AI Is Reshaping Talent Mobility

In a business climate that rewards agility, companies that can shift gears quickly and respond to emerging demands for talent possess a massive competitive advantage. The talent landscape is in flux, and one phrase is on the tip of everyone’s tongue: artificial intelligence (AI). Much of the media attention on AI focuses on its potential to eliminate existing jobs. What is often left out of the narrative is AI’s additional potential to create new job opportunities and assist humans in almost every industry. The World Economic Forum predicts AI and automation will create 58 million new jobs by 2022. Not only will AI drive demand for talent as the decade progresses, it will also play a greater role in helping recruiters, talent managers, and HR professionals find and manage the right people. AI hasn’t yet realized its full potential in talent mobility. Companies are still conducting cost-benefit analyses to decide how it fits into their business strategies and digital roadmaps. However, AI has already made significant inroads by efficiently handling routine and administrative tasks that touch on talent mobility, thereby freeing personnel up to make more strategic contributions. For example, many organizations have already implemented AI to handle tasks related to taxes and immigration, domains in which it is important to keep tabs on the locations of employees and their work-related activities. AI streamlines and simplifies tracking and reporting processes, helping employers stay compliant with regulations across localities and contributing valuable data employers can leverage to identify trends. AI applications also help employers capture data in time and expense documents, improving accuracy across the board. Finance, recruiting, and acquisition specialists use AI to analyze massive datasets for insights, and talent mobility professionals are starting to apply the same tools to parsing external and internal data to find the right candidates for global roles. Prospective employees’ digital footprints include experience, skills, know-how, and potential, all of which are directly relevant to finding the right fits for open roles. This information helps organizations make decisions about bringing people to jobs. It also helps companies determine where the greatest concentration of needed skills is, which can inform decisions about opening new worksites. AI applications are commonly used to streamline decision-making for external job candidates, but they can also be used for internal talent mobility tasks. Companies are integrating AI into internal HRIS platforms to create data-rich employee profiles.

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