Last week I wanted to visit the hospital for an ailment. Right from searching for an appropriate doctor, making an appointment, getting a prescription on the app and follow-up reminders – everything around the visit was managed online. The world is evolving due to technology and eliminating operational tedious activities. That touched my heart and triggered me to research talent and technology.
In this blog, I’m going to talk about Talent 2.0, the next version of talent integrating with technology. Technology is evolving at a fast pace and we are adapting new ways of managing talent.
We are walking on the Talent 2.0 path with a vision to make organizational data number-driven on a base of technology. This would help us not only to manage the data but utilize it in a meaningful way.
Eventually, interlinking data at different stages of the talent life cycle would be easy and prove impactful!
Let’s set out to explore what automation and AI have to offer talent management!
Features of Talent 2.0
Technology has broadened the horizon for:
- Talent anywhere
- Enhanced time, cost, and quality
- Elevated engagement levels
We can engage the talent from any corner of the world with the required level of security. Employee experience in a distant working environment remains unaffected. It opened the doors to engage the broader audience. This is a win-win situation for an organization and its talent.
Effective utilization of time, cost, and quality – you read it correctly, the cost of hiring has reduced with technological evolution in talent handling. Coding competitions, tech forums, and webinars open broader windows and ease talent search.
Elevated talent experience revolves around:
Each stage of talent management is not only important for an organization but also for an employee, especially when we are dealing with generation Z. They have been born and brought up in the era of technology.
We must move fast and be accurate with our technology in next version Talent 2.0. Digitization, gamification, robotic interviews, and AI tools support us to move at a fast pace with a larger database to keep high-performing talent engaged. This would amplify the results and make them more accurate.
Let’s now look at how AI is changing the avatar of talent acquisition.
Ways AI is transforming talent acquisition
AI is perceiving, synthesizing, and inferring information demonstrated by machines (Wikipedia). This helps in dealing with larger data. It also works on set algorithms to process the data for desired results, be it:
Artificial Intelligence helps in analysing the data and interlinking the relevant fields for predicting the multidimensional scenarios. It involves arranging the data in the desired fashion, analysing it for better performance. It can also predict trends and best possible solutions for decision making. Besides, analysing the history and the developments is possible due to AI technology.
It’s time for us to see how automation and AI are used in talent management!
Uses of automation and Artificial Intelligence
There are multiple opportunities to pair technology with talent management. Let’s start with talent recruitment and onboarding. Searching with key words can be replaced with AI-based resume screening. We can digitize the interview process by introducing:
Automation helps to keep the talent engaged at the pre-onboarding stage via sending out systemized emails. It also engages with pre-onboarding mobile applications.
Onboarding is an important stage wherein the employee kickstarts their journey in organization. Advanced technology makes it delightful with video engagement platforms and gamification. Employee lifecycles are managed with HRMS. The new dimension is self-services and AI-driven chatbots for help.
Many engaging trainings can be hosted on the online platform. Making video-based trainings interactive is possible with video-based platforms.
What’s more, when it comes to knowing your employee’s pulse, AI-based platforms have an edge over traditional surveys. We get analysis and automated predictive engagement status when it is managed over a stable timeframe. Also, this aids the organization to curb the attrition levels by taking preventive measures at the right time and at the right angle.
Evaluation of the current competencies and benchmarking with the desired one is a seamless process when the talent development is paired strongly with technology.
Engaging talent and nourishing them to the next level eases out when people managers can focus on tracking the performances and coaching their people in more productive ways. This is when the time-consuming transactional tasks such as recording attendance, leaves, appraisals, appreciation and on-job trainings, get digitized.
People managers in talent hiring are empowered to manage and track basics, and minimize transactions and human interventions. On the click of a button, the basic hygiene data and employee requirements are fulfilled. In a nutshell, the new edge is mobile applications!
Allow me to wrap up my ideas.
I would say that talent management will reach new heights through the activity of pairing it with technology. Talent 2.0 is a revolution to shape the people aspects by eliminating a few traditional steps, achieve excellence, and enrich the life of millions!
Send us an email with your thoughts about Talent 2.0. Also do visit us at Nitor Infotech to learn about how we help our people to craft impactful careers.
