Part 3 of our series on trends looks at recent progress with AI and its impact on HR.
We have a unique vantage point here at untapt; we get to work with a spectrum of companies, ranging from early stage startups to global enterprises. Across the board, our clients face the perennial problem of attracting and retaining the right technologists.
Recently, we’ve noticed new trends that present challenges and opportunities for our clients. We thought we’d share some common themes.
If you’d like to discuss this or any other challenges you’re facing with the tech talent market, please do get in touch – we’d love to have a conversation.
Trend 3: How “unprecedented” progress with AI impacts HR
This trend is near and dear to our hearts. We often hear that it’s being employed to solve many of the toughest problems across industries, and it’s liberally discussed in today’s media, but what does Artificial Intelligence mean, and what does it do? Artificial Intelligence, or AI, is actually an umbrella term for a number of fields related to intelligence exhibited by machines, such as robotics, speech and face recognition. One particular area that’s showing remarkable progress is known as deep learning.
Deep learning is loosely inspired by the human brain. A number of simple algorithms called neurons are arranged to form a layer. Then, many layers are stacked on top of each other; the output from one layer becomes the input of the next. Information flows through the layers, and each new layer seems to have a deeper, more intuitive understanding of the information than the previous one.
This technique has proven surprisingly effective at solving problems involving large datasets. Google’s autonomous vehicles, Amazon’s Alexa and Apple’s Siri are all examples of deep learning in action. Christopher Manning, a professor at Stanford, described recent results as “stunning” and commented that “in the length of my lifetime — I’d actually say it’s unprecedented in terms of seeing a field progressing quite so quickly.”
How is this being applied to HR? Here are some examples:
- It’s being used to source, match and screen talent
- It’s being used to manage career progression within a company
- It’s being used to determine the skills of employees in a company
It’s important to note that in these applications, AI is augmenting (rather than replacing) HR processes. In the case of talent acquisition, AI is opening up opportunities to consider candidates from a much broader initial pool, which drives up the quality of hires. The key benefit that AI presents is not necessary automation — we’re not on the verge of being replaced by robots — it’s about using the power of AI to achieve better results.
This is a fascinating topic, and we’d love to hear from you! Start a conversation if you’d like to add your perspective, or if you have other thoughts on the ways AI will impact HR.