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Special Report: Fewer in the 401(k) Field

Pressures in the retirement industry are forcing providers to offer more than record-keeping services to stay afloat, and ,any companies need to do everything to keep up with the competition. […]

SHRM Board Names 11 to Certification Commission

The committee, serving as an independent technical advisory committee, will manage the SHRM Certification program. […]

Talent Manager

PSD Group – Talent Manager – Buckinghamshire – 400 per day – About the Client:A multi-site business based in Buckinghamshire are looking for an interim Talent Manager to help develop a resourcing and talent plan for the business. This role is an interim position which will last for approximately six months. The role will report to the UK Head of HR and will work closely with the Resourcing Manager and L&D Manager. The successful candidate will be immediately available and have a strong track record in developing talent process and procedure in a multi-site environment. About the Role: -Review current succession plans across the corporate structure with key stakeholders and Directors -Assist in the development of existing talent mapping, and recruitment pipeline process -Support annual review of performance management review with HR and business leaders -Ensure that an effective career framework is defined for the whole organisation What we’re looking for: – Previous talent management experience is key – Experience working in a multi-site environment is not essential but would be preferred- Candidates must be able to demonstrate successful relationship building ability […]

Thanksgiving 2014: Overcooking the Bird

Nothing says great customer service like long lines, sales prices that don’t ring up properly and overly tired workers. […]

Sharp Decisions’ Karen Ross Talks Placing Vets

Sharp Decisions CEO Karen Ross developed theVETS program to prepare military veterans for jobs in the tech industry. But her efforts are not charitable; they’re just good business. […]

Consumer Technology and the Workforce of Tomorrow

Wearable technologies have the potential to provide employers with uncharted data collection points and employees with instant information without taking their eyes off their work. […]

Not All Speech on Social Media Is Protected

There exists a line between protected online speech and unprotected threats, harassment, or insubordination. […]

EBook – The Trouble with Milestones: Reevaluating the Service Anniversary Experience

Is your service anniversary program tired, uninspiring, and generally underperforming? Not exactly sure what’s going wrong? If you are looking for a checklist of possible flaws in your years of service efforts, this eBook is a great place to start.

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EBook – A New Vision for Milestones: Reimagining the Service Anniversary Experience

There is an untapped resource in your organization that has the potential to move the needle on engagement, retention and employee happiness. It is your years of service program. No, really!

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The future of work with intelligent systems – freedom for people to think imaginatively, create new opportunities and champion innovation…

The constant drive for efficiency means that much of the work done in modern organisations is repetitive and uncreative. Given the boredom that many employees experience, their detachment from the “big picture” is understandable.

Let us imagine a different world in which human beings are not expected to perform repetitive or uncreative work. Much of the work and processes of the old world organisation would either become redundant or be performed by intelligent computer systems. What follows is that management and staff would need to work in more creative roles where imagination and innovation are driving forces.

The latter scenario looks increasingly like the future of work in our real world. Consider the benefits of using intelligent computer systems that have the ability to do things like read documents, solve problems and learn from experience. Many low level tasks could be automated using such systems freeing human beings to think and work more creatively. In a more creative work environment people could develop faster and are more likely fulfil their potential.

What is emerging?

Of course we have seen automation of work throughout history, for example with the train, with the car, with automation of agriculture. More recently online consumer services provide examples of how automation can improve the experience of customers. Artificial intelligence is evolving rapidly, particularly in natural language processing and machine learning. It is therefore interesting to see how intelligent systems are emerging in the work place at large.

A recent article in The Daily Telegraph featured the IPsoft and their new artificially intelligent computer system called ‘Amelia’ that can read and understand text, follow processes, solve problems and learn from experience. The Telegraph reported that the system is able to shoulder the burden of often tedious and laborious tasks, allowing human workers to take on more creative roles. In the article IPsoft’s CEO Chetan Dube commented that “natural language understanding is a big step up from parsing. Parsing is syntactic, understanding is semantic, and there’s a big cavern between the two,” A system such as Amelia could potentially replace human performed work in a wide range of low-level jobs.

