Recruiting issues you’ll likely see more of in 2019
This article has a pretty loose definition of AI but let’s avoid that argument for the moment and look instead at her summary of a LinkedIn Talent Connect talk from 2017 by Przemek Berendt of Talent Alpha. A precis of the session is described by Samantha as follows: “Przemek explained the four ways that AI can work – with or without human interaction. He predicts that the biggest benefit to recruiters will come from hardwired systems that still require human interaction.”
She goes on to offer 9 relevant examples, all worth scanning. However, thinking about automation in 2019 as a 4 x 4 matrix with the degree of human involvement (augmenting people versus autonomous) on the x-axis and the degree of system specificity on the y-axis (hardwired versus adaptive systems) is my key takeaway.
Blockchain Explained by Maryanne Murray
Blockchain, privacy, and security are all inter-related and will be hyped and sold for the next few years. This highly visual view developed by Reuters Graphics on what blockchain is and how it works is the simplest I’ve seen. It is easily understandable in the financial world.
However, what seems ready for prime time in the financial world may need rethinking in another. When considering the data that individual people may want to embed for themselves such as education, health, accomplishments etc. it readily becomes apparent that the technology controlling access to that data requires some discussion. Beyond our faith in technology, there is an infrastructure around trusting the institutions licensed or capable of managing people data systems that needs to be addressed. The infrastructure to ensure who determines, for example, the fact that I’ve graduated from a specific school requires a chain of trust outside of (and before) the block chain. Each data point needs potentially very different kinds of agreements.
The half-full glass perspective is that discussions of Blockchain might help clarify our understanding of the technology’s limits.
My Amazon Interview Horror Story by Igor Kromin
As Hung Lee notes appropriately, “The internet is not short of tales of terrible candidate experience.” I happen to be a fan of Amazon, their depth of Talent in TA, and their challenge to scale recruiting in a way few other employers have attempted. That said, I’m convinced every employer desperately needs to engage those they reject at the beginning, middle and end of the recruiting process. Listening to candidates is an essential competency of a 21st century high-impact recruiting function. Whether an employer views this as a lost art or a scientific process is inconsequential. Listening to candidates is simply not done in the vast majority of firms. Those who think they do it and then note they are referring to those candidates they hired or those that made it to the finalist stage are simply kidding themselves.
As professionals, we need to invest in systematically collecting insights from every candidate stage in their journey as a compelling business necessity in 2019, 2020 and beyond. Recasting recruiting as a process that embraces every stakeholders’ perspective is essential to the evolution of hiring in the 21st century.