How To Use AI And Why Is It Important to Your Website

Artificial intelligence. If you hear this word, you will probably be reminded of intelligent robots and you are already thinking about a science fiction movie. However, nowadays, you no longer have to look at futuristic image sequences to encounter artificial intelligence, as these devices surround us in our everyday lives, especially in the online world.

Chatbots, automated ads, programmed data visualization, or even a virtual dispatcher. You have probably come across at least one of the ones listed above, but why are these AI tools important in the life of webstores? You can read about this in the following.

Chatbots

The cornerstone of the 21st century is to be able to squeeze as much as possible into 24 hours. The need is huge for lightning-fast administration, quick handling of problems, and the ability to address a potential consumer’s questions and concerns immediately.

Believe me, your consumers are no different, so you have to keep up if you want to run your webstore successfully. A perfect solution to handle these issues and problems is to use chatbots as one of the most popular AI tools.

Human capacity is finite, we need to rest, sleep, or eat, but a robot has no such needs. Let us see what benefits a robotic correspondent system can have:

  1. Immediate reaction. The chat robot does not need thinking time. It answers the question immediately, so your potential customer does not have to wait.
  1. 0-24 operation. An AI device does not need rest, right? By using them, you can deal with problems at any time, even at night.
  1. Customizability. If you know your customer audience then you know how to reach them, what style they like, and use in communication. The chatbot can do this too.

Automated chat programs can make a huge difference in the quality of your website, they can improve the user experience, and they can increase your conversions too. According to statistics, chatbots increased the total revenue of the entire e-commerce market by a total of 34% in 2020. This is a shocking number, right?

I hope you have been convinced that setting up such a tool on your website is definitely a good investment, but how do you do that? 

As mentioned, this tool facilitates communication and that is why it is used primarily on social media interfaces. The reason for this is that nowadays these are the platforms where people communicate online and this habit also has an impact on the lives of businesses.

The easiest way to create a chatbot is to use Chatfuel, which does not require programming knowledge, you do not have to learn specific codes, and it is completely free. Here are some instructions to get you started:

  1. Register on the site.
  1. In the settings interface, first set the greeting message that suits your target audience. This is a key step.
  1. Create buttons. In this step, you bring your robot to life, here you specify what answer will be sent to a given question. It is a good idea to think a little with the brain of your target group because with this the conversation will be more enjoyable.

However, never forget that this kind of conversation will never replace real communication. AI methods only help and speed up processes, but in no way should we neglect personal contact with your customers.

Personalized advertisements

Is my phone tapping? How does Facebook know I want to buy such a product? You have certainly encountered such questions before and you may even have similar thoughts.

Do not worry, it is not eavesdropping or espionage behind the thing, it is the use of artificial intelligence for marketing purposes. Let us see why it is worth it for companies to invest in these kinds of advertisements?

Ask yourself, what do you need for a successful advertising campaign? Primarily you need a platform, an ad format, creative content that conveys your message, and a very important element, money. However, to choose these well, you will need to use data collection.

This is where AI comes into play, as applying it can almost completely spare you the analytical steps. This is a huge help as this step consumes most of the time and energy.

An automated ad is completely personalized, it will only appear to people who have searched for a similar or the same product in their browser as the product you want to advertise, it will appear only to an age group that is relevant to you and to the gender you have set. In short, you can perfectly deliver your ad to your target audience with the help of artificial intelligence. 

A perfectly targeted ad can only mean one thing: outstanding purchases and visitor numbers. Do not be afraid to cut into using AI, believe it can go a long way in achieving your success.

Why AI is key?

Demand surveys, customer habit observations, advertising effectiveness measurements, and thousands more scary words. But who has all the time for these? Well, no one.

This is why businesses are increasingly trying to move towards automation and AI. You simply do not have free time, money, and human resources to take all the necessary steps in today’s world to make a campaign a success.

A pandemic situation only gives you even more reason to take advantage of these tools, as in such a situation, people try to minimize the number of contacts. So, if you are currently only handling complaints in person, it is a good idea to set up a chatbot in your web store so that your customers can say their opinion from home.

Automation is now a common practice to speed up your business processes and to save money. Just think how much time you can save by having your emails or even your entire direct marketing is done by a robot.

We recommend that you make sure to use artificial intelligence in the life of your website, believe me, you won’t regret it. However, note that, for example, human communication can never be replaced by programmed software. These are useful tools for your business but always move within certain limits.

Conclusion

Nowadays, the use of various software is completely common in the life of businesses. This is since different analytical procedures consume a lot of time and expanding opportunities are rolling more and more barriers in front of online stores.

