Chief Human Resources Officer

1-Page’s CTO on The Impact of Artificial Intelligence in Human Resources

Justin Baird, Chief Technology Officer for 1-Page, discusses how Artificial Intelligence (AI) is changing the landscape for HR professionals in functions like talent sourcing and onboarding

At the 2015 Argyle Human Capital Leadership Forum in San Francisco on October 29th, the CTO of 1-Page began his presentation, “Meet Siri, Your New Sourcer: The Future of Artificial Intelligence in Recruitment and HR,” by providing examples of some of the revolutionary developments happening in the Artificial Intelligence space, including how this new technology can help innovate and bring new solutions to the HR market.

To provide context, Baird cited the famous example of IBM’s Deep Blue computer challenging chess master Garry Kasparov nearly 20 years ago. Kasparov initially defeated the machine, but the machine “learned” from being beaten, and, within three games, Kasparov could no longer win against Deep Blue.

“When we think about AI, we generally think about humanoid forms and robots taking over the world,” said Baird. However, most of the real innovation in AI is found on sites like Google, not in robots.

“The remaining 70% of talent is passive but, for the right opportunity, will move into a new job. AI can assist in finding and assessing this passive talent, stated Baird.”

How HR determines and finds the right talent is changing, observed Baird. Yet many HR professionals spend a lot of time on menial tasks. To answer the question, “How do we, in HR, access high-demand talent?” Baird pointed out that only about 5% of in-demand talent is actively looking for work. Another 25% of employees aren’t likely to leave their current jobs. The remaining 70% of talent is passive but, for the right opportunity, will move into a new job. AI can assist in finding and assessing this passive talent, stated Baird.

Baird quoted from The New York Times Sunday Review: “The idea is that AI is used as a turbocharger that can be applied to all kinds of decisions, making them smarter, fairer, and less prone to human whim and bias. The goal could be saving money or saving lives.”

An example Baird cited of AI in practice is the music streaming, podcast, and video service Spotify. With over 30 million songs, the company developed recommended playlists—essentially a music curation service—through AI.

“’HR and AI together create an intelligent, cost-effective, and fast people-management system that incorporates sourcing, recruiting, managing, and developing employees as they move through the business, payroll and records, and strategy and planning.’”

From an HR perspective, Baird discussed how AI can be used in talent sourcing. To get started, a human must identify a role and the qualifications needed to fill that role. This data is then entered into a “continuous learning system” that basically knows what to do to help but can be continuously optimized and customized over time. The AI system identifies suitable talent through the various inputs and collates the useful and relevant information.

Baird shared a second HR scenario around assisted onboarding. In this case, AI is used to track candidates and follow them as they move though the company. As new hires, they’re guided to appropriate information, tasks that need to be completed, etc. As part of this process, the employee’s personality and insights become apparent.

Baird concluded by saying, “HR and AI together create an intelligent, cost-effective, and fast people-management system that incorporates sourcing, recruiting, managing, and developing employees as they move through the business, payroll and records, and strategy and planning.”

Visit Argyle Executive Forum's HUMAN RESOURCES LEADERSHIP FORUM - New York City in New York, NY on Apr 23, 2020

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