#19 - Back to it!

Hello H.A.I.R aficionados

I know it's been a while since the last edition. I took some well-needed time off the reset and recharge, after what has been a pretty hard 12-months in the recruitment industry.

But now I am back and rocking the H.A.I.R yet again.

So, with three weeks off comes the added challenge of playing catch up with the world of AI. 3-weeks in human time is akin to about 6-months in AI time. So much happens, at pace, continuously.

However, true to the reason why I started this newsletter, I'm not here to muddle your brains with details on the latest AI-models etc. as you can get that from other people. I want to keep this really focused in on how AI is and will be affecting the world of HR and Recruitment.

So, without further ado, let's get on with it:

Firstly, I'm pleased to announce that Bot Jobs is a finalist in next week's DJAx Awards for the Outstanding Impact in a Niche Market – Start Up Job Board Category.

The awards are held on May 16th in London.

For those that don't know, aside from running my HR and Recruitment focused AI Automation Agency, I also run a job board for Conversational AI roles, which I founded 3.5 years ago. I've been running it single-handedly for all this time and am proud that it has built such a solid reputation within the Conversational AI industry, which has now been recognised within the Job Board industry as well.

So, please do wish me luck in next week's awards.

Microsoft's AI + HI Project | Human-Centric AI practices

Last week, I watched this fascinating chat about how AI is changing the workplace with Microsoft's CHRO Kathleen Hogan and Jared Spataro, Corporate Vice President, Modern Work & Business Applications.

In this video, we hear how Artificial Intelligence is transforming the workplace at Microsoft. Kathleen Hogan emphasises collaboration between HR and IT for a smooth transition, highlighting AI as a tool to empower employees, not replace them. Jared Spataro dives into AI's potential to boost productivity and talks about Microsoft's co-pilot, and how it is streamlining employee tasks. Importantly, ethical considerations of AI implementation and employee transparency are also addressed. Overall, they paint a positive picture of a future where humans and AI can achieve great things together.

There are some really interesting statistics demonstrated in this video:

• After 11 weeks of using Microsoft's co-pilot, people save at least 11 minutes a day on average. This translates to 10 hours saved per month.
• They also mention a study that showed a 27% improvement in first response rate for HR service centres after implementing AI.
• In the next three years, personal AI assistants will become ubiquitous and economical.
• In the three to five year time frame, process assistance will become a normal part of business. HR leaders will be looking at their functions and saying where they can deploy AI to get savings.
• In the five to ten year time frame, company-level AI assistants will start to emerge that can help companies deliver their value more effectively.

Here's my key takeaways:

• Collaboration between HR and IT is crucial for successful AI adoption This conversation highlights the importance of a strong partnership between HR and IT teams. There should be open communication and collaboration throughout the process, from initial planning to implementation.
• HR should be involved in designing and implementing AI tools to ensure they meet the needs of employees. HR should have a seat at the table when designing AI tools to make sure they address the real needs of the workforce. This will also help with smoother adoption among employees.
• Transparency and open communication are essential to address employee concerns about AI. Employers need to be transparent with employees about the potential risks and benefits of AI. Open communication can help build trust and reduce resistance to new technologies.
• AI can be a valuable tool for HR tasks such as process re-engineering and talent management. AI can automate HR tasks and free up HR professionals to focus on more strategic work. For example, AI can be used to screen resumes, identify high-potential candidates, and personalise the learning experience for employees.
• The future of work will likely involve humans and machines working together. AI will not replace HR professionals but rather augment their capabilities. HR professionals will need to develop new skills to work effectively with AI tools.

What we can learn from this conversation is that the future of work demands an HR leader who is not only comfortable with AI, but actively involved in shaping its implementation. Partnering with IT and product groups is essential to ensure AI adoption goes beyond HR and benefits the entire company. While some employee anxiety around AI is natural, strong leadership can navigate these concerns and focus on developing the workforce for a future where humans and intelligent machines work together. The coming years will see a rise in personal AI assistants, followed by process automation within HR and eventually, the emergence of sophisticated company-wide AI tools. Embracing AI presents a significant opportunity for HR leaders to streamline operations, empower employees, and ultimately, deliver greater value to their companies.

Gen AI talent: Your next flight risk

I then came across this fascinating article/podcast from McKinsey, which highlights that employees who are proficient in Gen AI are more likely to be productive and efficient, but this also makes them more sought after by other companies.

McKinsey talent leaders Aaron De Smet and Brooke Weddle talk to global editorial director Lucia Rahilly about what these workers want most, as well as practical steps leaders can take now to keep them happy and engaged.

