The Agile Workforce

Organizations looking to optimize their recruitment function through use of digital technologies often get to hear terms like Intelligent Automation (IA) or Smart Automation (SA) from marketing honchos and are promised the world through leverage of these technologies. However, most of the leaders are no wiser after hearing these market pitches and some of them even waste millions of dollars in implementing these technologies without low or no success. The issue lies in the limited understanding of these terms, what does they entail and what should be the nature of use and implementation which can result in ultimate success of these automation initiatives. Intelligent or smart automation can be considered as a set of new and emerging technologies such as Robotic Process Automation (RPA), Natural Language Processing (NLP) and machine learning. These different set of related technologies combine to achieve IA. IA can be leveraged across different parts of the rec...

Talent analytics has been in vogue for quite some time now. It is being used in every conversation related to talent insights and is being touted as silver bullet for talent acquisition woes of enterprises. However, when you talk to enterprises, majority of them are just skimming the surface, when it comes to obtaining the relevant insights and benefits from their talent acquisition analytics. Enterprises tend to focus on getting just the first order insights such as 10% of positions were not filled on time. They don’t look for the why of it or bringing out the second order insights. For the example discussed above, enterprises don’t look for insights on why these positions were not filled on time. Either they don’t want to go into the “why” or the “root cause analysis” or they do not have the requisite data or skillset for obtaining these insights. However, they need these second order insights to improve their recruitment function. The question that arises is – “How these ente...