderie, teams need to be prepared to transform. This improved cultural mindset is created through:
DID YOU KNOW?Recruiters lose an average of 14 hours per week to manually sourcing and screening candidates. -G2 Tech Marketplace
- Cultural willingness
- Infrastructure readiness
- Determining skillsets & motivators
During automation and transitional periods, organizations must leverage team strengths to build a permanent solution. Organizations’ expectations surrounding success should take into account the current level of employee satisfaction and cultural alignment. Assuming employees are prepared for change will lead to confusion and misalignment. The best strategy for a smooth implementation includes understanding the state of the culture, determining the preparedness from those results, and pivoting to accommodate skillsets and motivators. Just as leadership needs their team to be flexible, so too must leaders be agile in their approach to each individual.
Remember: One-third of job seekers would pass up the perfect job if the corporate culture was a bad fit.
Ignoring the human side of automation and change is a quick path to failure. Embrace what makes your individuals unique, and the results will speak for themselves.To learn more about our insights for the future of culture, download our most recent article HERE. And to see more of the products we offer to automate and accelerate your recruitment process and culture performance, see our offerings HERE. This part of a series that can be viewed in its entirety, HERE.