After hearing the previous few words, the use of artificial intelligence and different algorithms is unquestionable. But remember, the importance of live communication and live work is still playing a prominent role.

Although a robot does not make mistakes, it can only think in one way. Humans will always be creative, problem-solving, and empathetic, that is why you do not neglect the personal presence.

Talent Acquisition: How Recruiters Can Implement AI In Their Hiring Strategies

Modern technologies do not stand still and are constantly evolving and artificial intelligence (AI) is no exception. This technology has come a long way since it first came into being. Now it’s used for self-driving cars, facial recognition, and even has applications in recruiting. AI is the ability of a machine to adapt to changing circumstances and act in an “intelligent” manner.

Recruiting difficulties

Recruiters say that it has become very challenging to search for candidates. There are simply too many applicants and it’s impossible to get through them all. Reviewing applications, tests, resumes, and conducting interviews all take time. And that’s not all! Candidates still need to call, schedule an interview, and then summarize all interviews — all this is too time-consuming and requires some automation.

In 2014, Amazon commissioned its developers to create an automated system for selecting candidates based on artificial intelligence. A year later, a problem emerged: fewer women were recruited than men. Since the algorithm was trained on the resume of the company’s employees over the past ten years; there were more men, so the system gave more preference to them. By early 2017, the company had phased out this system. These kinds of problems can be avoided by checking for implicit biases and investing in system vetting. However, you should also keep in mind how to control and save your money so the entire budget of the company isn’t wasted.

Application in practice

Nowadays PEO services integrate AI into their hiring strategies. Global PEO services outreach to Germany, Singapore, Canada, and many other countries. You can also find good examples of an Australia PEO. They all use artificial intelligence to validate entry-level employees. The company announced considerable success in recruiting its employees using AI. Job seekers can be interviewed in a unique application on their smartphones. The program takes video and audio data from interviews, analyzes them, and gives recommendations for further actions for recruiting agencies.

Artificial Intelligence solutions and analyses 

The artificial intelligence used to recruit employees does all of this in minutes. It can also analyze, select, and call candidates. What’s the point of using a robot to make calls? It can examine the facial expressions and voice of the applicant in more than a hundred different parameters, like mood, honesty, character. For example, a bot-recruiter asks a job seeker questions about their attitude to alcohol, gambling, or something else that affects a person’s personal qualities and spills over into business ones. When a person starts to get nervous, his voice may change noticeably or even gradually – this is what the system is designed for. At the same time, short answers like “yes” or “no” are not accepted — the recommended length of the answer is 7–10 words. The analysis takes only a few seconds. The robots can even check for interesting personal finance statistics for this year. 

After all the analysis, the AI gives a grade, determining whether a potential candidate will be called for a job. A person will already be looking at the grades and calling for work. The assessment is also influenced by the analysis of pages in social networks. This is also done by the system, not by the person. However, in this way, it will be possible to find specialists of the lower and middle level — cashiers, salespeople, all kinds of operators, and managers. The accuracy of the recruiting system is over 90%.

Investing in the Artificial Intelligence Market

The number of companies engaged in artificial intelligence in the world is overgrowing – the share of AI startups grew fivefold from 2015 to 2018 and amounted to 3,465, over a third of which were in the USA. The most significant number of such companies in 2017 was registered in the USA, almost 3,000. Companies continue to invest in the development of machine learning applications. At last count, $ 31.7 billion was invested in this category. Also, significant funds are invested in speech recognition programs. This segment is projected to grow to $ 12.4 billion by the end of 2021.

Final word 

As the practice of the world’s largest companies shows, the automation of routine processes can improve the efficiency of a business. The use of innovative technologies based on AI can save time that previously had to be spent by people to process and analyze data manually.

The Role of AI in Human Resources

Author: Kim Coombs, Talent Director, EMEA at Riverbed Technology

Artificial Intelligence (AI) is improving human resources (HR), streamlining processes and empowering employees to perform better. Employee data that was once banished to the archives can now be combined with the huge volume of data running through a business’ network to identify talent gaps, learning and development initiatives and provide recommendations to HR professionals and managers.

It is becoming clear that the future success of businesses will be defined by how well they are able to optimise the combination of human and automated work.

There have been some controversial headlines surrounding automation in the workplace and earlier this year, the World Economic Forum projected that the demand for ‘unique’ human skills will grow. While its research suggests 75 million current jobs will be displaced as artificial intelligence takes over more routine aspects of work, 133 million new jobs will be created. This report concludes that skills in both emotional intelligence and technical intelligence – like technology design and programming – will be essential for the future workforce.

