Is it possible that AI can help overcome the challenges of today’s rapidly changing employment environment?
The shift to working from home and remote work driven by the global COVID-19 pandemic requires HR departments to navigate and anticipate their way around complex and ever-changing employee behavior patterns.
When it comes to hiring and firing, artificial intelligence (AI) has a problem with credibility and accuracy. Many of us don’t like the idea of leaving decisions that can seriously affect people’s lives to machines, especially when we may not understand how and why they do what they do.
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Where does the need for artificial intelligence come from?
What if it turned out that machines were actually capable of making decisions in a way that was fairer and less subject to prejudice and bias than decisions made by humans? For many of those working on the problem of applying machine intelligence to recruitment and human resources, that’s the goal. And taking it a step further, is it possible that AI can help overcome the challenges of today’s rapidly changing employment environment? The shift to working from home and remote work driven by the global COVID-19 pandemic requires HR departments to navigate and anticipate their way around complex and ever-changing employee behavior patterns.
These are the types of patterns that AI excels at recognizing, understanding, and predicting. This is why Google is so good at predicting what you want to search for, and why Netflix is so accurate at predicting what you want to watch next – 80% of viewing on the service is driven by recommendations!
Still, while we might be happy to have a machine help us choose which movie to watch next, we might feel a little uneasy at the thought of it deciding whether we can have a job or not—or which workers a company should hire or fire.
What do experts say about artificial intelligence?
Frida Polli, CEO and founder of Pymetrics shared her concern about this – one of the leading recruitment platforms driven by artificial intelligence. Crucially, helping organizations better understand what candidates have to offer in this regard can lead to less biased and more effective hiring decisions. This is the opinion not only of Polla but also of one of her company’s clients – Tan Moorthy, Global Head of Education, Training and Assessment at Infosys.
Moorthy says, “If you look at what’s happening with technology skills, the lifespan of how long they’re relevant is shrinking on the one hand, and then we’ve got automation taking away roles that people can do. That means … you have to come up with ways that people can co-exist with machines It’s a key need … you have to hire the right talent (and) so it’s important to bring in people not based on their degrees,
At Infosys, this understanding of current employment challenges led to the establishment of the Reskill and Restart program. The program is built around a free online platform that connects employers and trainers with job seekers and potential employees based on their skills and interests, not their background and education. So far, it has enabled hundreds of people to retrain for profitable and rewarding careers in the technology industry.
Pymetrics has played an important role in this process thanks to its innovative AI-powered hiring decision tools.
Ourselves and artificial intelligence
Did you know that PickJobs ‘ tool PJ MATCH also uses artificial intelligence, in order to provide a high-quality and precise match between the employer and the employee? Based on the parameters entered in the ad, and according to the completion of the user’s profile, the system automatically calculates the compatibility of the registered candidate with regard to the needs of the employer.