Artificial Intelligence Archives - Page 3 of 6

Making Sense of Artificial Intelligence in Talent Acquisition

Talent Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 01/29/2024

The current deluge of artificial intelligence news and coverage in the wake of ChatGPT’s meteoric rise in utilization over the past eight months has resulted in many, many businesses pondering the relative future of their overall operations.

Will AI become the de-facto technology that all processes revolve around? Will AI replace the vast majority of human-led positions over the next several years? Does generative AI, like ChatGPT, signal the apocalypse?

Well, the answers here are “probably,” “possibly but probably not,” and, “no, we won’t live in a Terminator-styled future in which robots control the world.” Artificial intelligence is a powerful range of technologies that were designed (and continue to evolve) to mimic human thinking, automate redundant processes, and transform business operations into hyper-efficient layers that are harmoniously entwined.

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What’s the Proper Way to Structure a “Year of Efficiency”?

Business Leadership Contingent Workforce by Christopher J. Dwyer on 01/24/2024

Last year, Meta CEO Mark Zuckerberg boldly proclaimed 2023 to be the company’s “Year of Efficiency” after a whirlwind three years in a post-pandemic business landscape. The efforts to shed roles, cut costs, and downsize expenses, in addition to maintaining innovation and improving its financial resilience, paid off: the company’s $966.60 billion market cap is edging ever-so-closer to the much-desired $1 trillion mark.

A major foundational cornerstone to Meta’s year of efficiency wasn’t just a commitment to driving down expenses and improving spend management; the social media giant shed over 20,000 jobs in 2023 alone in a sector (technology) that saw the loss of over 262,000 positions in the calendar year (and nearly 11,000 in 2024 thus far). While the tech market as a whole hit a rough patch due to less-than-favorable economic conditions and retribution from pandemic-era over-hiring, 2024 promises to be a positive, exciting, and, more importantly, something year for those in the tech world.

Companies across all sectors may consider Meta’s 2023 efforts as some sort of blueprint for how to achieve their goals: cut costs, slash jobs, maintain innovation. Seems easy, right? Nope. The push for “AI everything!” means that businesses cannot just slice-and-dice their workforce at-will as a cost-cutting measure; the skillsets required to leverage AI models, integrate AI technology, and actually use these tools are not just waiting in the backyard.

There’s nothing inherently wrong with wanting to downsize and make operations more efficient; the issue that one of the world’s largest companies touted job reductions as an anchor for their push for efficiency and the danger is that copycat enterprises will believe that they could easily do the same.

For businesses that truly want to buy into 2024 as a “year of efficiency,” there are much more effective means of doing so without disrupting the fabric of their talent base, nor trying to mimic a unicorn-like company that has never truly struggled like so many other organizations. Here’s how contemporary businesses can push a “year of efficiency” agenda in more streamlined, effective, and innovative manner:

(And yes, we get it: layoffs and workforce-downsizing are an accepted aspect of the modern business world and are sometimes necessary when enterprises are faced with economic challenges or other issues that threaten their survival. The point of this article is not to say that companies should avoid layoffs at all costs, but rather take a holistic view of their operations, optimize their application of skillsets, and prioritize innovation.)