HR needs to help employees strengthen their core skills and capabilities through targeted training or development initiatives. On top of this, they are responsible for proactive candidate selection as part of the recruitment process, which involves an excessive amount of time, resource and admin. AI is opening up new opportunities to enhance the human experience and is expanding the remit of the HR function within a business. It is important for business leaders to consider the introduction of AI-led infrastructure as an opportunity to improve existing, outdated, and sometimes archaic processes and message the benefits of these changes down to their managers and employees.

Kim Coombs photo1
Kim Coombs, Talent Director, EMEA at Riverbed Technology

The human experience

With the introduction of AI, businesses are positioned better than ever to improve their employees’ human experience. In the modern enterprise, AI is already beginning to streamline admin heavy tasks to free up time for employees to focus on adding value to the broader business.

For example, team leaders and middle management are often required to make the same decisions over and over again, including approving time off requests, approving timecard exceptions and scheduling staff. If you speak to managers performing these tasks, you will often find their perspective is the same: they are repetitive, time-consuming, and while relevant, deliver little value. These are precisely the tasks that AI can tackle first —  the routine, daily, difficult processes that will free up the manager to handle more strategic management matters.

With less time spent on the high touch, low value tasks, managers can be far more aligned with their employees’ needs, boosting employee wellbeing and increasing staff retention. In addition to the general alleviation of admin, AI is also making huge strides in the realms of learning and development.

 

Training talent

There is no “one size fits all” approach to learning and development. As the war on talent grows ever more competitive, organisations that can provide their employees tailored opportunities to grow will set themselves apart. Traditionally doing this has involved significant manual workforce auditing and data analysis before programmes can be put in place. However, with the latest developments in predictive and prescriptive analytics, this heavy lifting no longer falls within the remit of the HR team.

AI has the power to monitor business performance and create bespoke suggestions around talent management and recruitment. This technology feeds off data so unfortunately this is redundant if HR does not engage with the technology and embed AI into the workforce’s natural workflow. The more HR engages with the technology and nourishes it with use cases; the more mature the artificial decision making will become. Supporting use on this scale requires a significant cultural shift. Once this shift occurs, HR can begin to embrace more creative and engaging ways to implement learning and development, with actionable data points already provided for them.

 

Combined intelligence

It will be a combination of human and artificial intelligence that will ultimately drive success for the future enterprise. For an AI implementation to demonstrate its full worth, businesses need to first fully embrace digital change in every aspect of their business. Any system is only as fast as its slowest link, and the goal of using AI to free up managers to solve more substantial organisational challenges will never be achieved if manual, high-touch processes and policies remain.

Staff must be onboarded and reskilled effectively. The IT infrastructure should be able to support higher volumes of data, and senior management needs to ensure digital transformation initiatives are given adequate funding and support.

As AI alleviates admin heavy tasks, roles and responsibilities will begin to shift, enabling the workforce to add a significant layer of additional value to their business. More importantly, workers will be able to focus on tasks that are far more engaging and fulfilling. This can only be achieved if HR teams begin to adopt this technology and implement new processes to support AI adoption in the wider business. The winner in all of this will ultimately prove to be the human experience.

Getting ‘SMART’ About AI

Author: Paul Hardy, Chief Innovation Officer, ServiceNow

Global access to data is exploding. At the same time, our ability to categorise, classify and analyse this data is also expanding. As this new world of data unfolds, businesses are looking to create new data models―and their supporting data analytics functions—to directly and positively impact growth, profit and expansion.

But let’s go back to first principles for a moment. We know that Artificial Intelligence (AI) and Machine Learning (ML)―when correctly applied—can improve the way organisations work and operate. But do organisations know where to start as they look to create these new data models?

We―and by ‘we’ I mean you as the customers, us at ServiceNow, as well as our partners, everybody basically—need to ask where to categorise and compartmentalise processes and functions to build new digital workflows. We need to examine which aspects of the business should be most directly ‘exposed’ to AI. We also need to know what is and isn’t possible in the short, medium and long term.

In other words, we need to get smart about being smarter if we’re going to bring a new era of business forward. So, what does smart really mean in modern business terms? I think it is time to look at AI and digital workflows through the lens of SMART (Specific, Measurable, Attainable, Relevant, Time-bound) objectives.

SMART-goals

Specificity

When we use the word ‘specific’ and demand a greater level of product or service specificity, we mean it in the most granular sense possible.

We can’t just say we need more paperclips, more salespeople, more office air conditioning or more field sales automobiles. We need to ask what kind of paperclip shape we need, what colour, what build strength and perhaps even what level of ‘clippyness’ every clip needs to exhibit.

