The Robots Are Coming – in a Good Way: AI and the Future of Recruiting

June 3, 2019 Lauren Brown

Walle

2-minute read

“At the end of the day, people are the ones who have the knowledge. People are the ones who are going to get things done,” said Monica Lewis, head of product for LinkedIn Jobs, in the latest episode of Workhuman^® Radio (you can click the player above to listen to the full 25-minute episode).

Monica was talking about how she loves the focus on human connections at Workhuman^®Live, but much of the conversation in this episode revolves around AI and its role in the future of recruiting.

At LinkedIn, a Workhuman® customer, Monica was able to find a place where the work she’s doing is connected to purpose. “We’re focused really squarely on how to help make the world’s workforce more productive and successful.” And as part of the talent solutions team, the challenge of matching tens of millions of job seekers to tens of millions of roles really gets her excited. “I think the reason we're investing so much in AI is it's a really challenging problem to solve.”

And speaking of AI, the robots are coming – but in a good way, she says. In fact, based on the consensus of institutions like the World Economic Forum, tens of millions of new jobs will open up even over the next couple years as a result of automation.

She has a lot of insightful comments in this episode, but here are my three favorites:

“Automation is helping take some of those more repetitive, predictable tasks off our plate and we're actually seeing the demand for abstract thinking.”
“I think it's also not just about who the candidate is today, but who they want to be in the future.”
“You never know where that next opportunity is, whether you're looking to grow your business, to grow your team, to find a job. You know, the first-degree network is powerful, but the second-degree is just a multiplier.”

Feel free to reach out to Monica on LinkedIn – she loves connecting with humans, hearing ideas, and having conversations.

How AI Can Influence Diversity and Inclusion (For Better or Worse)

Workplace Predictions for 2019

Modern Recruiting Starts with a Story

About the Author

Lauren Brown is the senior copywriter at Workhuman, writing everything from emails and landing pages to all the signage at Workhuman Live. In her free time, she writes novels, shops vintage, and throws epic dinner parties.
More Content by Lauren Brown

Workhuman Book Club: "The Trust Edge" by David Horsager

Today, traditional leadership hierarchies are being replaced by networked, social organizations. In these s...

Webinar: How to Build a Culture of Gratitude (And Why It's So Important)

Workhuman data scientist Alan Medinger and HR business partner and Sharon Pollard will share how gratitude ...

Great content straight to your inbox... Subscribe to the blog today!

First Name

Last Name

Company

Country

State

Company Employee Size

Thank you!

Error - something went wrong!

Return to Home

Resource Center

The Robots Are Coming – in a Good Way: AI and the Future of Recruiting

About the Author

Previous Article

Next Article

The Robots Are Coming – in a Good Way: AI and the Future of Recruiting

About the Author

Previous Article

Next Article

Most Recent Articles

Think about the difference between being forced to assimilate into a culture vs. being a stakeholder in creating it. This is where we experience many of the benefits associated with inclusion.

Does your organization see kindness as a weakness or an asset in leadership? The answer will differ depending on your work culture.

Dan Heath is a firm believer in the power of moments and how they can transform not only customer experience, but also employee experience, patient experience, or even family experience.

Just as companies are dedicated to supporting other underrepresented groups, they need to make a concerted effort – beyond Veterans Day – to become “veteran-friendly” organization.

While the D&I conversation often focuses on ethnicity, Workhuman Executive Forum attendees touched on inclusion challenges, including navigating old boys’ networks, hiring veterans, and LGBTQ allies.

We chat with Robin about creating human workplaces, helping entry-level and front-line employees, and why honesty and fairness are the future of HR.

The research on the business value of trust is undeniable, but there’s one simple daily task that illustrates what the lack of trust costs an organization.

Jennifer outlines a multistage model – the Inclusive Leader Continuum – to help leaders and employees understand their current state, anticipate next steps, and create an inclusive culture.

How do we create a workplace where people feel seen and included? Take employee recognition out of a hierarchical structure and empower everyone to express gratitude and call out good work.

For organizations that evaluate performance on a yearly basis, performance review season can be scarier than Halloween.

Bullying. Abrasive feedback. Discrimination and harassment. These toxic behaviors are all too well known in American workplaces. What’s less understood is the cost in terms of dollars and cents.

Just like old habits, institutionalized biases die hard, and reaching a future with complete gender parity is going to take time, an open dialogue, and some irrefutable facts.

At the Workhuman Executive Forum in London, Gary Hamel said to bust bureaucracy we need to stop permitting "creative apartheid" and preventing people from bringing their gifts to work.

No job is perfect. But there are five steps you can take to rise above a toxic workplace and be the change agent who can make a difference.

Priya has worked on race relations on college campuses and on peace processes in the Arab world, southern Africa, and India. Her TED talk on transformative gatherings has more than 1.5 million views.

Creating a workplace that’s free from discrimination and harassment takes constant vigilance. "We have to shift the way we look at each other, treat each other, and work within our organizations.”

As a Select partner, more than 40% of Workhuman customers – which have invested in social recognition – use Workday Human Capital Management (HCM). That number continues to grow.

No matter how much an employee is given – whether merit increase, retention bonus, or annual bonus – the lift in energy and engagement only lasts about 3-4 weeks. Crowdsourced pay changes that.

Boss's Day is a day for employees to thank their bosses for being kind and fair throughout the year. I would argue a boss who wants their people to appreciate them for being fair and kind is toxic.

We are in the midst of a trust crisis in the workplace. Yet trust is essential for organizations to grow, evolve, and succeed in a competitive market.