Align AI wants with AI needs and develop a long-term skills roadmap that supports this strategy. We all know the deal by now: artificial intelligence is a requirement in 2024 (and beyond). The trick here, though, is to figure out exactly how to leverage AI without sacrificing resources, overhead, and sanity (and talent!); many companies today are unfortunately prioritizing AI in the wrong manner by over-dedicating at the expense of other, just-as-critical enterprise initiatives. Businesses must configure their artificial intelligence strategy, understand the skills requirements needed to execute on it, and put the plan in motion with the help of talent acquisition leaders and the human capital team. Specific skillsets, such as data management, applied science, and generative AI, should be centerpieces of a skills-based roadmap from which executive leaders can prioritize from a resource perspective.
Optimize the utilization of the extended workforce. There’s a reason why the contingent workforce has nearly eclipsed half of the average company’s total talent base: the inherent cost control, agility, flexibility, and skillsets of the extended workforce provide organizations with a new level of expertise in a rapidly-evolving world. In navigating this paradigm shift, organizations must not only recognize the strategic advantages embedded in the extended workforce but also cultivate a dynamic ecosystem that harnesses the diverse talents and perspectives within it. Innovative programs and solutions, such as direct sourcing, digital staffing, and the continued power of progressive workforce management automation, are key levers in maximizing the efficiency gains driven from the utilization of non-employee talent.
Prioritize talent retention initiatives. While we’re very much not in a “Great Resignation” world anymore, there are still many opportunities for talented workers that feel underappreciated, underpaid, and out-of-tune with company or workplace culture to bring their expertise to other organizations. “Skillset bleed” is a real phenomenon in enterprises that do little to improve morale, lack humanity, and fail to lead with empathy and understanding. The cost to replace a highly-skilled worker, especially in light of the new focus on adopting and implementing AI, pales in comparison to the outlays for ensuring top talent is comfortable, appreciated, and feels at-home in an inclusive, diverse workplace environment. Talent retention is not merely a countermeasure against the negative consequences of layoffs; it is a proactive strategy that contributes significantly to an organization’s long-term success.
Prioritize “innovation” but balance “efficiency.” Easier said than done, I know. In an increasingly-globalized, frenetic, and volatile business arena, focusing too much on one strategy can result in doom for other critical tactics. Welcoming novel concepts, cutting-edge technologies, and innovative processes has the potential to drive an enterprise towards success, expansion, and distinctiveness. Innovation serves as a catalyst for creativity, unlocking new and exciting revenue streams, as well as positioning the company as a differentiator in crowded verticals. The trick, though, is to create a harmonious balance between being progressive and maintaining organizational effectiveness in regards to costs, expenses, and resources. Specific strategies, such as “customer-centric innovation,” can help businesses home in on what really matters for revenue improvement, while focusing on internal process and workforce optimization will augment the pathways towards efficiency.

Redefining “Work” In an Era of Digital Innovation

Business Leadership by Christopher J. Dwyer on 01/22/2024

During this decade, each year has seemingly brought a reimagining to the greater world of talent and work. Entering 2020, hyped strategies such as direct sourcing and digital transformation were front-and-center before a once-in-a-lifetime (hopefully) pandemic transformed the very characterizations of what we consider to be “work.”

During post-pandemic times, there remains a sense of “resettling” that has not yet fully stabilized. There are still back-and-forth battles over remote and hybrid work. Enterprises still struggle with humanity and conscious leadership. Not enough business leaders prioritize the emotions of their workers. Organizations are in the midst of configuring just, exactly, how artificial intelligence should be utilized and integrated into their core operations.

This is a moment in time when “work” means many different things to many different leaders. And workers. And businesses. And people.

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The Four Future of Work Trends That Deserve More Attention

Business Leadership by Christopher J. Dwyer on 01/15/2024

In the final weeks of 2023 and just recently here on the Future of Work Exchange, we highlighted a variety of predictions and insights into the coming months. Not only did we unveil our own thoughts on trends, but also commentary from numerous executive leaders across the greater workforce solutions industry.

While there are many trends and corresponding predictions that generate headlines and steal thunder, there are several other trajectories that may not be front-page news, but nonetheless, are deserving of business leadership attention as we move further into January and, of course, into 2024.

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The Four Trends That Will Shape the Way(s) We Work in 2024

Business Leadership Contingent Workforce Direct Sourcing Talent Talent Acquisition by Christopher J. Dwyer on 01/02/2024

By now, we’ve all heard the many elucidations on the year ahead. From predictions and financial outlooks to economic forecasts and market guesses, there are so many thoughts on how the next twelve months will unfold from business, talent, technology, and leadership perspectives.

So, essentially, we’re in for another year in which the Future of Work movement will continue to reshape and transform the very ways we think about how (and why) we work.

2023 was a watershed year. Artificial intelligence fully sped its hype train in circles around both business and consumer personas, while dire-then-rosy-then-dire-again-then-optimistic economic outlooks pushed all of us onto a nonstop financial rollercoaster. The labor market remained (and remains) a tad volatile, even though it’s showing signs of slowing steadily based on jobs data heading into the final five or six weeks of 2023 (with an approximate 12%-to-14% drop in job adds in December from November).

And then there’s cooling inflation, as well, which will (hopefully) contribute to a strong economic year as a better balance between supply and demand converges with a full year of economic and labor market consistency.

The Future of Work Exchange believes there are dozens of factors that will shape the foundation of 2024. Here are, however, four of the most critical trends:

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How Opptly Is Reimagining AI in Talent Acquisition

Direct Sourcing Solution Providers Talent Acquisition Technology and Innovation by Christopher J. Dwyer on 12/13/2023

In the greater world of talent and work, there is a convergence at hand. The growing focus on skills-based hiring is merging with business-led utilization of artificial intelligence to present a refreshing means of talent engagement and talent acquisition that promises to cut through the ever-raging “war for talent” that has been encompassing the corporate arena for years.

