AI, Machine Learning, and Quantum Computers will render most jobs obsolete, but these same technologies will help everyone work more creatively in the future.
Bernard Marr, a futurist and an internationally best-selling author, in a Forbes article titled ‘The Future Of Work,’ describes that work in the future will require completely different skill sets from what we need now.
Creativity, empathy, emotional intelligence, critical thinking, imagination, future vision, and communication are some of the skills he lists.
These are the skills which machines are not too good at right now — skills requiring intelligence which humans possess and machines can only be programmed to mimic.
It is no coincidence then that these exact skills are ‘hard’ to find in a person without having a face-to-face discussion.
It is hard, not impossible!
Machines can help in deducing the information available and furnished by a person. It can analyze and create new sets of conclusions. But machines fail dramatically in understanding the way humans feel and connect with different people and collaborate.
Deloitte has a whole collection of articles in their insights section dedicated to ‘The Future Of Work.’ Industry experts and researchers discuss how the technology will elevate human effort to heights never seen before. A common theme running through the discussions there is the optimism about the future of work.
It [future work] would be more engaging and collaborative, and less repetitive. Making everything humans work on produce better results.
Here are some interesting discussions from the Deloitte Insights:
- Skills change, but capabilities endure
- The path to prosperity: Why the future of work is human
- The future of work isn’t scary, but it is misunderstood
All these discussions have one more thing in common — people take center stage of the conversation. Finding people who would possess above-listed skills and people in general for any presumable future work will be a challenge.
There would be a stark shift in the way talent is sought as more and more work would get automated, and less human effort will go into repetitive work. This will, in turn, change the way hiring processes look throughout industries.
The last couple of years have really started to put a finer point on it [remote work]- for humans what is the work we do? And it’s really starting to do the stuff that we want to do, that we’re good at doing — understanding other people, thinking creatively, and solving problems.MAGGIE WOOLL – LEADS RESEARCH ON THE FUTURE OF WORK AND LEARNING AND HUMAN POTENTIAL FOR THE ‘CENTER FOR THE EDGE’ AT DELOITTE
Finding people to work full-time would also become a challenge. In emerging nations, there is almost a 30% increase in people inclined more towards gigs than full-time employment. This is only set to increase in the future.
If you put 15 CEOs into a room and said, “You can’t come out of that room without agreeing on what are the top two or three pain points you face as a CEO,” I’m convinced that one of those three, if not the number one would be “I’m scared I’m not going to be able to find talent over the next three to five years to meet my company’s goals.”JOBVITE CEO DAN FINNIGAN
The solution then, it seems, will emerge from technologies that will try and emulate human interactions. Technologies that will be human-centric and which would be able to converse with humans on a fundamental level will help find talent.
Hiring solutions that would find the skill sets needed for the future talent will not only be desired but necessary to keep up with business requirements and pace.
Emotionally Intelligent ATS’s
52% of Talent Acquisition leaders say the hardest part of recruitment is screening people from a large applicant pool.
Introduction of Artificial Intelligence (AI) and machine learning into hiring processes will speed up recruitment. It will enhance the process by allowing smarter evaluation of resumes, better communication, effective sourcing, and detailed analysis of the recruitment process. It will automate time-consuming and repetitive tasks and improve the quality of hiring by matching the job requirements with the candidate’s data.
Machines will also talk to people the way people do. This is the very essence that will make or break a hiring process in the future. An ATS could be the bridge that joins smart screening and timely communication with the candidates.
Fundamentally any successful hiring process embodies flawless communication and clear understanding. And ATS’s of the future would be key to it.
AI-powered ATS is thought to reduce the hiring cost by 75%. Recruiter chatbots capable of human-like conversation on a fundamental level will provide real-time interaction. They’ll be able to provide feedback, describe job requirements, and give suggestions to the candidates, all without them knowing that it is a chatbot on the other side.
The ATS of the future will have emotional intelligence, and more than that, will connect with the candidate, understand their emotional state of mind, and have empathy. All of this without any intervention from a human.
These technologies will bring a fundamental shift in the way we see work and hiring and will produce results we can’t even start to imagine.