#20 - H.A.I.R systems and design
Martyn Redstone
Conversational AI | AI Strategy | AI Governance | AI Policy | Specialist in AI Transformation of Recruitment and Talent Functions
Hello H.A.I.R aficionados
Trying to get back to my standard schedule for this newsletter and also making sure to bring you some deep-thought topics that have been swirling around in my head this past week (or two).
One thing I am going to start steering away from is irrelevant topics. You can go anywhere to get the latest news on new AI models, or a good prompt to use. But you can't go to many other places to work on the 'so what' of this type of information and that's what I am going to try to deliver to differentiate this newsletter. You're in HR, Recruitment or Talent Acquisition. You are not a software developer, data scientist or ML Engineer.
Hopefully, this will help you be more tactical in your approach to implementing AI into your function. I certainly hope so, but invite you to let me know if this is helpful or not.
System Thinking vs. Design Thinking in AI-Driven Recruitment
In this week's deep-dive, I'm going to be thinking about two methodologies to best harness AI's capabilities - System Thinking or Design Thinking. I'm thinking about both approaches and their implications on recruitment. So, which one will suit your organisation’s needs?
System Thinking in AI-Driven Recruitment
System thinking is a holistic methodology that views recruitment as a complex network of interconnected elements. It focuses on understanding the relationships and feedback loops within the recruitment ecosystem. System thinking relies on data analytics and predictive algorithms to optimise workflows, improve decision-making, and align hiring strategies with organisational goals.
Think about your recruitment process from end to end: job posting, sourcing, interviewing, and onboarding. System thinking encourages us to identify bottlenecks, inefficiencies, and feedback loops, enabling organisations to anticipate hiring needs and respond proactively to changes in the labour market. This approach provides a comprehensive understanding of talent acquisition, offering a strategic advantage in an increasingly competitive field.
But does system thinking fit into your recruitment process? It's particularly effective for large-scale recruitment drives, data-heavy environments, and strategic workforce planning. However, it may not fully address the nuanced needs of individual candidates.
Design Thinking in AI-Driven Recruitment
Design thinking, on the other hand, takes a human-centred approach, prioritising the needs, emotions, and behaviours of both candidates and recruiters. It involves empathy, iterative problem-solving, and continuous feedback to create innovative and user-friendly recruitment solutions.
In a design-thinking approach, recruiters start by understanding the candidate experience. They might map out the candidate journey, identify pain points, and use rapid prototyping to develop AI-driven tools that enhance user experience. For example, a chatbot could be designed to provide personalised feedback, making the application process more engaging and less intimidating.
This methodology is ideal for improving candidate engagement and satisfaction, fostering creativity, and solving recruitment challenges that require a unique, empathetic approach. However, its emphasis on individual experience may not always translate well to large-scale, data-driven hiring strategies.
Comparative Analysis
So, which methodology is better? The answer lies in understanding your organisation's needs. System thinking excels in efficiency and scalability, making it perfect for environments where process optimisation and predictive analytics are crucial. Conversely, design thinking shines in candidate engagement, creative problem-solving, and innovation.
Consider the following scenarios:
Ultimately, the most effective strategy might involve a combination of both methodologies, blending holistic system analysis with user-centred design innovation.
What are your views on the use of system thinking and design thinking in recruitment? Have you experienced the benefits or challenges of these methodologies in your hiring practices? Share your insights in the comments.
Employees Are Bringing Their Own AI to Work Regardless of Company Support
New report from Microsoft and LinkedIn sheds light on the AI transformation of business
Microsoft’s 2024 Work Trend Index Report surveyed 31,000 people across 31 countries and revealed new insights into how AI is impacting the workforce.
A key finding was that 75% of knowledge workers worldwide are already using generative AI. While some executives lament the slow uptake of internally supplied generative AI solutions, they are overlooking the broader trend of shadow AI use.
The report found that 78% of knowledge workers are bringing their own AI (BYOAI) to work. For Gen Z, the figure is 85%, and even Baby Boomers are BYOAI at a rate of 73%, suggesting broad-based adoption.
This has significant implications for HR and recruitment, as discussed below:
1. Workers See Clear Benefits of Generative AI
The widespread use of generative AI indicates that employees are finding tangible value in these tools, regardless of company policy. HR professionals must recognise that this trend isn't simply a fad, but a reflection of the real benefits workers are deriving from generative AI. This includes:
Implications for HR: Talent management and training programs should integrate AI literacy, enabling employees to leverage these tools effectively and ethically while aligning their use with company objectives.
2. Organisations Must Offer Approved AI Solutions to Maximise Value
While workers bring their own AI to work, organisations that don't provide approved and integrated generative AI solutions are missing out on potential value. This also increases the risk of unmonitored AI use leading to data breaches or security issues.