Ardent Partners and Future of Work Exchange research has found that nearly 75% of enterprises currently struggle with finding the best-aligned skillsets for open positions, an alarming statistic that proves that businesses will continue to grapple with a volatile labor market. The application of AI within the business stratosphere (especially over the past 18 months) has served as a veritable catalyst for recruiters, hiring managers, HR, and talent acquisition leaders to thrive in this environment.

Amidst the sweeping changes of the Future of Work movement, it’s evident that talent curation needs a profound shift. Traditional approaches no longer suffice in a world where versatility and adaptability reign supreme. As automation, innovation, and next-generation technology redefine talent acquisition, the “art” of talent curation has been reimagined; this transformation in talent curation is vital to foster a dynamic workforce capable of thriving in the ever-evolving workplace of the future.

Opptly, a proprietary AI platform company providing direct sourcing solutions as well as custom AI models and applications for both the contingent and full-time workforce to enhance talent-matching, and next-generation talent acquisition, recently announced the launch of its “Opptly.Curate” application, which promises to reshape how artificial intelligence and talent curation intersect.

“Opptly.Curate was designed and developed to further our mission to remove friction between talent and work by putting the power of our AI directly in the hands of the curator,” said Lori Hock, CEO of Opptly. “With Opptly.Curate, we have achieved our goal to deliver an intuitive user experience for curators to accelerate the most accurate talent matches.”

Opptly.Curate’s purpose-built and agile curator interface facilitates advanced interactions with the platform’s robust AI capabilities, providing curators with a streamlined, efficient solution for aligning talent with work opportunities.

The platform aids recruiters and other talent leaders with enhanced efficiency and precision, ensuring that every connection made between job seekers and job recommendations possibilities is not just seamless, but optimized for success based on numerous factors, from which curators can leverage into decision-making, most critically, the alignment between skills and expertise. Opptly.Curate’s commitment to facilitating such precise and efficient matches is a testament to its dedication in revolutionizing the talent curation landscape with its robust, skills-centered AI functionality.

Opptly.Curate offers supercharged functionality that enables the use of a success profile to interpret the contextual nature of the use of skills required, talent matching, search and refine capabilities and more. Users can tailor job descriptions and search requirements, achieving direct and immediate results, enhancing the overall talent acquisition process. In a skills-based business environment, Opptly.Curate presents an idyllic platform that represents the future of hiring. With artificial intelligence as an agile backdrop, the solution enables enterprises with the ability to transform talent acquisition; the offering’s progressive, “skills DNA” analytical capabilities allow business leaders to configure next-level talent matches based on hundreds of variables.

Skills-based hiring has become a cornerstone of the Future of Work movement, along with the digital transformation inherent within the talent acquisition arena. Opptly’s commitment to the art of talent curation, along with a powerful array of AI-fueled functionality, represents a synergy of skills-based hiring, next-generation talent engagement, and Future of Work-era strategies.

The Future of Work 2024

Events by Christopher J. Dwyer on 11/29/2023

It’s that time of year when we begin to reflect on the year that was and look ahead. For the Future of Work movement, that means we have the opportunity to chat about some of the hard-hitting concepts that have revolutionized the ways we think about work…while anticipating the transformative trends that will shape 2024.

The Future of Work Exchange is incredibly excited to host our final webcast of the year, The Future of Work 2024: Transformative Trends That Will Shape The Year Ahead, featuring an all-star lineup of panelists. I’ll be joined by Lori Hock (CEO of Opptly), Teresa Creech (Chief Corporate Development Officer at Beeline), and Amy Doyle (Global Leader, SVP at Talent Solutions TAPFIN) for a fun and engaging discussion on the technologies, solutions, strategies, and innovations that impacted 2023 and how concepts such as direct sourcing, artificial intelligence, digital recruitment, and extended workforce management will impact how businesses optimize talent and work in 2024 (and beyond).

The Convergence of Soft Skills and Skills-Based Hiring (and the [Near] Future of Recruitment)

Talent Acquisition by Christopher J. Dwyer on 11/27/2023

Over the past several years, there has been a raging debate around what is seemingly more important for a business’ overall success regarding its workforce: “hard skills” or “soft skills.” The longstanding argument for top-billing between hard skills and soft skills has been a defining narrative in the realms of talent acquisition, recruitment, talent management, and overall workforce planning.

