The Intersect of AI, People & The Future of Work

Organizations are currently experiencing a reduction in force and a slower pace of business. Instead of waiting for the market to recover, HR professionals and recruiters should use this opportunity to focus on organizing and preparing for the future of work.

We’ve discussed this topic often in recent weeks, clarifying how organizations must strategically engage beyond simply purchasing a technology , how they must consider implementing a process for change management and adoption , and how they should consider strategic work around necessary skills to drive future success.

The common theme? It’s people that make work tick.

Such a narrative may seem at odds with the rapid rise of AI in future of work .

Will AI replace people? No. But it will undoubtedly change the way we find them, how we manage them, and how we structure our work and our projects.

Let’s take recruitment as an example. In the future, matching job requisitions (open roles) to profiles (people) will no longer be enough. ?The focus will shift to matching skills to the specific problems that need to be solved.

With the help of AI, recruiters can quickly and accurately identify the skills of potential candidates and match them to the organization's specific needs. This saves time and ensures that the organization is hiring the right person for the job. AI can also help to identify skills gaps within the organization, which can be addressed through targeted training and development programs.

The benefits of using AI in recruitment go beyond just saving time and identifying skills gaps. AI can also help reduce hiring bias, ensuring that candidates are evaluated solely based on their skills and qualifications. This is especially important as diversity and inclusion become increasingly crucial in the workplace.

In the future of work, the skills needed to solve problems will constantly evolve. HR professionals and recruiters must stay ahead of the curve and proactively identify the skills that will be needed in the future. This means being proactive in identifying the problems the organization will face and the skills required to solve them.

The time to do this is now, not at some ambiguous future date. Those who succeed will be those who capitalize on this period of change and uncertainty to do the work today, not those who wait for the technology of tomorrow to evolve.

Trending Topics

●?????According to Fast Company , the job market is currently experiencing the fourth industrial revolution as digital technology and artificial intelligence become more integrated into most industries worldwide. This will transform the way companies work and will require new skills and ways of thinking to keep up with the rapidly changing landscape.

●?????According to a Forbes contributor, the continued implementation of remote work may lead to work-from-home employees making decisions that benefit themselves but not the company as a whole. To avoid this, employers must put effort into cultivating employee engagement by having occasional in-person events or meetings among workers.

●?????Per the World Economic Forum (WEF) , organizations should adopt a skills-first approach to enable economic equity, democratize the workplace, promote workplace inclusivity, and partake in solving job shortages.

●?????Freelance gig platform Fiverr has found that queries related to or about artificial intelligence (AI) on its website have skyrocketed over the past several months . The uptick in searches reveal an increasing demand for AI skills amid the latter's rapid surge in popularity.

●?????As the global economy declines, many countries are experiencing a decrease in hiring rates . However, there is an uptick in internal mobility such as promotions and internal role transfers across several industries. Finding, retaining skilled people, and upskilling employees is expected to be a top business challenge in the future.

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Today’s issue was guest authored by Senior Vice President of Strategic Initiatives Bob Lucas .