When you are thinking about delivering AI and ML in the business you have to be really focused on what you are trying to achieve―and by that I mean, you need to be able to tie down specific use cases for each and every paperclip.

Measurability

Getting smart with new digital workflows also requires measurability. If you can’t measure it and put it in your business plan and balance sheet (a process, a service, a workflow element, anything at all) then you need to step back and ask whether you should really be doing it.

The reality is that data is often captured and not ever used. It simply falls unmeasured, and unloved, into the data lake. The real cost of this is the ‘noise’ that is created throughout the business because for one, wasted data goes crashing into the lake and secondly, there is then the splashing that occurs afterwards when users do actually realise that they have to start diving into the lake to look for the data that they might actually need in order to make work experiences better!

Attainability and relevancy

If an AI initiative is not attainable or achievable, then why has it formed a part of your current business strategy in the first place? Nowadays we can forecast how far AI will realistically be able to change any given business in real practical terms.

Similarly, if an AI business initiative is not relevant to the business and not able to exist within the context of the organisation’s current and immediate goals, then it forms no sensible part of any smart business plan.

Timeliness

Lastly, we come to timeliness. In the not so distant past, business cycles and the general approach to commercial objectives were typically annual. In this post-millennial age, firms are measuring themselves in much smaller strategic increments.

Key Performance Indicators (KPIs) and business targets used to change year-on-year. Today, they might be calibrated to change monthly, weekly or perhaps even on the basis of individual (tickets) activities relating to individual jobs.

Your next steps

The goal for any business should be to get to the point where they can use smart digital workflows to drive greater productivity, greater quality of all services and greater experiences for all employees.

We know that an increasing proportion of organisations are already examining where they can bring AI to bear and create new value in their business. We also know that many are already on that road and creating new applications and new experiences. Factors that matter most now include service quality, cost reduction, speedy delivery and the need for geographical availability for all new products and services. These are all the defining trends that should be shaping the way we develop new digital workflows that leverage AI and ML.

As vendors, we need to help businesses identify areas for improvement, not just before they start to lose profits and market share, but more significantly, before they start to actually lose contracts. There’s a new culture for predictive business strategy that we are underpinning and making possible.

Smart is smarter if it is more productive and creates greater experiences for everybody inside and outside your organisation. It’s where the smart money is, believe me.

Paul Hardy, Chief Innovation Officer, EMEA, ServiceNow

Paul Hardy, Chief Innovation Officer, ServiceNow

The Truth About AIs Impact on Jobs

By Allan Leinwand, CTO, ServiceNow                  

According to a recent report from PwC, AI is expected to raise the global GDP, in 2030, by 14% (approximately US$15.7 trillion). That being said, AI is seen by many as being either a hero or a villain. On one hand, AI is currently driving nearly every CIO’s agenda because it intelligently automates work processes, making it possible to do things that have never been done before. But on the other, many workers are scared of the rise of AI as they believe it is rising from humble beginnings to become a villain that will steal their jobs.

The truth is that some jobs will be lost, but many more will be created. It is important to understand that fundamentally, AI is not strong at creative, interpersonal or physical work. It will be used for “decision support, not decision making.” So lets debunk a few myths.

Reduce and Simplify

As workers, we want to use automation to get our jobs done. AI will free us from having to spend long hours analyzing data and invest that time in achieving a better work-life balance.

Information technology, manufacturing, financial services and human resources will all see significant improvement and productivity gains because of AI. These industries have many repetitive tasks that can be easily automated, helping workers become more productive. For example, AI can streamline the onboarding process of a new employee. It can alert HR when background checks are completed, and aid them with the creation of benefits packages and employment contracts. It can help IT order and provision new equipment. Similarly, it can help the employee complete and send tax forms and direct deposit information to finance.

The Mundane

Workers want to move to more meaningful roles. In fact, according to the Society of Human Resource Professionals, workers, particularly Millennials, want to “create outcomes within meaningful projects and may become impatient with mundane tasks.” AI can automate the more mundane tasks allowing for new jobs to be created that are more fulfilling, strategic and meaningful. AI can help workers be more productive and efficient at their jobs, while learning new skills. In addition, AI can help workers become better organized, reducing stressors, improving productivity and overall job satisfaction.

Financial compliance is a great example of this. Until recently, the creation of expense reports and review of submitted expenses was a very manual, mundane process requiring hours and hours of review. In the cases of expense report review, only a sample of expense reports could be reviewed in order to hopefully identify some patterns of fraud in submissions. Now, not only can AI generate the invoices, but it can sort through the hundreds of expense reports, invoices and other transactions and  identify potential areas of fraud, waste and mistakes by employees, vendors and others for humans to further investigate, saving their companies billions of dollars each year.

