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for business leaders to consider the introduction of AI-led infrastructure as an opportunity to improve existing, outdated, and sometimes archaic processes and message the benefits of these changes down to their managers and employees.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.

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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.

Future of Work Trends, Part 5: Tech in HR, Human vs. Machine

Future of Work Trends, Part 5: Tech in HR, Human vs. Machine

Tech vs. Human in HR

Human Resource forms one of the most important parts of any organisation. It is one department which deals with employee recruitment, management, appraisals, payroll etc. Every day they have a hell lot of work to do from lining up candidates for vacancies, taking their interviews, maintaining policies and HR records, handling employee concerns, administering compensation and company programs, etc. All of these activities were done manually before the introduction of low-cost cloud-based services. Nowadays in various organisations, the HR department is automating many of their daily activities.

A growing trend of more and more HR activities moving online is the talk of the season. The rise of cloud based services has enabled HR to off-load much of their mundane work increasing efficiency and saving time. With the rise of new technologies like Big Data, Cloud Computing, etc. the HR world is changing forever. Many companies are using these online services to manage their HR resources function which has made it easier to track employee performances and training programs.

Employers are now taking their HR functions online with the help of cloud based services, customised mobile apps and social media. Employees now have more power over various things like punching in for work, accessing their salary slips & attendance records, requesting for leaves, etc. Various companies are using messaging apps like Slack, Google Hangouts and similar tools to create a group of team members to discuss the project work and official matters.

In various mid scale companies, employees are directly coordinating with their HR over these various chat or messaging bots for their general concerns like benefit programs, compensations, PF settlement, etc. Various companies now enable their employees to make use of their smart phones, where employees use their touch screen finger-scan to punch in their time which is connected to the attendance records. Employees can use the company’s employee portal to login into their dashboard to apply for medical benefits which were previously done by filling huge forms and submitting it to the HR.

So, whether you are looking for a job, considering a career change or want to get into freelancing, these trends will help you plan better for your career. Rapidly changing technology will bring more trends which will change the entire perspective of workplace and employment sector for good. And whilst all this automation is great, there is always something fascinating about the perfect balance especially as within people related jobs automation is great to support mundane tasks or make paper processes online and manual, but it is not good when distressed employees are managed via bots online or job loss news is received in very inhumane or impersonal ways via the same systems and online tools.

With this blog, we end our series on the future of work, we hope you enjoyed reading them all and if you missed any of them you can check them all out on our website or via this link. To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch.


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Saudi Vision 2030 on the Agenda for Inaugural HR Tech Saudi Summit 2017

Leading HR and IT decision-makers will gather to discuss next generation HR challenges and new frameworks proposed under Saudi Vision 2030.

HR Tech Saudi Summit

Dubai, August 31 2017 — As the Fourth Industrial Revolution continues to transform the workplace with Artificial Intelligence (AI) and Automation becoming increasingly prevalent across industries, Dubai-based B2B event specialist QnA International, has unveiled plans for a first-of-its-kind summit to discuss the unique challenges this will place on HR and IT departments in Saudi Arabia.

Being the only event dedicated to HR Technology in the Kingdom, the HR Tech Saudi Summit, taking place 20-21 November 2017 in Riyadh, will unite HR executives with the IT industry in Saudi Arabia at a time when the Kingdom is making significant investments in leading technology solutions, in line with Saudi Vision 2030.

QnA Director Mr. Sidh N C

Sidh N.C., Director, QnA International, said: “The debut of the HR Tech Saudi Summit comes at a time when Saudi Arabia is moving towards digitization and hence uniquely placed to welcome the collaboration between the HR and IT capabilities. The summit is the first of its kind in the Kingdom to address the technological revolution underway in the workplace and debate how best to harness its capacity for the success of business in the public, private and government sectors”

In line with Saudi Vision 2030, the Kingdom has pledged to increase investments in technology in order to continue leading the digital transformation of the region. Under the King Salman Program for Human Capital Development, 500,000 government employees will receive training to upskill by 2020. All Ministries and Government institutions will be required to adopt best practice in Human Capital Development and other organisations will be tasked with enhancing engagement and the employee experience.

Enabled by mobile, remote and real time connectivity, digital HR processes now reach beyond payroll and data capture to incorporate functions such as interviewing, performance management and KPI review. The technology exists for employees in larger organisations to share concerns and feedback, or even complete training remotely, through mobile video.

Sidh N.C. added: “With discussion focusing on the latest HR technology trends, innovations and disruptive ideas, the HR Tech Saudi Summit will help leaders from the HR and IT departments to collaborate on effective solutions to modern human challenges.”

The launch of HR Tech Saudi Summit, follows the three successful editions of HR Tech MENA Summit in Dubai. The 3rd edition of HR Tech MENA took place in May 2017 under the theme of Revolutionizing the Future of Work with discussions ranging from the challenges of rapid technological developments to the need for enhancement of workplaces.

About HR Tech Saudi Summit

Reshaping the Kingdom's Workplace

The HR Tech Saudi Summit is the only initiative that brings together HR and IT professionals from the unique business landscape of Saudi Arabia, on a singular platform, to discuss the newest trends, ideas and disruptions over a period of two days exclusively dedicated to and focused on HR Technology.

Technology today has revolutionized every step of our lives and Human Resources is no different. The influence of technology on our evolution is paramount to making it imperative for HR to keep abreast with newest developments.

Today, HR is en route to becoming smart HR. Concepts such as bog data, cloud, social media, mobility, and gamification are today’s buzzwords and every organization is keen to embrace them in tackling the key issues of talent acquisition, talent management, change management and employee engagement.

Organiser: About QnA International

QnA International

QnA International creates and delivers business learning and development exchange platforms through B2B conferences, bespoke events and trainings. The company also has an expertise in outsourced sponsorship sales and key account management.