Implications for HR: HR leaders need to collaborate with IT departments to offer secure, company-approved AI solutions that meet employee needs. This approach not only encourages safe usage but also builds trust between employees and the organisation.
3. The Trend of Worker Use of AI is Here to Stay
With 68% of employees struggling with workload and 76% feeling they need AI skills to stay competitive, the use of AI in everyday tasks will only continue to grow. Humans are natural problem solvers, especially when their livelihoods are at stake.
Implications for HR: Recruitment professionals should seek candidates with AI proficiency while developing internal training to upskill existing employees. The demand for AI-savvy talent will continue to rise, and recruiters need to adapt their strategies accordingly.
Email Overload and Information Overload as Key Drivers
Email overload and information overload remain pervasive issues in the workplace. Generative AI provides practical solutions, automating mundane tasks and freeing up valuable time. As such, AI adoption has become inevitable.
Implications for HR: HR must acknowledge that employees will continue to seek AI solutions to overcome overload. Policies should reflect this by incorporating flexible, employee-friendly AI guidelines that empower staff to work smarter.
领英推荐
Employers Want Generative AI Skills
Employers are increasingly favouring candidates with AI skills. Microsoft’s report found that 66% of business leaders would not hire someone without AI skills, and many aim to augment the capabilities of early-career employees with AI.
Implications for Recruitment: Recruitment teams should update job descriptions to highlight the need for AI proficiency. By proactively seeking candidates with AI skills, recruiters can ensure organisations remain competitive and future-ready.
Whether it is to cope with high workloads, achieve more in their role, or attract prospective employers, generative AI is becoming commonplace among knowledge workers. For HR and recruitment professionals, understanding this trend and adapting strategies accordingly will be crucial in staying ahead of the curve. And if you need to upskill your workforce, then get in touch with me today to talk about my GenAI Workshop for TA/HR Functions.
Events
Are you an in-house recruiter based in the North West?
Then join me on the 16th of May at Victoria Warehouse in Manchester, where I'll be hosting the Innovation Showcase Stage. We'll be hearing from 6 innovative startups who will be competing for bronze, silver and gold awards.
You'll also hear first-hand from talent acquisition experts from Adidas, Co-op, DHL and many more, as well as the headline speaker, Olympian and World Champion, Mark Foster.
Plus, workshops, networking sessions and panels in store!
Get your free ticket to #MCRLive24 ?? https://lnkd.in/gMtG3tN7
As the case studies accumulate, we are beginning to see the outline of what an AI-enabled recruiter looks like: it is indeed x10 more productive, perhaps even x100 more productive in certain tasks and functions. It's time to stop watching folks, and time to start doing.
Hung Lee has invited me back onto Brainfood Live On Air this Friday along with Bret Feig , Mike Wolford and others to deliver examples of what recruiters can do today to take advantage of AI and/or Automation. Make sure you register as there will be take aways that you can immediately implement!
One of the biggest topics & buzzwords in #TA today: AI.
Come see what all the buzz is about and join me, iCIMS AI expert and VP of product strategy, Andreea Wade and co-founder of Equitas , Michael Blakley as we explore the future of hiring with responsible Al.
We’ll cover:
??Ethical practices to follow while implementing AI.
??The transformative impact AI will have on recruitment.
?? How to address bias in AI.
??and more!
Save you seat for May 29: https://okt.to/TzPRu0
Regulation Updates
The fast-paced development and adoption of AI have led to much concern in the tech world today. This is why companies have been calling for stringent laws with regulators to come into play and ensure the moderation of AI continues before things get out of hand. In a recent discussion , OpenAI CEO Sam Altman made it very clear how he feels the need for an international agency to be developed to better moderate AI. According to him, this is your best bet for the approach as compared to laws that are not only poorly curated but inflexible too.
Solicitors Journal looks into the differences between the approaches to the regulation of AI taken by the EU and the UK. Benefit or downside of Brexit?
The newly approved EU AI Act sets a stringent framework for high-risk AI systems, aiming to safeguard fundamental rights and bolster innovation across Europe. Meanwhile, the UK treads a different path, favouring existing laws and a voluntary, principle-based approach, potentially setting the stage for a regulatory divergence that could impact AI development and deployment.
I'm Martyn Redstone - founder of PPLBOTS , Recruitment and HR AI Automation Agency, and founder of Bot Jobs , the leading job board for Conversational AI roles globally.
I'm always here to chat about all things HR, AI, and the future of recruitment. If you have questions, insights to share, or just want to connect, drop me a line. Let's continue this conversation!
Martyn