An Evolving Workplace Shifts Traditional Skills Requirements

Historically, hard skills, encompassing specific technical proficiencies and measurable expertise, have often taken precedence in hiring decisions. These skills (think areas such as coding, data analysis, or engineering) were traditionally deemed as tangible indicators of overall alignment between pure job prerequisites and the ability (or potential) for a candidate to meet those requirements.

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The Future of AI Regulation Is Shaped By…Hollywood?

Business Leadership Technology and Innovation by Christopher J. Dwyer on 10/04/2023

There’s a reason why there were so many new documentaries and non-fiction content on streaming platforms over the summer (and now into the fall): if you hadn’t heard by now, a massive strike between Hollywood writers and studios shaped months of entertainment, with an impact that will be felt well into 2024. With writers on picket lines and unable (and, rightfully so, unwilling) to work within the Hollywood’s dizzying array of multimedia and content engines, streamers like Netflix filled binge-watch marathons with true crime documentaries and similar shows and films.

Of course, just last week, the writers and studios (finally) agreed to terms on a ratified agreement that will be voted on over the early weeks of October. While there aren’t many links between the entertainment industry and the contemporary business arena, there is something at play in the strike that speaks volumes about how we work…and how artificial intelligence will play a pivotal role.

One of the major bargaining points from the writers’ side was the addition of structured parameters over the utilization of AI in development of scripts and related content. Generative AI is many things to many processes, however, what it’s been known for since exploding in 2022 is the, well, auto-generation of text in near-real-time.

Given that generative AI platforms like ChatGPT pull from seemingly-endless and open sources of content (including books, scripts, etc.), there has been a concern that studios could easily build foundational writing in an automated fashion without human intervention, or, in a simpler sense: outright replace human writing, and, thus, put more money in their pockets by circumventing an age-old means of producing content.

The WGA’s deal with Hollywood is a landmark case that has long-reaching implications for every industry, not just multimedia and entertainment, for one major reason: a major centerpiece of the ratified agreement includes regulations around the usage of artificial intelligence.

The agreement includes this section, which seems to be a first of its kind:

We [the WGA] have established regulations for the use of artificial intelligence (“AI”) on MBA-covered projects in the following ways:

AI can’t write or rewrite literary material, and AI-generated material will not be considered source material under the MBA, meaning that AI-generated material can’t be used to undermine a writer’s credit or separated rights.
A writer can choose to use AI when performing writing services, if the company consents and provided that the writer follows applicable company policies, but the company can’t require the writer to use AI software (e.g., ChatGPT) when performing writing services.
The Company must disclose to the writer if any materials given to the writer have been generated by AI or incorporate AI-generated material.
The WGA reserves the right to assert that exploitation of writers’ material to train AI is prohibited by MBA or other law.

In a mainstream arena dominated by tech firms, who are often on the cusp of innovation, it is interesting to note that Hollywood will be the first major industry to truly ratify the utilization of AI. Artificial intelligence and generative AI tools can be leveraged by both sides (writers and studios) within the parameters of this new agreement; however, the hard details ensure honest disclosures of the limits of how these tools are utilized to develop content (by both sides).

All of this speaks one incredible truth about the future of this hot technology: AI will be leveraged as an augmentative force and a powerful enhancer rather than a straight-up replacement for human-led work. Artificial intelligence is an incredibly influential swath of automation that is already transforming the ways we think about how we work.

The explosion of AI-led tools, particularly ChatGPT, has ushered in a new era of the “robots vs. humans” (or, if we’re including decades of business history, “automation vs. humans”) debate that has raged for years given the utmost focus and criticality of digital transformation efforts. As the conversation shifted, and, as the permanence of AI-in-business notion became reality, the utilization of AI became equal parts “replacement” and “rights” in terms of how the technology could be leveraged in the corporate arena.

The WGA’s long push for AI ratification and regulation (as well as other much-deserved benefits) is a hallmark case for a very critical reason: it reflects the very future of how artificial intelligence will be regulated in the business realm, especially as enterprises continue to reimagine not only how work gets done, but also how AI and human convergence is structured in the months and years to come.

The Future of Work Exchange Podcast, Episode 711: A Conversation With Dave McGonegal, VP of Strategic Client Solutions at ManpowerGroup Solutions

Uncategorized by Christopher J. Dwyer on 09/06/2023

The Future of Work Exchange Podcast welcomes Dave McGonegal, VP of Strategic Client Solutions at ManpowerGroup Solutions, to discuss the implications of artificial intelligence in talent acquisition and workforce management, the evolution of the extended workforce, what’s ahead for the Future of Work movement, and much more.

This week’s all-new episode also highlights why a cooling labor market is beneficial for the overall sustainability of the workforce.