Human resources and artificial intelligence, the future of talent management?

today more than ever, the technology It plays a fundamental role in the development and success of organizations. The inclusion of systems based on Big Data, artificial intelligence and predictive technology in the value chain of companies has been shaping new channels and ways of doing business.

As in business processes, where consumer habits have changed, the vision and expectations of employees and candidates are also changing. The technological evolution and digitization of processes In many companies, they have led to the improvement of the experience with the candidate and the collaborator in each of the points of contact that exist with the company.

This need to improve the experience of collaborators and optimize human resources processes has led to the generation of various platforms and solutions that integrate artificial intelligence in recent years to support human capital processes in the organization. Here is a summary of some of the services and benefits generated by these solutions:

” Talent attraction

There are solutions on the market that, through artificial intelligence, offer candidate analysis with a special algorithm designed to avoid bias, link job seekers with the organization by sharing information, conduct and evaluate interviews with candidates through a video call or analyze information from more than 30 social networks with the aim of generating a emotional intelligence profile and behavior of each candidate.

Some examples of these solutions available in the market are HiredScore, Watson Candidate Assistant, Watson Recruitment, mroads o Deepsense.

» Talent Development

For training and development processes, various solutions have been generated to generate digital ecosystems that allow sharing micro courses, videos, webinars. Through the creation of chatbots or virtual assistants seeks to align the business objectives with the professionals of the collaborators. Even these virtual assistants can learn about the employee’s preferences and interests and make recommendations for existing job opportunities and how to navigate future promotions and lateral moves.

Some examples of these solutions on the market are Mobile Coach, Your Learning, Watson Career Coach.

» Performance evaluation and compensation

In the processes of performance evaluation and talent compensation, solutions have been developed that analyze the information from personality tests, self-assessments and 360º peer evaluation to produce a scientific, data-based and impartial evaluation that measures the comprehensive global capacity of a person and its potential to grow. There are also systems that automatically provide real-time feedback and appreciation to recognize hard work and share feedback based on company values. At the compensation level, there are systems that, through the use of analytics and artificial intelligence provide recommendations to managers and directors on the compensation levels of their employees.

Some examples of these solutions on the market are Grow360, Engazify bot and CogniPay.

Digital transformation and technological evolution is a reality. It is not something that is about to happen, but that we live every day. Those companies that do not assess how to integrate these technologies risk being left behind. Therefore, it is imperative that they continue to look for different ways to create alliances with technology while seeking to attract and develop key talent that will allow technological development in their companies.

Finally, success in this digital age will be not only for those that focus their efforts on making the technology they have more efficient, but even more so for those companies that have talented staffspecialized and capable of adapting and applying these technologies for the benefit of the company.

*The authors are professors in the area of ​​Personnel Management at IPADE Business School (@MEETING)