Everyone Needs to Get Their AI Talent Pipeline in Order. Yes, Everyone.
Artificial intelligence (AI) is transforming every industry and creating opportunities for businesses and employees. According to the World Economic Forum , AI and machine learning specialists are among the fastest-growing job roles in the world. And while new jobs and required skill sets are emerging every day, virtually every job will eventually be impacted by AI.
Finding and hiring the right talent for AI-related roles will be challenging. As recruiters who have seen disruptive technology reshape talent strategy, we know that demand for AI experts and AI-able talent will accelerate faster than the supply.
If you want to prepare your company for the power of AI, you need to start building your talent pipeline now. Here are some steps to plan for the emerging AI-related skill sets required, where to look for AI-expert and AI-capable talent, and how to attract, develop, and retain AI talent for your organization.
AI Is Not the Future of Work. It is the Now.
AI-related skill sets are the abilities and knowledge that enable individuals to perform tasks that involve artificial intelligence, such as developing, deploying, managing, or using AI systems and applications. Technical roles that readily come to mind are data scientists, machine learning engineers, or AI developers.
AI acumen and facility are not just crucial for those who directly work with it but for anyone whose daily work will be affected by the technology. The baking of AI into everyday business operations has been underway for a while and will continue to reshape the processes and products that companies depend on. Accounting & financial planning, HR, logistics, sales & marketing, customer service, training – you name it.
I offer two examples of gross underestimations for those in denial about how AI is changing how work gets done and who does it. In 1977, the founder of Digital Equipment Corporation famously said: "There is no reason anyone would want a computer in their home." In 1995, Newsweek published an article titled "The Internet? Bah!" that argued that this 'so-called web' was not a mass medium and that most people would not use it for anything important.
AI-related skill sets are competitively critical because they can help your organization leverage AI's power to
According to a report by McKinsey , AI could deliver additional economic output of around $13 trillion by 2030, boosting global GDP by about 1.2 percent a year.
Assess AI Talent Needs & Gaps
Everyone must consider how AI will impact their current and future tasks and responsibilities and what skills and competencies they need to acquire or enhance to adapt and thrive in the AI era. Companies must review business goals, processes, products, and services to identify where AI can add value or create competitive advantage, and which areas will see the impact first. Next, leadership must evaluate the workforce to determine their current AI knowledge, skills, or adaptability level. Comparing the current state to the desired AI readiness highlights the talent gap.
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Sourcing AI Talent
The source of talent or skillset will determine where and what to seek. Companies might want AI experts with advanced degrees or certifications in AI-related fields such as computer science, data science, machine learning, or artificial intelligence. These candidates have the technical skills and knowledge to design, build, test, and deploy AI systems and applications. These candidates will often be associated with higher learning institutions or companies historically associated with cutting-edge technology, including the usual suspects (MIT, Harvard, Berkley, Google, Apple, Microsoft, and more). And, as more AI products and start-ups emerge, the source pool for that talent deepens.
Most employers will need to build a supply of AI-able talent with transferable skills or the potential to learn and adapt to AI-related roles. Online learning platforms and many universities are adding AI-related courses to their curriculum, and job candidates are adding certifications to their candidate profiles on employment sites. These candidates are lifelong learners with soft skills and mindsets to work with AI tools and platforms, collaborate with AI experts, and apply AI solutions to business problems.
Employers can develop partnerships with academic institutions, research organizations, or AI associations to find candidates. Hiring managers can attend related events such as meetups, webinars, or conferences, which is a great way to connect with talent. Self-sponsored events can also attract candidates – for example, a hackathon inviting candidates to improve or solve your company's current AI capabilities and challenges.
Not every AI candidate needs to have some tech background, and companies have found talent in alternative professional fields like
For example, prompt engineering is driving AI demand, and candidates are coming from skill areas like
Is Your Employment Brand an AI Magnet??
Now that you understand the talent you need and where you might find it, is your employment brand alluring enough to attract and retain those candidates? Companies must use that lens to review their vision, mission, culture, and opportunities for AI talent. Is the company a supportive learning environment and career path provider? Will it enable those AI-leaning employees to continue acquiring new skills and knowledge in AI? Does it foster a culture of innovation and collaboration that encourages your employees to experiment with new ideas and share best practices?
Companies must showcase their commitment to innovation, learning, and collaboration in their online presence, marketing materials, and job descriptions. Examples that highlight the impact and value of AI projects and how they align with a company's mission and vision are powerful.
Finally, what proof can a company offer that they are an AI-centered destination employer? Existing employees, customers, partners, or alums bring the most compelling receipts. Employees that are most like the candidates you want to attract should be recognized and rewarded for their contributions and achievements. Their career growth and development paths can illustrate what working at that employer looks like. These employees should be encouraged to share their stories and experiences on social media, blogs, podcasts, or webinars. Provide employees with opportunities to network with other AI professionals and participate in industry events or communities as employment brand ambassadors.
AI is transforming the business world and creating new opportunities for growth and work. The demand for both credentialed and moldable AI talent is already outpacing supply. Finding and keeping the right AI talent can be challenging for many companies. Companies who want to stay ahead of the curve and harness the power of AI need to act now and build a steady pipeline of strong candidates.
Originally published on?www.celestegudas.com
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1 年I'll keep this in mind