Jason Averbook

Automating the resume screening process with machine learning is crucial for modern HR teams. It not only saves significant time by quickly identifying the most qualified candidates but also enhances the fairness of hiring practices by minimizing unconscious biases. This data-driven approach ensures that hiring decisions are based on objective criteria, leading to better recruitment outcomes and a more diverse and inclusive workforce. As a consultant, helping HR teams implement and trust these systems can transform their hiring efficiency and effectiveness.

To leverage technology for better performance evaluations: Use online software to track goals, feedback & reviews Have employees & managers collaborate on SMART goals aligned with company objectives Gather 360-degree feedback from peers, reports & colleagues Integrate real-time data & metrics from other systems to measure KPIs Utilize AI to surface insights & detect bias Conduct frequent lightweight check-ins, not just annual reviews Provide mobile access for easy participation Choose digital tools that fit your org's needs & culture. Tech can greatly improve the efficiency & impact of performance management when used strategically.

To assess an AI team's strengths and weaknesses, combine technical skill audits with a focus on collaboration, communication, and adaptability. Evaluate technical expertise in machine learning, data analysis, and coding through project performance metrics. Add surveys or feedback sessions for insights on teamwork, problem-solving, and innovation. Encourage self and peer assessments to understand interpersonal dynamics and professional growth needs. In team meetings or one-on-ones, blend technical skill gaps with soft skills development, emphasizing continuous learning. This holistic approach ensures both technical excellence and strong, cohesive team dynamics.

To tailor learning interventions, first categorize digital skills into topics and identify suitable online resources like courses, webinars, podcasts, videos, e-books, blogs, or newsletters. Then, offer these options to your team, allowing them to select based on their learning preferences and needs. Implement a flexible learning management system where team members can choose their learning pace, schedule, and mode while ensuring they meet expected outcomes and deadlines. Regularly track progress and gather feedback to adjust the learning plan as needed. This approach not only personalizes learning but also boosts motivation, engagement, and ownership among team members.

To assess digital literacy in an HR organization, start by designing a survey or quiz based on frameworks like the Digital Competence Framework for Citizens or the Essential Digital Skills Framework. Tailor the questions to reflect the specific digital skills relevant to your team's roles. Additionally, conduct interviews or observations to gain deeper insights into each team member's skill level. Compile and analyze the data to identify strengths, weaknesses, and training needs. Use these insights to develop targeted learning plans that address gaps and enhance digital competencies across the team.

The focus has to be driving both efficiency and effectiveness. This enables strategic and efficient sourcing. Examples include Boolean search engines to combine keywords for targeted findings, talent aggregators that compile profiles from multiple sites, web scrapers and AI models that match/rank candidates. These tools widen the funnel, identifying more viable people compared to manual efforts alone. They reduce repetitive tasks, allowing recruiters to focus on connecting with and screening the best individuals. With reach across various sources like job boards, LinkedIn, Github, publications pages and more, sourcing tools provide efficiency, quality and choice.