Customer Satisfaction

The idea behind AI is to create more satisfied customers. Because workers can focus more on the interpersonal and creative parts of their jobs rather than the more mundane, they will treat customers better. In customer support cases, this will be done by employing AI to identify and provide a solution for the issue and utilizing a human who can react to nuances for interpersonal communications. Customers will develop loyalty because their needs are met and issues are resolved quicker, more efficiently and with a personal touch.

Let me give you an example. Years ago, many companies implemented phone trees to help route support calls more efficiently. All of us have been frustrated to get to the end of the menu realizing that we must press “star” in order to go back to the previous menu in order to talk to the right person. While this is automated support, it didn’t employ a combination of people and AI to do so. Rather than having to press the right button to move forward, imagine answering a few questions at the beginning of the call describing what the issue is or what you want to accomplish, and immediately being routed to the correct person (yes, person) who will help you or to the right menu telling you store hours. This will speed up support, improve loyalty and create better satisfaction for customers.

Convenience

One of the biggest benefits of AI is the convenience to customers. AI allows nearly every aspect of business to occur faster, from identifying and fixing support issues so that workers don’t have to drive into the office on weekends to fix a server, to providing more accessibility to information, services and more.

As an example, there seem to be ATMs on nearly every corner in most major cities and more bank branch locations than ever before. However, bank teller jobs have not been eliminated because of the rise of ATM machines. Yes, there may be less tellers in general, but their jobs are more valuable to customers and their employers. When one walks into a branch at a bank, there are dozens of workers providing better value-added services with shorter lines helping customers to be more satisfied with the convenient service provided. More than likely the work these employees do have higher margins, enabling them to make more money for both themselves and their local branches.


Allan Leinwand - CTO - ServiceNow
Allan Leinwand, Chief Technology Officer, ServiceNow

In summary, while AI might result in loss of certain jobs, it is more likely that the amount of work each worker will need to complete will be reduced and simplified rather than eliminated. Employees will feel more satisfaction in what they do because they can focus less on the mundane and more on the strategic. Customer satisfaction will increase because customers will have more human interactions, faster, with people who know how to resolve issues they have. In addition, customers will have more convenience than ever before.

 

3 Reasons to Implement AI in Your Workplace

There are a lot of misconceptions concerning artificial intelligence circulating in public discourse. Classical works of science-fiction have taught us to think about A.I. either in terms of killer robots, god-like computers, and sly androids, or as the saviors of mankind in the form of automated workers, benevolent star-ship operators, or friendly house servants. The truth is, at least in the present moment, that contemporary artificial intelligence systems are much less proficient at things we thought they would be good at according to works of fiction. However, they are simultaneously pretty skilled and efficient at performing other kinds of tasks, albeit ones which are not as immediately awe-inspiring and spectacular. Also, they are an important part of the global IT economy, and according to this infographic are predicted to make a lot of money in the future.

There are many websites that deal with improving your business in different ways, such as Bootstrap Business, however, in this article, we will examine how artificial intelligence is being introduced into the realm of everyday business operations. While these applications of A.I. might not seem impressive at first, they are nonetheless transforming the way we work in important ways, and here is how.

Data-Analysis

One of the defining features of A.I., and computer science, in general, is the use of formal syntax. Code is structured according to a strict set of rules, which is what allows it to communicate with hardware in order to perform particular tasks. A beneficial side-effect of the formal nature of code is that it is especially suited for working on problems which are expressed in a similarly formal language. This is why computers are so good at doing math. A less obvious example of where the computational power of A.I. can be used is in the legal profession. The law is also a system of strict rules and regulations, which are expressed in precise terminology. This makes it suitable for machine analysis. For instance, court rulings can be analyzed for particular terms in order to find a common pattern, i.e. that cases which involve a particular offense are more likely to be resolved in favor of the defense. A.I. systems can go through millions of case files in a fraction of the time it would take a person, giving legal experts a powerful tool for understanding and predicting court outcomes.

Document Generation

Not only can A.I. assist with analysis, it can also produce data of the same kind it analyzes. By establishing that there are patterns in the way particular kinds of language are used, the A.I. gains the ability to mimic them. For example, if you feed a large number of similarly structured financial reports into an A.I. capable of machine-learning, it will eventually figure out how to write them itself. To give you an idea of how this works, imagine you have simple spreadsheet document with one column representing countries, and another representing their GDP. We can use this document to reach and express certain conclusions, such as that the GDP of the USA is bigger than Brazil’s for instance. However, doing this for every possible relation between the given data would take a long time to write for a person. Fortunately for us, an A.I. can figure out that the formal relation between columns can be expressed in a natural language such as we used above. This makes it possible to automatically generate things like financial reports, meteorological predictions, email invitations, etc. Should this spark your interest, a plethora of good advice can be found on Infinigeek.

