HRO Today May 2018 - 17

Cover Story
communities; building events; looking after the brand;
and building programming so that you have a consistent
pool of people who are actively engaged with the brand
and ready to be tapped into. And then the second profi le
are closers. The closers work with hiring managers and
they effectively help managers understand what they
need, defi ne job requirements, and close the right
candidate, " he says.
The process of seeking out candidates will also still
require a human touch. According to Roberts, " The
recruiting of low-value, high-volume hourly jobs is going
to be ultimately fully automated, and some parts of the
matching and screening piece are going to be possible to
do via automation. However, hunting for candidates-
fi nding unique ways to identify candidates-will still
require innovative ways to advertise and search that may
not be obvious. I think the hunting will remain a thing
that's going to be done by people, especially creative
hunting. Once the person is in the top of the funnel, the
machine will take over, schedule an interview, and then
the hiring manager will pick up at that point. "
* Expanded scope of responsibilities. From chief
marketing offi cer to chief innovation offi cer, chief
supply chain offi cer, and chief compliance offi cer, Staley
believes that HR professionals will need to embrace
their expanding role in the organization in order to take
advantage of AI and machine learning's full potential.
" Automation will help provide time, but these strategic
roles should be played regardless. HR will become
interpreters of data, creators of policy and programs,
protectors of the culture, " he explains.
While the continued adoption of intelligent and
automated technology will have a profound impact on
the HR function and the role of the talent acquisition,
HR executives need not worry that their jobs will become
obsolete. " I believe that the human need for empathy,
listening, coaching, and development will never fully
be automated. It will get better and more useful over
time for sure, but we will always have emotions in the
workplace and people will want to talk with a manager,
coach, or HR person for advice, " says Deloitte's Bersin.
Editor's Note: View the entire Bits Don't Byte: HR Finds Artifi cial
Intelligence a Postitive Evolution by HRO Today and Alexander Mann
Solutions, at www.hrotoday.com/uncategorized/bits-dont-byte.
Managing the
Challenges of AI
Although AI and machine learning have the
capability to signifi cantly improve the speed and
effi ciency of many HR processes, Josh Bersin,
principal and founder of Bersin by Deloitte,
recommends that HR teams remain aware of three
potential challenges.
* Ingrained bias. " One of the big risks or challenges
of AI is that these systems are not necessarily
'smart,' " he warns. " They tend to 'predict' and
'recommend' based on the past, so they have the
potential to institutionalize bad practices that have
happened in the past. "
* Self-fulfi lling prophesies. A key issue of AI-based
systems is their potential to change the way HR
professionals perceive reality. " For example, if an
AI tool says 'this person is behaving like a poor
performer' based on data, or it says 'this person is
likely to be a retention risk,' then a manager may
treat this person poorly, actually creating a selffulfi
lling prophecy, " he says.
* Bad data. " The biggest obstacle to AI will be
the quality of data, " he notes. " These systems are
highly dependent on historic data-so companies
are going to have to clean up and aggregate their
data in order for these systems to work well. Topics
like data governance, quality, and consistency will
become mandatory, as will the domain of privacy,
security, and data protection. "
To overcome these challenges, Bersin recommends
that all systems that assess or predict behavior be
watched, trained, audited, and carefully managed
by the HR team.
MAY 2018 | www.hrotoday.com
[17]
http://www.hrotoday.com/uncategorized/bits-dont-byte http://www.hrotoday.com

HRO Today May 2018

Table of Contents for the Digital Edition of HRO Today May 2018

HRO Today May 2018 - 1
HRO Today May 2018 - 2
HRO Today May 2018 - 3
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