The Daily Telegraph article also mentioned Gartner analysts’ prediction that by 2017, managed services offerings that make use of autonomics and cognitive platforms like Amelia will drive a 60 per cent reduction in the cost of services, enabling organisations to apply human talent to higher level tasks requiring creativity, curiosity and innovation.

A view from just one industry – Recruitment

I have spent the majority of my career in the recruitment industry which has undergone significant structural change during the last 15 years. This industry is an ideal case for the adoption of intelligent systems but to date the majority of players have yet to embark on such a journey.

The advance of centralised in house and outsourced recruitment services has moved corporate recruitment largely into labour intensive processes. Ironically at the same time, organisations have invested heavily in ERP and ATS systems that do not serve the task of recruiting people very efficiently. The major flaw of such systems is their reliance on technologies such as parsing and key word search which do not read and rank information on candidates intelligently. Selecting candidate shortlists cannot be done reliably using these systems and so that essential task still has be done manually and laboriously by recruiters.

Recent innovations in online assessment and video interviews have brought new insight earlier in the recruitment process, however shortlisting decisions still need to take account of candidates’ experience and qualifications and this still involves reading text from CVs, applications and online profiles.

The true value derived from the centralisation of corporate recruitment has come mainly from cost savings achieved with aggressive procurement and the reduction of external providers’ prices. Centralised recruitment is largely a low cost process from which there are virtually no opportunities for further savings and efficiency in today’s the status quo.

On the other hand recruitment tasks such as sourcing, reading, ranking and evaluating candidate information could easily be automated and improved significantly with artificial intelligence. This would require organisations to reduce their reliance on unreliable labour demanding ERP/ATS systems and replace core recruitment processes with intelligent systems. The big gain would be that recruiters could be freed up to do more value creating work – i.e. thinking creatively, advising clients, engaging personally with candidates. Ironically this is an “old world” value proposition that could be brought back to the fore with new world automation. The recruiter’s value proposition would be many times better because they would be in their strongest ever position to inform clients’ talent planning and recruitment decision making.

Over the same 15 year period external recruitment providers have conceded market share to in house and outsourced functions. Most recruitment agencies and head hunters today are sales and service businesses focussing their value proposition on specific areas of market expertise and specialisation. Few have embraced intelligent systems even though this would certainly reduce costs, improve margins and heighten the value of the work delivered by their people to customers.

In my own experience with intelligent systems in recruitment I have seen real world proof of the benefits of automating processes, in my case for reading and ranking candidate CVs, online profiles and similar data. In 2013 my company ORO People Solutions entered a strategic alliance with Textnomics Inc. the owner of ResumeSort a semantic search technology. We have utilised ResumeSort with great benefits for clients in talent planning, research and professional recruitment. ResumeSort’s capability to automate the reading of job descriptions, online profiles and CVs draws on data mining, natural language processing and machine learning. This semantic technology understands situational context and meaning enabling exceptionally accurate and reliable evaluation of candidates’ experience and qualifications. With ResumeSort my company has delivered recruitment processes for clients significantly faster and more reliably, whilst providing influential data and insight that was previously impossible to attain.

Summary

Taking the world of work as a whole, the lessons of history show that automation can potentially benefit all of us. In our new world of intelligent systems, the best in human vision and leadership are needed to achieve significant change and to secure a future of sustainable growth with far more rewarding employment opportunities.

About ORO People Solutions

ORO People Solutions is a new kind of business in talent consulting and professional recruitment. We offer a wealth of knowledge and experience and our approach is truly innovative utilising a portfolio of advanced technologies. Get in touch to discuss how we can help your organisation to compete better for professional skills and enable successful growth, change or organisational development.

Contact Jim Whelan – Tel: +44 (0)1865 582070. E-mail: jim.whelan@oro-solutions.co.uk

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