AMS’ Post

To unlock the true potential of organizations in this digital age will require a fundamental shift in how companies think about tech talent and skills development. David Shrier, Professor of Practice, AI & Innovation at Imperial College Business School shares his insights with AMS’s Claudia Nuttgens and Erica Titchener. #Talent #TalentAcquisition #HR #Hiring #Recruitment #Staffing #Tech #Technology #AI #Skills #Skilling #TechSkills

To unlock the true potential of organizations in this digital age will require a fundamental shift in how companies think about tech talent and skills development. David Shrier, Professor of Practice, AI & Innovation at Imperial College Business School shares his insights with AMS’s Claudia Nuttgens and Erica Titchener. #Talent #TalentAcquisition #HR #Hiring #Recruitment #Staffing #Tech #Technology #AI #Skills #Skilling #TechSkills

To unlock the true potential of organizations in this digital age will require a fundamental shift in how companies think about tech talent and skills development. David Shrier, Professor of Practice, AI & Innovation at Imperial College Business School shares his insights with AMS’s Claudia Nuttgens and Erica Titchener. #Talent #TalentAcquisition #HR #Hiring #Recruitment #Staffing #Tech #Technology #AI #Skills #Skilling #TechSkills

To unlock the true potential of organizations in this digital age will require a fundamental shift in how companies think about tech talent and skills development. David Shrier, Professor of Practice, AI & Innovation at Imperial College Business School shares his insights with AMS’s Claudia Nuttgens and Erica Titchener. #Talent #TalentAcquisition #HR #Hiring #Recruitment #Staffing #Tech #Technology #AI #Skills #Skilling #TechSkills

To unlock the true potential of organizations in this digital age will require a fundamental shift in how companies think about tech talent and skills development. David Shrier, Professor of Practice, AI & Innovation at Imperial College Business School shares his insights with AMS’s Claudia Nuttgens and Erica Titchener. #Talent #TalentAcquisition #HR #Hiring #Recruitment #Staffing #Tech #Technology #AI #Skills #Skilling #TechSkills

Upskilling is not only critical for individual workers, but it is also becoming an organizational imperative for business growth in the age of AI. As companies shift their focus from traditional qualifications to skills-based hiring, they unlock a vast global talent pool. This approach allows organizations to tap into diverse expertise and perspectives, driving innovation and adaptability. By embracing upskilling initiatives, businesses can cultivate a workforce ready for tomorrow's challenges. This investment in human capital pays dividends in: 1. Increased productivity 2. Employee retention 3. Competitive advantage It's a win-win scenario where businesses access fresh talent and workers find new career paths. In the AI era, BarRaiser's Interview Intelligence platform helps recruiters promote continuous learning and skill development, putting them in the best position to thrive in an ever-changing business landscape. Book a Demo - https://lnkd.in/g_ZfCxCA

Why the skills-based approach to talent management is more than just a trend…👇 ➡️ As #HRtech evolves to take advantage of AI and ML capability, skills becomes the ‘common language’ for talent management; recruitment, L&D and career progression. ➡️ Job titles and job descriptions are often ambiguous and inconsistent so the data cannot be translated as a ‘common language’. A job title in one company can be very different in terms of tasks/responsibilities to the same job title in another company. ➡️ By using skills as a way of understanding an individual’s capability, it enables an organisation to be more agile by having visibility on people’s skills to assign them to business critical tasks and fill skills gaps without going external. ➡️ Skills data has the potential to be less bias depending on how talent practices are designed. Rather than using more bias data points such as degree data or level of seniority which are tied to systemic biases, decision-making based on skills data has the potential to be more agnostic. ➡️ Again, depending on how systems are designed, skills data enables organisations to become more adaptive through learning from employee skills profiles and recommended skills that are inferred from the data. It’s not a simple change to move to being skills-based, it requires transformative thinking and collaboration to skills map across your organisation. However, with the direction of HRtech and talent management, it’s worth considering as the rationale behind this trend is more than just a phase! #skills #skillsbased #talentmanagement #skillsbasedhiring #recruitment #learninganddevelopment #careerdevelopment #skillsmapping #artificialintelligence #diversityequityandinclusion

Organizations will have to reevaluate how they approach hiring, training, and upskilling as #genAI finds its way into modern business strategies. Shifting to a skills-based hiring mindset will be crucial to keep pace with emerging tech in the future. https://trib.al/QrPw94y

The Future of Talent Acquisition….. Reflecting on a great Talent Insights Live event today courtesy of Join Talent with key note speaker Katie King, MBA Lots of great debate and discussion on the role TA “MUST” play in supporting both AI evolution and adoption. To much to transcribe, but 3 key takeaways I’ll be mulling over for a while. 1. With AI optimising many technical elements of TA, will we actually become a more rounded human centric function, with an increased requirement for “soft skills” including business partnering, influencing, and collaboration? 2. The new big shiny toy is already here and will evolve regardless, but what thought is there to what’s left behind after many processes have been AI’d? How does TA and HR support the potential skills and knowledge gap needed for jobs of the future. 3. What risks and opportunities are there for TA to set its own direction and governance for the use of AI in an unregulated industry (eg. TA has no formal CIPD equivalent). Interested to hear if anyone’s already tackling the above, or other hot topics. Thanks again Stephen Reilly for the invite 👍🏼 #ai #jointalent #talentacquisition

Rapid advances in AI and automation are disrupting industries and making some jobs obsolete. This skills gap will only widen as technology progresses. This massive shift is agitating for both employers and employees. Workers fear their skills becoming irrelevant. Companies worry about executing strategic plans with a workforce lacking the required competencies. The solution lies in workforce planning. Identify needed skills, pinpoint gaps, align employee aspirations, and develop tailored learning paths. This allows you to upskill and reskill talent into future-proof roles. (GoFIGR does this for you automatically 🚀) Companies that fail to analyze competencies and cultivate talent will be left behind. Their people and plans will become obsolete. Start planning now. (P.S. GoFIGR can help 😉) #SkillsPlanning #AI #TalentPlanning #TalentAcquisition #EmployeeGrowth #GoFIGR