For many, the advancement of automation and artificial intelligence in our everyday lives is an exciting prospect. Driverless cars, AI personal assistants, and countless algorithms automating what were once laborious processes seems like a dream come true…to some people. But to others, the pervasiveness of automation is a scary prospect. Will it take away all of our jobs? Will it make it harder to get a job? Will algorithms be the ones making final hiring decisions?
According to a survey of 2,050 U.S. adults conducted by The Harris Poll on behalf of Yoh, 63% say AI will have negative impacts on the workplace. Of those same respondents, only 24% believe that AI will allow businesses to grow and create more jobs.
Well, we’re here to talk those folks off the ledge. AI and automation shouldn’t be feared when it comes to hiring. In fact, they’re already bringing new opportunities to life for both candidates and the companies that hire them.
Here are just three ways AI and automation are making (or will soon make) life easier for recruiters, recruits and everyone in between.
1. AI is expected to create about 500,000 more jobs in three years
While those interviewed by The Harris Poll say AI will have some negative impacts on the workplace, 54% believe it will have some positive impacts on the workplace as well.
Incidentally, study released by Gartner says that artificial intelligence is actually expected to have created more than 2.3 million jobs by 2020 while eliminating only about 1.8 million. That’s a net positive of more than 500,000 jobs.
While what jobs will be lost and what jobs will be gained isn’t yet known for sure and will vary by industry, what we do know is that AI has the power to improve the productivity of many jobs across almost all industries. And if it can be harnessed correctly and used creatively by organizations that embrace it, AI can enrich people's careers by making work life simpler and shorter, reimagine old tasks by removing tedious steps and even create brand new industries where innovative workers and companies can truly flourish.
2. Automated onboarding is making it easier for new employees to adapt and feel comfortable in their new roles
HR departments have worked diligently to improve their onboarding processes over the years; we’ve seen much of it (and helped companies with it) first hand. But with so many different learning styles, speeds, and job intricacies people simply don’t think about, it will never be perfect. But with AI, we’re getting much closer to perfection.
AI and other advanced algorithms can help create custom learning plans for each individual employee. Onboarding programs can take an individual through the onboarding process step-by-step so no job task or requirement, no matter how small, is forgotten. They can aid in determining a path for professional development using the employee’s existing proficiencies, knowledge, interests, and skills gaps to build an onboarding and professional development program that helps the individual grow into their role quicker. In turn, the company could see returns faster. Using various sources of data about a specific employee, AI can also now make predictions about the level of engagement an employee will need and make individual suggestions based on specific factors to create the best possible experience.
3. Predictive analytics will help organizations hire the right people and ensure the best candidates stand out
Finding the right candidate for the right job has always been the hallmark of a quality recruiting and talent management firm. But moving into the future, the organizations that augment their sourcing skills with AI have the opportunity to completely change the recruiting game.
Today, data collected on new hires can be analyzed automatically against job performance, retention and success to create what is essentially a feedback loop that continuously updates and refines the profile of a successful employee. The process of discovering the best employees, which once took months and sometimes years to identify, is now, with AI and other software, beginning before the employee is even hired.
With this software, companies can more accurately measure the ROI of HR investments and its impact on the company’s overall revenue growth. However, to prevent unintentional discrimination and to avoid missing those under-the-radar candidates, HR and hiring managers must remember that this is to be used only as a tool—not a definitive solution for picking and choosing candidates. But a valuable tool it is.
With the help of AI and other automation software, the future is bright for both companies and candidates. It has the opportunity to make life easier for HR by guiding them to better decisions and more powerful ways to show HR’s role in corporate profitability and success. For employees, automation will create a better experience and help guide them to better, more ideal jobs.
Our advice: don’t fear AI. Embrace it, and let it work for you.