Virtual Assistants

Another area where A.I. found its use is in automating standard office procedures. The functioning of every workplace depends on a host of repetitive activities which are not directly related to the services a company provides, but are nonetheless essential for everyday functioning. This includes arranging meetings, communicating memos, keeping track of case files, finding relevant documents, replying to common customer etc. This used to be the task of various middle management types, but recently virtual A.I. assistants have started taking over this line of work. Keeping track of important but uninteresting information is something A.I. excel at, and people find boring and mundane, so it makes sense to leave this kind of work to them. In other words, A.I. assistants can work in tandem with IT services departments to drastically reduce office busywork and red tape through technological means. This allows employees to focus on solving challenging, creative tasks, instead of concerning themselves with trivial work.

Conclusion

A.I. systems are making more and more inroads into the world of everyday work. And yet a lot of their potential still remains completely untapped. While it is hard to make concrete predictions about what the future holds for, we can at least be certain that it will involve more and more A.I. in the positions of fellow workers, instead of just tools.

Artificial Intelligence trends become today’s HR realities

Gartner Hype Cycle for Emerging Technologies, 2017

The emergence of Artificial Intelligence (AI) technologies in the past years has profoundly impacted a tremendous number of companies and sectors. Take the example of supply chain functions – these have been completely reshaped and fully robotized warehouses are now the new standard. In parallel, other support or corporate functions have also caught this technological wave, but not with the same speed and pace. Human Resources today are the perfect illustration: the shift towards Digital HR has started for pioneer organizations, but the majority of companies are still in the reflection and conceptualization stages. On one hand, there is an overwhelming feeling related to the immensity of ‘the possible’ in terms of HR technology offerings, and on the other hand, there is a need to answer growing expectations from an evolving workforce.

Today, HR C-levels are facing a common main equation: Ensuring that HR roadmaps will become even more relevant in the C-suite and help streamlining organizations while improving the employee’s experience.

But how are AI technologies concretely impacting the HR community?

Beyond the reflection and conceptualization stages mentioned earlier, AI is clearly acknowledged as a critical component of the future HR service delivery model. Most of discussions today are about how to incorporate chatbots, robots or other cognitive solutions within Human Resources departments.

Just to name a few examples:

  • Robotic process automation (RPA) is a new norm today. Any process optimization exercise almost always considers robotic automation as a solution. In this context, almost all HR processes are subject to automation. The main recurring ones that we observe are related to recruitment, core HR administration, compensation, payroll and performance, but all HR processes that require significant manual input are candidates for automation.
  • Chatbots are also getting a lot of traction. For example, in the HR space, chatbots are replacing traditional FAQs. Cognitive chatbots can also be trained by humans in order to improve their correct answer rate. This is a real game changer and robust accelerator to change the employee experience.
  • Robots are less and less considered as exhibition gadgets and can now be found in some HR front office departments.
  • Voice assistants on mobile for any employee, anytime, anywhere are becoming more common – say hello to the new HR ‘Siri’. A vacation request for example can then be part of a quick phone conversation, instead of several less efficient transactions involving HR systems and emails.

What we are observing, is that AI technologies are becoming fully embedded within the HR community. The initial doubts and fears have been overcome by most HR professionals and AI is recognized as a real added value to the employee. The HR operating model shift is ongoing and we are only at the early stages as the technological change is evolving at an exponential speed. Tomorrow new Artificial Intelligence offerings will emerge and will continue to reshape HR departments.

For more insights, please visit hr-jump.com

Author: Thomas Dorynek – Manager, People Advisory Services, EY

Thomas is a seasoned consultant with extensive experience in HR Digital Transformation projects. Views are his ownFollow @tdorynek

Why HR Must Take Ownership Of Data To Survive

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The jobs market remains buoyant, emphasising the need to increase efficiency in hiring processes and improve retention levels but without taking responsibility for its data, achieving these goals will remain elusive and threaten HR’s survival.

The Recruitment and Employment Confederation’s (REC) Report on Jobs last month revealed that permanent placements rose at their highest rate in over two years in July while the availability of temporary and permanent candidates dropped again. An increase was also reported in salaries for all new hires.  

