One way to build employees' trust in artificial intelligence is to create a code of ethics, writes Rob Scott, global lead for HR strategy and innovation at Presence of IT. "If you are using AI tools in HR, ensure you declare this to users and find ways to explain how the tools got to an answer," he writes.
Recruitment chatbots can find job candidates, process applicants quickly and make employers accessible around the clock. "More mature recruitment chatbots can complete full conversations with candidates, and in other cases, they can seamlessly schedule candidate interviews without needing human intervention," says Rhonda Davies of Software Advice.
Talentvine, Breezy and Eploy are among the software choices that will help HR with major recruitment efforts, writes Chiradeep BasuMallick. "By leveraging the right software to your unique requirements, you can not only achieve your recruitment targets but also ensure a steady flow of workers to drive growth in high demand periods," he writes.
Organize a hackathon on a college campus to help with recruitment or conduct the event at your business to build employees' confidence and identify high-potential talent, writes Siddhartha Gupta, CEO for Mercer Mettl. "With skilled professionals working in teams to plan, design, create, and market solutions to real-world business and technological problems, the setting also helps organizations in accelerating product roadmap and coming up with multiple prototypes in a short span of time," Gupta writes.
LinkedIn has created a skills-assessment tool that grants badges and relevant job results to users who successfully pass the multiple-choice quizzes. LinkedIn will also recommend its LinkedIn Learning platform to test-takers.
Close the gaps in your HR data strategically and aim for progress over perfection, writes Zack Johnson, vice president of business development for Visier. "A data cleanup project for the sake of simply having clean data does not have any immediate, actionable outcomes," he writes.
HR should embrace millennials' unique perspectives in the workplace, says Rachel Poon, HR business partner for Swatch Group. "My approach is tracing back to who these employees or millennials are: human," she says.
Navigating the ups and downs of the job search is easier if we're prepared for the vulnerability associated with proving ourselves and the likelihood people will let us down, writes career expert Kourtney Whitehead. "[Let] it be a reminder to you about how you want to treat people in the future when the shoe is on the other foot," she writes.
People need to consistently state their professional goals online, on a resume and during an interview or risk decision-makers misunderstanding the purpose of their career experience, writes Tim Denning. If that happens, he offers ideas for how to steer a conversation back to your intended career trajectory.
Use positive examples from your work history when asked what management style you prefer, stating what you like versus what you don't, writes Kate Johanns. Familiarize yourself with definitions of these styles and which ones are most likely to apply to potential employers.