When Yuval Noah Hariri said, “history is accelerated”, how accelerated is HR progression? When many are predicting AI is taking control of many business aspects, has it taken over you, yet?
In Recruitment, how do you do culture fit evaluation? If you are still digging social media for candidates’ values and digital habits, you are outdated. Some companies have tried digging further by scraping data from messenger conversations of the candidates. It is not the actual conversation they are looking for. It is the aggregation of the conversation that shows your inclination like other marketing big data.
Then, how is AI-enhanced psychometric is taking over job-fit placement? The AI-enhanced psychometric is linked to social media big data to increase the accuracy of conventional psychometrics. However, these are external data being compared to other external data. It may improve placement, career planning, and employee engagement but it is missing the final piece of the puzzle. How can you fully understand your employee’s potential if you are not digging into the head of your employees are the candidate you are prospecting?
People are hiding their true selves on social media. This is the main reason social media big data cannot be a reliable source. Moreover, there are more people aware that their data is being used for other purposes such as politics, and even recruitment. The pool of data is shrinking. Its reliability and validity are low. Soon, social media big data will become obsolete.
Companies are turning their heads into a social-media-like corporate platform where all employees are required to update their working life in such platform. The platform is the driving force in this Gig Economy and Work-from-Anywhere (WFA) era where employees and freelancers are in almost every business process. Though this platform will take over many HR Administrative tasks, the employee’s interest in updating their work progress in such a platform is still low. One multinational company in Indonesia had only 3-4% of their employees updating their work life on the company’s platform. The number is growing with engagement programs through this platform and meetups. Very soon it will be the big data source of understanding your employees.
There is a ground-breaking technology invented by Soul Machine, New Zealand. Soul Machine intends to bring AI to the next level. They are creating the EI (Emotional Intelligence) machine called Digital People. The more you are interacting with these Digital People the more they understand your emotional pattern. This ability allows them to adjust their avatar’s facial expression and verbal pattern to create deeper connections and engagement. These can replace tedious HR relation services with an AI Avatar that answers queries and complaints wholeheartedly 24/7. These Digital People will understand the mood of the caller and respond to it accordingly. Best of it all, this AI Avatar speaks the language of the caller because it is multilingual.
For HR managers, AI paves the way to time and productivity savings alongside an enhanced employee experience. AI relieves HR of its repetitive, time-consuming tasks. The complicated payroll for a multinational company can be simplified using AI analyzing and recommending the most suitable payroll system accordingly to each country. Corporate learning will be adapted to individual employees learning habits and needs. Those will be cramped into HR big data for people analytics and it will make your HR-AI be smarter and more accurate. algorithmIt also means that HR managers and staffs, as well as other teams and managers, can focus on more complex assignments.
When you are free from HR administration, you are moving to create experience and engagement for your employees. McKinsey reported that many HR leaders have shifted to thinking more about creating an engaging experience for their employees and freelancers. You can now tackle the rising issues in HR, e.g.: silent quitting, more humane termination due to digital transformation, and more strategic issues as talent become the center of business strategy.
Once again, a lot of things are happening in the front stage of your employees. The front stage can be rehearsed just like any other show. To understand the inner system of the human mind that underlies the behavior and competency of your talents, you need to go to their backstage. You need to have a metric for their brain at work and possibly the outside-office life of your employees. People are already researching how to understand employees from inside their brains. In Vanaya NeuroLab, we are studying the brain using quantitative EEG to unfold the brain capacity and signatures of your candidate and employees from their backstage or their brain. It is called Neurometric – a neuro analytics of talent potentials, which is an interplay between the big data of brain electrical patterns and machine learning algorithm. The applications are endless.
Neurometric provides a window to elicit why some talents are able to outperform others despite receiving similar learning and development programs. It is able to predict how agile they may respond to future disruption. It can also detect whether your whole existing employees are having their brains in sync while working together as a team. Neurometric will help you to detect who is the potential leader of a new team based on the brain-to-brain interaction of the team members. Moreover, this pool of Neurometric® data of your employees will give you the actual reference for your culture-fit in recruitment, corporate culture development, and adaptation to the core values. Your talents will also be able to understand their pattern of thinking, feeling, reflecting, doing, and decision-making more precisely, so that they can adjust their inner systems to a more productive way.
Having the big data of talent’s brain potential across the organization will put HR at the center stage of the company’s strategy. You will know all the buttons and the gizmos to push to drive change in your company to answer the new challenges your company is facing. All your HR decisions and strategies will have strong scientific evidence with high predictability and accuracy. Then, you, as the HR leader, can get closer to the future of HR with the right technology. How close you are to the future of HR depends on how you make a decision today.
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