This news comes as the CIPD reports that analytics and AI were named as two of the top three most disruptive issues facing HR during a panel debate at the University of Bath. The contingent workforce was the third. ‘Ownership of data’ was highlighted as a specific issue as the nature of the jobs market and the working environment are both relentlessly disrupted by technology. CIPD Chief Executive Peter Cheese also observed a ‘complacency’ surrounding technology.

Taking ownership of data

Without taking ownership of data it is impossible to understand what is happening in your hiring process or improve falling retention levels among new hires. This is a particular problem in the UK as nearly half of all employers are failing to address the impact automation and AI will have on their business.

In order to avoid a complacent attitude towards recruitment data, adopt the following three steps:

Align your recruitment planning with business objectives: Talent acquisition strategies should be aligned with the overall objectives of the business but nearly a third of hiring teams don’t have a strategic workforce plan according to a Korn Ferry report. Collaboration is essential to implement effective talent planning and must be supported by technology.

Use applicant tracking software: The first step towards effective use of data is the implementation of a modern recruitment management system yet nearly half of employers don’t use applicant tracking software in their recruitment strategy. Without it, gaining an accurate understanding of what is preventing your business from hiring talent is impossible. Vital recruitment metrics enable HR to evaluate and improve hiring success yet too many hiring teams lack this vital knowledge.  Evidence based decision making is critical to creating a talent acquisition strategy that works.

Acknowledge the mobile job search: Only just over a quarter (28%) of companies use mobile technology in recruitment yet the rise of mobile job search is one of the most prominent tech trends affecting talent acquisition. By integrating a mobile responsive hiring process your ability to hold on to the qualified candidates in your recruitment funnel will improve – it is a straightforward step available through your recruitment software.

Improving the effectiveness of HR

Additional issues complicate HR’s ability to take ownership of its data.  The effectiveness – or otherwise – of HR functions also affect this area. 

A new survey from ViewsHub found that HR departments in technology companies were rated as the least effective and notably below the industry average. Professional service companies and retail also recorded low rankings which were based on three key criteria, namely, the ability to get things done, their technical ability in their jobs and their responsiveness to other teams. HR functions in the travel and food sectors ranked highest in the survey. 

Again, a move towards data driven recruitment can improve the perception of HR across an organisation:

Become more agile: An article in the Harvard Business Review, suggests that a lack of agility is holding back HR’s ability to adapt to disruptions. It proposes that HR should operate in ways that respond to ongoing changes in culture and working style – which includes developing a tech-centric culture. This is evident in tired recruitment processes that bear no resemblance to the job search habits of today’s candidates and are based on assumptions that the labour market still favours employers. An agile HR function increases efficiency in hiring and ultimately productivity. Relinquishing your reliance on manual recruitment processes will enable that and improve the ‘effectiveness ranking’ of HR departments which are struggling to respond to the needs of their business. 

Use data to understand the jobs that make a difference: McKinsey suggests that 5% of jobs create 95% of the impact within an organisation. Those exact jobs are different for every company. HR analytics will help your business to identify your roles which fall into the 5% category and focus on sourcing the talent for those positions  – and improve the effectiveness of HR. Taking ownership of data and avoiding complacency around technology is key to this. 

Take ownership of your data. Invest in world class recruitment software used by some of the world’s leading organisations to manage their entire talent recruitment systems. Contact Advorto today.

This article first appeared on Advorto's blog.

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An AI Intern For Your Recruiting Team

An AI Intern For Your Recruiting Team

Building a Chatbot, a GIF by Wanda Arca on Dribbble
Source: Wanda Arca via Dribbble

As a recruiter, have you ever had an intern?

It’s awesome. They take on many of the tedious administrative tasks that typically take up so much of your time. They assist with everything from processing applications to coordinating interviews and compiling applicant profiles for hiring managers.

Ah, the luxury.

Then they leave for the Summer. Suddenly all those tasks are put back on your plate. You now have to cut back on one-on-one time with candidates. You’re back to scheduling interviews and filtering through application after application. Gone are the days of complete, uninhibited focus on building relationships with candidates. Gone are the days of getting ahead of your hiring managers’ needs.

But with AI interns, you get the best of both worlds.

Artificially Intelligent (AI) interns share many of the qualities of their human counterparts, except they’re in it for the long haul. AI is impressionable, sponge-like and eager to learn. With AI interns, you get all the benefits of having human interns and none of the downsides. AI doesn’t take lunch breaks or Summer Fridays.

This is what inspired our beta testing program, aptly titled the Wendy Internship ProgramWendy is our conversational AI chatbot for recruiters. Wendy is young and eager, like an intern. She melds seamlessly into your existing workflow, easing burdens and lightening your workload along the way.

