If the top agenda of a CHRO (Chief Human Resource Officer) is all about hiring, appraisal and attrition-numbers; that CHRO may not belong to the new breed of HR leaders very soon. Because CHROs are not boardroom furniture pieces anymore. They have become extremely relevant and strategic in the new war zones of business excellence.
There was no guarantee that an applicant who performs well in the qualifying rounds showcased the same attributes in performance as an employee. With AI, this is changing fast. A skill gap is a difference between skills offered by the applicants or employees and the skill sets wanted by the employer. Skills are a bridge
Pipes choke. Pipes go silent. Pipes run into tunnels. Can HR afford to lose grip on the applicant tracking pipeline with the pressure of talent acquisition, alignment, experience and retention? The recruitment exercise may start with a huge funnel, but sooner or later that funnel has to go narrow and stop at a granular-level filter.
It is not just about better speed but about better precision that makes AI so relevant for the recruitment processes and hiring techniques. It is hard to ignore the buzz. AI is in the air, whether you are ordering food from home, walking in a subway, reading about a surgery, listening to a new song