Charity Digital – Topics – Exploring Artificial Intelligence and Talent Management

Artificial intelligence (AI) will continue to be used The main technological trend across the charitable sector in 2023 as organizations look to find new ways to efficiently support people.

Artificial intelligence and machine learning are essentially ways in which computers can perform tasks, learn, and continually improve processes.

This is already used in power Chatbotswhich can respond effectively and efficiently to people’s issues, providing support and forwarding complex concerns to specialists along the way.

Artificial intelligence is also used by civil society to Support the weak in their own homes to better manage their health and care – or through The use of drones To monitor and analyze natural environments.

to me National Council of Voluntary Organizations (NCVO), 5G mobile technology is set to make artificial intelligence more accessible in the future.

Organizations are increasingly looking to use AI to improve their talent management, improve recruitment and retention of employees, and help effectively integrate them.

Here we take a look at how charities can use AI to hire the most talented staff.

Artificial intelligence in recruitment

During the COVID-19 pandemic, video interviews and online chats have been popular due to social distancing guidelines restricting face-to-face contact.

After the health crisis, recruiters are still using online technologies to interview employees and using artificial intelligence to analyze results.

The use of AI, facial expressions, eye contact, tone of voice, and word choice can be analyzed in interviews.

In addition, artificial intelligence can be used to analyze a candidate’s digital footprint across social media.

Another use of artificial intelligence in Recruitment is to identify skill gaps within the organization and help ensure they are filled with strong candidates.

Artificial intelligence in the search for talent

to me ResearchEmployees spend nearly a third of their week searching for candidates for a single role. Some spend 20 hours a week headhunting.

Artificial intelligence can greatly speed up this process by creating data about potential candidates and finding the best potential interviewers for jobs.

Woo Among the many recruitment platforms that use artificial intelligence to find candidates. Research into its use found that employers accepted it More than half of the candidates It is brought up by its own AI tool. This compares to only 20% among traditional human-led headhunting methods. It is also better than the 2.5% of applicants who respond to job postings on job boards as being suitable for the interview.

Artificial intelligence in the setting

Onboarding is the process of integrating new team members into an organization. Charities can use AI to help automate repetitive tasks used for all employers and to personalize the experience for new employees to ensure they are integrated into the team that best fits their needs.

This can give a great impression to new employees as the AI ​​can help speed up the repetitive tasks involved in onboarding. The chatbots used can give employees instant answers to their questions, saving them time.

The AI ​​can also learn from the setting within a charity, highlighting errors where some operations were missed and ensuring they are not repeated.

It can also keep track of documents or other preparation materials that have been read and handled, as well as collect electronic signatures when tasks are completed to avoid the need for Human Resources (HR) staff to follow up.

Artificial intelligence in human resources

Another use of artificial intelligence is indoors Talent management It is to help HR staff improve the work environment for employees, which in turn improves their retention rates. Artificial intelligence can be used to analyze data such as employee surveys.

HR professionals can also use AI for career development and training, which will also help with employee retention. This is especially important for younger employees as research has found Generation Z Workers can change jobs up to 10 times between the ages of 18 and 34.

The ways AI can help improve career development is to personalize training, so it fits each employee’s goals and skill gaps. This can help show employees that the employer values ​​them. The AI ​​can also map career progression, giving them clarity on their ambitions at work and how they can best be achieved.

AI to remove bias

Another benefit of using AI in talent management is the removal of bias in the hiring process.

The charitable sector has unfortunately suffered from a poor track record of diversification in recent years. For example, the 2022 report by campaign group Race report It found that only one in 14 employees and leaders at an environmental charity are from an ethnic or minority ethnic background.

AI can help remove biases from the hiring process by automatically highlighting and eliminating human bias, based on race, gender or age for example.

Tools that incorporate AI can also use data to find candidates by predicting the best potential recruits based on the needs of each role, rather than any bias or assumptions. This will help ensure that recruits are hired on merit only.

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