As a first round interviewer, Wendy helps recruiters engage and qualify candidates by chatting with them after they apply. This chat occurs via SMS/Facebook Messenger or our web app, and is similar to an initial phone screen. Here’s an example of Wendy initiating a conversation with Katie, a Software Developer who applied to a role at ACME:

An example of how Wendy starts a chat with an applicant
This an example of how Wendy starts a chat with an applicant.

Like previously mentioned, Wendy is young and impressionable, so this is your opportunity to shape her to your needs as a recruiter. Wendy…

  • Allows for more data-driven decision making — Wendy is able to gather information not found in applicants’ resumes. With these enriched applicant profiles, you can make more informed decisions about who to interview.
  • Increases your bandwidth — Rather than going through countless email exchanges and phone screens, you can allocate that time to other areas, like sourcing and building candidate relationships. Wendy also handles many administrative tasks, like scheduling and updating applicants.
  • Improves applicant engagement — Because Wendy can engage every single applicant, applicants no longer experience the “ATS black hole.” Unlike humans, Wendy never sleeps — meaning she can screen applicants at any time of the day and even on holidays.

We are currently filling out our Wendy Internship Program and looking for the next class of companies who are excited to help us train Wendy. If you’re interested in adding Wendy to your team, sign up here.

About the Author:

Bailey Newlan is the Content & Growth Marketer at Wade & Wendy, a New York City-based startup on a mission to make hiring more human. Wade & Wendy is a conversational engagement platform for recruitment automation. To connect, reach out to Bailey via LinkedInTwitter or Medium.


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Greenhouse + Interact

Interact by Xobin, an AI based assessment platform, announces integration with Greenhouse

Leading AI based assessment platform from Bangalore announces integration with the top ATS provider in Silicon Valley.

Greenhouse + Interact

Bengalūru, September 1, 2017 — Interact, the leading AI based smart assessment platform from Xobin, and Greenhouse, the world’s leading recruitment platform, today announced an integration. This integration adds intelligent proctored assessments in every software skill for human resource professionals using Greenhouse’s platform.

Hiring doesn’t have to be crazy. All growing tech companies run into the same fundamental problem while hiring — UNCERTAINTY.

  • Uncertainty about the quality of hire
  • Uncertainty about the team fit
  • Uncertainty about time and money spent.

Interact makes creating and conducting online Assessments easy for recruiters. Its secure environment verifies the integrity of the submission with the keyword pattern analysis and eye motion tracking. Add that to the fact that recruiters can send out invites to all their prospects in a single click, and Interact becomes doubly efficient. With a Candidate Journey and Code Playback, recruiters will have the same degree of trust as if the test was taken in front of their eyes. This removes the necessity of a secondary verification of skills. Thus, saving loads of time per hire, freeing the schedule up and improving productivity. This also ensures that only the most qualified candidates end up being hired.

“Interact is a platform for secure and fast hiring. It uses AI to block improper test attempts. This gives candidates the comfort needed and the recruiters the authenticity they need”, says Guruprakash, the CEO of Xobin.

He further adds “It is exciting to be partnering with Greenhouse and seeing our mutual customers benefit from this combination of tech. Our customers were able to allocate more recruiting resources towards sourcing, improving the overall quality of candidates being evaluated and getting through the Interact Assessments. Thus saving their valuable time.”

Dane Hurtubise, the VP of Platform and Partnerships at Greenhouse had similar things to say about the integration as well, “Candidate integrity and authenticity are two major factors for making impact hires. Interact’s smart assessment platform enables our mutual customers to automate the process of verifying candidate ability and integrity in a single step, saving both recruiter and candidate time and energy. We are thrilled that Interact by Xobin is joining our community of partners!”

About Interact

Interact is a comprehensive recruitment suite for companies to find the right tech talent in a secure, authentic and super fast manner. The AI powered Platform uses Pupil Tracking and Keying Pattern Analysis to ensure Candidate integrity while taking an assessment. With a vast library of application and coding based questions, Interact helps recruiters create assessments that are tailored for the candidates and helps them find the best fit for any given role.

About Greenhouse

Greenhouse Software designs tools that help companies source, interview, hire and onboard the right talent. Headquartered in New York City with an office in San Francisco, Greenhouse was founded by Daniel Chait and Jon Stross. Recognized as the 2017 Best Place to Work in the U.S. by Glassdoor, the Greenhouse team currently works with over 2,000 of the world’s most innovative people-driven companies, including Sony, Airbnb, Slack, TIME Inc. and more.