Automation, robotics and artificial intelligence (AI) are accelerating fast – and HR is no exception. So should psychologists who have traditionally helped with talent acquisition be worried?
A recent report by LinkedIn Talent Solutions (Global Recruiting Trends 2018) boldly claims that “data is the new corporate superpower”.
And frankly, we couldn’t agree more. As executive psychologists with data in our DNA, we’re serious about people strategies that deliver concrete, quantifiable business returns.
The report focuses on talent acquisition, surveying close to 9,000 talent acquisition professionals from 39 different countries. Specifically it covers the skyrocketing volume of data available and how it can be used: to predict hiring outcomes and candidate success, increase retention, evaluate skill gaps, and more.
So how does the new age of data – and AI technology that can partly automate functions like screening job applicants – affect the role of organisational psychology, particularly in recruitment?
Let’s look at screening candidates for a job. Using specific competencies, data analytics can be used to screen job applicants quickly and automatically – predicting who will be most successful in a position and separating high from low potential candidates.
Done at the front end, especially for high-volume roles, this eliminates guesswork the need to manually sort through every applicant.
That’s a huge time saving, pushing the skills and experience of organisational psychologists (like us) to where they can have the most impact. That includes:
- Sharp insights at the pointy end of recruitment – when it comes to choosing the final candidate, particularly at senior leadership levels. The initial data provides a concrete foundation for confident decisions as well as great insights for a ‘deeper dive’ in the interview process.
- Retention and development strategies built on solid data analytics, so they make a tangible difference to the talent pool and workforce quality.
- Innovative, inspirational and practical leadership programs that deliver commercial returns and performance gains.
- Executive coaching with targeted, data-based individual and business goals.
At Effectus, we see the developments in AI, data and predictive analytics as a ‘win’ for everyone: HR professionals, job candidates, employees, and business in general.
It’s about maximising efficiency, effectiveness, confidence and credibility at every stage of the talent lifecycle.
As the LinkedIn Talent Solutions report highlights, 64% of recruiters and hiring managers use data now while the majority (79%) are at least “somewhat likely” to use data in the next two years.
And it stands to reason. As the report says: “This new era of talent intelligence is a big step forward as it’s allowing talent acquisition professionals to influence the strategic direction of their companies and elevate their own careers.”
Keen to dive into data? We help you use it to get real business results.