Source | LinkedIn : By Sunil Bagai
Late in January, as covered by VentureBeat, Accenture released its annual forecast report. As one would imagine, the global technology consultancy discussed the increasing digitization of the world, both in business and personal realms. Obvious trends showcased the rapid development of machine intelligence, advances in automation and the unstoppable expansion of the Internet of Things (IoT). However, this year’s report struck a surprising chord. With the understandable fears of robots replacing humans, a sort of neo-Luddite sensibility has been gaining momentum. That’s why Accenture’s latest research provides a fascinating twist: “We are beginning to see the emergence of technology for people, by people — technology that seamlessly anticipates our needs and delivers hyper personalized experiences.” Artificial Intelligence (AI), IoT and design thinking will be the drivers. They are also critical transformations that will shape the staffing industry. Let’s explore the possibilities and see how we can create a future that Accenture dubbed “Technology for Humans.”
The Digital and Human Disruption
“Digital disruption has a new direction,” Accenture proclaimed in the preamble to its report. “We’re using technology to disrupt ourselves.” What does that mean? That the emergence of new technologies is people-centric. It’s designed by people, for people. In the staffing industry, this concept is paramount. We’re a people business. And to unlock the full potential of an intelligent, digital HR ecosystem, we should be concentrating on these wider trends, embracing them and then transforming them into realities.
“The pace of technology change is breathtaking, bringing about the biggest advancements since the dawn of the Information Age,” said Paul Daugherty, Accenture’s chief technology and innovation officer, in a statement reported on by VentureBeat. “As technology transforms the way we work and live, it raises important societal challenges and creates new opportunities. Ultimately, people are in control of creating the changes that will affect our lives, and we’re optimistic that responsive and responsible leaders will ensure the positive impact of new technologies.”
Artificial Intelligence and Machine Learning
“With machine learning, we can discover unforeseen connections and create unprecedentedly detailed and accurate models and predictions,” writes Sami Viitamaki for VentureBeat. “Google has learned to magically discern what we want from the first word we type. And IBM is now building macroscopes that learn in infinite detail how massive systems, from cities to natural ecosystems, work.”
Viitamaki wisely points out one of Google’s earlier forays into machine intelligence. Yet as we discussed in November, Google has expanded its capabilities and tailored solutions that bring machine learning to the staffing industry. Google’s Cloud API provides recruiters, hiring managers and other users with the most relevant search results and recommendations. The API relies on Google’s advances in machine learning to understand how job titles and skills correlate. It then compiles the data to determine the closest match between job content, location, and seniority.
Google is not the only technology pioneer to begin introducing AI to human resources. We’re also seeing a surge in developers launching chatbots, akin to Amazon’s Alexa, that facilitate informed decision-making for recruiters and talent.