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Thinking Outside the Bots: Recruiting Science - The Truth Behind Analytics and AI for Talent Attraction
- 1. Make Recruiting MoreHuman with AI Andrew Gadomski Shelley Trout With: Moderated by: TO USE YOUR COMPUTER'S AUDIO: When the webinar begins, you will be connected to audio using your computer's microphone and speakers (VoIP). A headset is recommended. Webinar will begin: 11:00 am, PST TO USE YOUR TELEPHONE: If you prefer to use your phone, you must select "Use Telephone" after joining the webinar and call in using the numbers below. United States: +1 (415) 930-5321 Access Code: 669-696-749 Audio PIN: Shown after joining the webinar --OR-- Thinking Outside the Bots Webinar Series
- 2. Hiretual uses AIand machine learning to source the strongest talent, 10x faster. Source across 30+ platforms and 700M professional profiles with Hiretual's AI sourcing assistant. Engage the strongest candidates first with AI prioritization and save time with instant contact info, and hire efficiently with team collaboration, pipeline management, and intelligent engagement.
- 3. 3 Click on theQuestions panel to interact with the presenters www.recruitingbrief.com/webinar-series/thinking-outside-the-box www.humanresourcestoday.com/webinar-series/thinking-outside-the-box
- 4. About Andrew Gadomski AndrewGadomski launched Aspen Analytics in 2006 as Aspen Advisors. Over the the next 12 years, his curiosity and refusal to accept data as a non-living part of business helped Aspen grow to become one of the most respected HR and Recruiting Analytics Firms today. He is a sought after advisor and speaker and former adjunct professor at NYU with an incessant need to continually learn about the thriving power behind data, and is currently pursuing an MS from The Leonard Stern Business School at NYU in Business Analytics. Please connect with him on LinkedIn at https://www.linkedin.com/in/andrewgadomski/ About Shelley Trout Shelley went to UC Berkeley and majored in Anthropology & Archaeology. After working at the Center of Digital Archaeology, she became fascinated with digital representations of personality and culture, and now leads Webinar Production at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions. Thinking Outside the Bots Webinar Series
- 5. WORKFORCE How we acquire,develop, and advance TECHNOLOGY The systems and tools we use to track our ability to execute the workforce DATA MANAGEMENT The way we gather and store that information REPORTING How we present the information and make decisions on change The Evolution of HR Analytics
- 6. WORKFORCE Expense FlexibleDifferentiator TECHNOLOGY ERP Best-in-class Cloud DATA MANAGEMENT CoE On-site E/MSS POS REPORTING Metrics Analytics Insights The Evolution of HR Analytics
- 7. OPERATIONS HR We are PlayingCatch Up
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- 9. ACCESSIBLE FOR ALL DEMYSTIFICATION OF DATA SKILLAND CULTURE TRANSPARENCY ANALYTICS IS GROWING UP Did you know… 90% of data was created in the last 2 years? Four Key Shifts
- 10. ACCESSIBLE FOR ALL Wherewe enter, share, and see data is different
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- 12. HOW WE SHARE DATA Highly secure, user-baseddistribution matrix ACCESSIBLE FOR ALL
- 13. WHERE WE SEE DATA Need-to-know info on a5-inch screen ACCESSIBLE FOR ALL
- 14. The demystification ofthe tech stack through visualization tools, and leveraging HR tech fully. DATA IS DEMYSTIFIED
- 15. …what was datacleanup exercises has become follow-up with text messages on missing or erroneous field entries to the user. DATA IS DEMYSTIFIED
- 16. SKILL AND CULTURETRANSPARENCY We are merging operational performance, skill set identification, culture match, and meritocracy.
- 17. In-moment engagement andoperations data picture of in moment use. Skills can be categorized, visualized and tracked. Companies can assess skills and culture quickly, and easily use machine learning, testing and predictive analytics. SKILL AND CULTURE TRANSPARENCY
- 18. ANALYTICS HAS GROWNUP Automation, analytics, and storytelling are mutually exclusive. Decisions are being made based on previous actions, machine learning, machine cognition and of course human decision.
- 19. Automation has becomeconsumer oriented – and corporate is to follow. This is no different with data workflows. We consume data, ask it to move in a certain way, and cater to our needs. WORKS GREAT WITH ANALYTICS HAS GROWN UP
- 20. Storytelling has becomea critical way for us to communicate and get our points across, with data backing it up. ANALYTICS HAS GROWN UP
- 21. Debate and discussion has itslogical place, and more SMEs are used regularly to shed light on issues. ANALYTICS HAS GROWN UP
- 22. • When willthis hire happen? • Who will be the best hire? • Who will leave? • Who will work team effectively? ANALYTICS HAS GROWN UP
- 23. Data visualization has advanced... …thisis 35,000 employees on one screen, telling me how many are ready for a promotion now ANALYTICS HAS GROWN UP
- 24. Tested visuals, likethis scatterplot, are revealing… …this is a recruiter’s active candidate pool for open requisitions by age, stage, and source type STAGE CANDIDATE AGE IN DAYS ANALYTICS HAS GROWN UP
- 25.
