Council Guest Post: Connecting Technology and Growth – The Top Three Ways AI Can Help Improve Leadership in Your Company

If you are like most HR leaders, you are always looking for new ways to improve your team’s performance. And if you are not already taking advantage of HR technology, now is the time to start. In this blog post, we will discuss three ways that AI can help improve leadership in your company. Keep reading to learn more.

We are living in the Golden Age of HR Technology. There are hundreds of Artificial Intelligence enabled HR Tech companies focused on various touchpoints of the employee experience and investors have poured billions of dollars into these companies. Gone are the days of waiting for your HRM to innovate at the speed of your changing needs.

HR Leaders must start thinking of themselves as HR Technologists. We cannot wait for IT to bring technology to us. We must understand the market, the tools, and the benefits of the platforms in existence. I will tell you how I did the research for my last company at the end of this blog.

But first here are three examples of how AI can help your leaders and employees perform better.

Example One: AI for faster candidate matching in talent acquisition.

When it comes to talent acquisition, AI can be a huge help in matching candidates to the right jobs instantly. By analyzing a candidate’s skills, experience, and goals, AI can help you find the best possible match for each position. No more Boolean searches. As a result, you will be able to fill positions faster and with less stress. AI also helps build diverse candidate slates and predicts how likely a candidate will reply to your outreach. And what may be the best feature of all, the AI platform will scan the internet and update all the candidate profiles already in your ATS. Without this feature all the candidate’s profiles who have applied to your company immediately start becoming outdated the day they applied. Now, your ATS filled with warm contacts is fresh and accurate.

Example Two: AI for true career pathing and development.

Employees can also use AI for true career pathing. Imagine you complete a self-assessment and then tell an AI platform about your future dream job. And then having the platform show you the next three potential jobs and what it will take to get to your dream job. And I do not mean theoretical jobs. I mean actual jobs inside your company. This type of career pathing is available today. The AI platform also points out skill gaps for your next job and offers suggestions on how to close those gaps. Now imagine how much richer and more valuable a career conversation between a manager and an employee becomes.

One feature you may not be thinking about is all the backend data you can evaluate to help inform your talent strategy. How many employees want jobs in engineering? Which employees are remarkably close to their next potential promotion? Are underrepresented groups getting the same opportunities?

Example Three: Human coaches assisted by AI for all employees

Employees, now more than ever, need individualized focus on the whole person approach, resiliency, and growth. Now, with the use of a laptop or smartphone employees have access to world-class coaches and resources to address any topic: weight loss, leadership, career, anxiety, prioritization, communication, etc. All at a fraction of the cost of a traditional executive coach. The next wave of the pandemic-affected workforce is mental fitness and coaching is the most reliable way for employees to stay fit.

I mentioned earlier I would tell you how I did the research and selected vendors who deliver the outcomes I described above. Here are the six steps.

  1. Defined our most pressing talent needs – derived from Pulse survey results, gaps in our talent strategy and what we need to accelerate our transformation.
  2. Researched the current market – spoke to consultants familiar with the space and did our research.
  3. Created criteria to evaluate the tools
  4. Developed the cross-functional team to assess the tools including HR, HR Ops, IT, and business leaders.
  5. Conducted a “Tech Parade” where we invited 16 vendors to present to us for one hour.
  6. Using our criteria, chose the right vendors for us.

In a future blog, I will explain how we implemented the tools with a combination of change management, a tie-in to our talent strategy and one incredibly special week.

So, there you have it. These are just three of the ways that HR technology can help improve leadership in your company. If you are not already using AI to help with your HR needs, now is the time to start. Your employees will thank you.

Do you have any questions about using AI in HR? Leave a comment below and we will be happy to answer


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