Everybody loves a good artificial intelligence story. Buzz about robots overhauling the job market by 2030 has created quite the stir online. Is your job next on the chopping block?
Recently The Economist took a look at the Future of Jobs, publishing a list of jobs and their likelihood of becoming seized by robots (or “fully automated”). As a Sales VP or hiring manager, should you be afraid for your job? For the time being, the answer appears to be no.
A quick look at the list of jobs and their probability of computerization highlights a clear distinguishing trait among low probability jobs: a human element. In comparison to auditing and telemarketing, dentists and trainers provide a service that is extremely difficult to replicate using algorithms alone. Sales recruitment is no exception to this rule. While most hiring managers would rejoice if aspects of the hiring process were automated, most industry thought leaders agree, the end-to-end process could not be replaced by a computer.
So which pieces can go? Adam Vaccaro of Inc.com took a look at the efficiencies to be gained in partial-automation of recruitment. First, the ability to expedite the early, monotonous stages of hiring. Major headaches for sales recruiters often include sifting through resumes and tedious screening calls before they’re able to narrow down the candidate pool. Another desirable trait is the ability to “predict success in a given role”, an invaluable capability for an industry driven by sales and hard data. Along with the emergence of big data and its potential, tools specializing in people analytics are beginning to hit the market, offering the ability to identify top talent in these early stages.
Sharlyn Lauby, the president of HR consultancy ITM Group and author of the HR Bartender blog, put it well in her advice to Inc., “When you automate the right tasks, then it frees up time to do the in-person ones better.”
Time saved for yourself is money saved for your company when it comes to the expensive recruitment problems sales teams face. What aspects of the hiring process would you like to bypass?
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