- 26. The Layers ofAI 2nd / Algorithmic Data is ingested into formulas and presented as aggregated or scored insight. May be proprietary intellectual property. 4th / Artificial Using computer based language and logic, data is ingested and then automated, algorithmic, and augmented layers are executed or presented 1st / Automation Actions, tasks, and workflow steps are processed based on pre-determined scripting and/or conditions of data 3rd / Augmented Data is analyzed through machine learning and can be trained by human invention / user activity, resulting in automation or algorithmic activity. Outcomes / Results This is what we see as humans once the AI has been rendered Technology Barrier
- 27. AI & theEmployee Journey Recruiting Onboarding Engagement Upskilling Mobility Advocacy Emeritus Productivity
- 28. AI & Recruiting Allyo Hiretual Affinix Blendoor •Administration • De-duplication • Scheduling of interviews • Bot based questioning • Outbound sourcing / messaging • Inbound sourcing
- 29. AI & Recruiting+ On/Off Boarding Axonify RiseSmart “Buddy” by SAP SF Bot Frameworks Amazon Facebook Google Microsoft • Team design • De-duplication within systems • Scheduling of tasks • Bot based questioning • Training compliance and attention
- 30. AI & Recruiting+ Productivity x.ai Allocate Coseer Outreach • Paper chasing • Meeting preparation / scheduling • Enhancing small screen limits • Interruption reduction • 40% increase by 2035 (Accenture)
- 31. AI & Recruiting+ Engagement iRevu Watson Joberate • Automated surveying • Real time feedback • Communication analysis • Succession planning
- 32. AI & Recruiting+ Upskilling How we train people is radically going to shift, as we now have machines training machines to do the work of humans – so we need to focus on what should not or would not be done by machines. • Virtual / augmented reality • Learning to Learn • Adversarial training • Micro training • Training AI
- 33. AI & Recruiting+ Mobility The merging of staffing and recruiting can’t be overlooked. The ability to move contractors into full time hires or vice versa is becoming more critical. • Drip campaigns internally to suggest movement • Alignment to teams • Specialized sourcing / branding • Predictive exiting
- 34. AI & Recruiting+ Advocacy Mainstream technologies such as Facebook, Google, LinkedIn, and Microsoft are entering the talent space quickly, fusing AI and talent functions together quickly. • Referral programs • Protected class inclusion • Team design • Customer integration through loyalty / marketing programs
- 35. AI & Recruiting+ Emeritus Interviewing and employment is becoming a driver for long term customer acquisition, and organic revenue growth. • Alumni programs • Volunteerism being ingested by machines • Post exit training access • Gig economy assignments and analysis
- 36. How AI andAnalytics Change Recruiting Organizations GENDER PAY GAP INDIVIDUALIZED ANALYTICS RETAINING ENGAGED EMPLOYEES THEN NOW FUTURE Our growth is predicated on the ability to add to the workforce differently. Recruiters are accommodating of temp and full time assets in the workforce, it has dramatically increased the amount of data we need to see and analyze, and its use of AI and outsourcing will continue to mature. Support growth quickly via M&A activities Change headcount with modest adds or personnel improvement Focus on full time employees and applicants only Limit contract and RPO use Support Equity-based transactions and investments Design workforce to always have flexible contingent labor Determine use of AI vs. human capital as part of budget Integrate hourly work, technology, and AI with outsourcing vendors Recruiters engage in post hire activities and assessment of workforce Constant investigation of talent set and skills across workforce Flexible recruiting workforces, resources, and technologies are budgeted AI and tech seen as separate from outsourcing
- 37. 37 Q&A Shelley Trout With: Moderatedby: Managing Director, Aspen Analytics Linkedin page: in/andrewgadomski/ Twitter ID: @AndrewGadomski Website: myaspenadvisor.com/blog Andrew Gadomski Editor, Aggregage Linkedin page: in/shelleytrout/ Twitter ID: @recruitingbrief Website: RecruitingBrief.com www.recruitingbrief.com/webinar-series/thinking-outside-the-box www.humanresourcestoday.com/webinar-series/thinking-outside-the-box