In 2016, we witnessed tremendous changes in technology, and while it was a year to remember, what has happened is nothing compared to what will happen in the next four years and the effects that the coming technological advancements will have.
1) Social Media
AI is now learning to analyse every tweet, every post, every answer, and every like. It scans our social profiles keeping track of articles we’ve read and videos we’ve viewed by analysing our interests, attitudes, behaviours, and favourite themes.
But what effect will all of this have on talent acquisition and the job search?
2) The growth of AI
According to Peter Diamandis, Founder of X Prize Foundation, there are now more than 11,000 chatbots that use an algorithm to interact with end-users, as if it were a person. Similarly, voice interfaces such as Siri, Cortana, Google and Alexa are increasingly able to conduct in-depth conversations with their users. Thanks to machine learning, AI systems will learn to communicate with us in such a personalised manner that it will feel like talking to your best friend. These systems will know our ideologies, preferences, linguistic styles, and slang.
In terms of HR processes, the screening of candidates may be made by an AI assistant such as Viv, a next-generation AI assistant. These AI assistants will be able to manage various complex requirements that eliminate the need for human interaction. Viv can schedule meetings with candidates, allowing it to determine whether the candidate was suitable in an impartial way. If successful, it could then arrange an interview with a hiring manager. Viv could also suggest questions to ask and consider when it would be appropriate to observe and listen.
3) Digital Avatars
If you think you recognise lies written in a resume or during an interview, it can be difficult to confirm your theory. According to Diamandis, researchers are developing a system whereby facial recognition scanners can determine if someone in lying. The facial recognition software and biometric sensors help locate and interpret inconsistencies in facial movements. While this may raise ethical conerns, they will likely find a happy medium and use the technology to hire the best candidates while eliminating unconscious prejudice.
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