A role for a AI and humans in the recruiting process

If we are on the verge of massive job migration, how can employers keep their best talent and find new, great talent?

Harkening back to my daughter’s story, my own knowledge of her personal history, her interests and her goals would far surpass what a general population-based AI-driven amalgam of people like her might suggest.

Employers similarly amass treasure troves of data. They maintain skills profiles, competencies gained from online training, compensation history and performance measurement.

Artificial intelligence can help employers process this data. AI-powered recruiting tools can help guide employee development efforts. Skills and competencies that are critical to the success of the organization can be weighted accordingly, and high-potential employees can get algorithm-driven career pathing options that don’t necessarily require their manager’s approval. In some organizations where manager hoarding occurs, this can be a critical step to getting key talent out of dead-end jobs.

If this key talent is among the 52% looking for a new job, they may find their ideal job elsewhere in the organization instead of feeling they need to look outside the company. For example, AI tools can help HR teams uncover that a particularly skilled technical call center representative is a good candidate for an adjacent career in IT. A strong project manager in client delivery could be destined for a senior-level operations role. Organizations with formal mentorship programs can supply mentors with internal mobility options to inform ongoing career discussions.

Similarly, learning and development teams can tailor training based on potential career paths. AI tools can identify courseware that aligns with the pathing, along with internal projects that may be ideal on-the-job experiences. AI-powered HR, in conjunction with learning and development software, can further store results to track progress and align with performance objectives.

Managers still have a role. For example, they need to conduct assessments of employees’ soft skills and ensure they are developing as expected.