To support and retain employees proficient in generative AI (Gen AI), HR leaders need to focus on several strategic actions:

1. Understand Employee Needs Beyond Compensation: HR leaders should recognise that while compensation is important, Gen AI talent places higher value on factors such as workplace flexibility, meaningful work, health and well-being support, and career mobility. Organisations must meet these needs to retain their top AI talent
2. Foster a People-Centric Work Environment: Organisations should prioritise creating a work environment that values human-centric skills like critical thinking and decision-making. As Gen AI takes over more repetitive tasks, these skills become increasingly important for employees. HR leaders should ensure that jobs are designed to allow employees to engage in more creative and innovative work
3. Enhance Talent Management Practices with Gen AI: HR leaders can use Gen AI to improve various HR functions such as recruitment, onboarding, and performance management. For instance, Gen AI can assist in drafting job descriptions, personalising candidate communications, and summarising performance feedback. However, it's essential to maintain a human element in these processes to ensure they align with organisational needs and employee expectations
4. Invest in Upskilling and Reskilling: Given the rapid evolution of Gen AI, there is a continuous need for upskilling and reskilling employees. HR leaders should provide ongoing learning opportunities that help employees adapt to new technologies and roles influenced by Gen AI. This not only helps in retaining talent but also ensures that the workforce is well-prepared for future challenges
5. Promote Flexibility and Autonomy: To keep Gen AI talent engaged, organisations should offer flexibility in work arrangements and autonomy in decision-making. Allowing employees to choose their working hours, location, and preferred communication methods can lead to higher job satisfaction and retention
6. Build a Supportive and Inclusive Community: Creating an inclusive community where employees feel supported by their coworkers and leaders is vital. HR leaders should encourage a culture where employees can freely share ideas and collaborate, which is particularly important for fostering innovation in fields driven by Gen AI

Events

IHR - In-house Recruitment #MCRLive - May 16th, Victoria Warehouse Manchester

Are you an in-house recruiter based in the North West?

Then join me on the 16th of May at Victoria Warehouse in Manchester, where I'll be hosting the Innovation Showcase Stage. We'll be hearing from 6 innovative startups who will be competing for bronze, silver and gold awards.

You'll also hear first-hand from talent acquisition experts from Adidas, Co-op, DHL and many more, as well as the headline speaker, Olympian and World Champion, Mark Foster.

Plus, workshops, networking sessions and panels in store!

Get your free ticket to #MCRLive24 👉 https://lnkd.in/gMtG3tN7

The Future of Hiring with Responsible Al

One of the biggest topics & buzzwords in #TA today: AI.

Come see what all the buzz is about and join me, iCIMS AI expert and VP of product strategy, Andreea Wade and co-founder of Equitas, Michael Blakley as we explore the future of hiring with responsible Al.

We’ll cover:

🤖Ethical practices to follow while implementing AI.

🤖The transformative impact AI will have on recruitment.

🤖 How to address bias in AI.

🤖and more!

Save you seat for May 29: https://okt.to/TzPRu0

Regulation Updates

OECD revises AI principles

The Organisation for Economic Co-operation and Development adopted new revisions to its Principles on Artificial Intelligence. The updated principles account for the challenges Generative AI poses in privacy, intellectual property rights, safety and information integrity.

Germany's DSK issues advisory on generative AI's GDPR compliance

Germany's Conference of the Independent Data Protection Authorities issued guidance stating that generative AI will create multiple data privacy issues under the EU General Data Protection Regulation, Bloomberg Law reports. The DSK's advisory reminded entities using AI to establish intended use and a legal basis for processing training data while enabling data deletion and correction rights.

Garante permits reactivation of ChatGPT in Italy

Italy's data protection authority, the Garante, allowed OpenAI to reactivate ChatGPT in the country after meeting several conditions related to personal data processing under the EU General Data Protection Regulation, Reuters reports. OpenAI committed to providing "greater visibility of its privacy policy and user content opt-out form," while also providing a new opt-out form for EU citizens to decline ChatGPT using their personal data to train its model.

Microsoft releases first AI responsibility report

Microsoft released its first report detailing the company's responsible AI practices. "This report enables us to share our maturing practices, reflect on what we have learned, chart our goals, hold ourselves accountable, and earn the public’s trust," Vice Chair and President Brad Smith and Chief Responsible AI Officer Natasha Crampton wrote.

Microsoft discusses GDPR-compliant generative AI use

Microsoft published a white paper titled "GDPR and Generative AI – A Guide for the Public Sector." The paper is intended to inform public sector entities how to best utilise Microsoft's generative AI tools, while remaining compliant with the EU General Data Protection Regulation.

OpenAI CEO discusses privacy risks of advanced AI

Speaking at the Massachusetts Institute of Technology, OpenAI CEO Sam Altman said AI could eventually become personalised and make a "full recording of your life," Forbes reports. He said the privacy risks of advanced AI could pose "higher stakes" with "higher trade-offs."

I'm Martyn Redstone - founder of PPLBOTS, Recruitment and HR AI Automation Agency, and founder of Bot Jobs, the leading job board for Conversational AI roles globally.

I'm always here to chat about all things HR, AI, and the future of recruitment. If you have questions, insights to share, or just want to connect, drop me a line. Let's continue this conversation!

Martyn