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As the current pandemic continues to wreak havoc around the globe, organizations are struggling to not only survive the crisis but also thrive in the post-crisis world. As we wade through the changing dynamics of work, there is an increased curiosity regarding the kind of skills that will be relevant in the future.
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As we know, robots are eliminating the jobs of many skilled laborers and growing a more technological workforce. Speeding up the process, the pandemic caused a surge in digital transformations that kicked off in 2020 and shows no signs of slowing.
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With human interaction at an all-time low during the pandemic, artificial intelligence (AI) stepped up to the plate to fill the gap and get jobs done safely.
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We need a mindset change on how we approach not just technology, but also people and processes in the workforce. Despite the prevalence and perceived threat of technologies which can upend how we earn a living, industry leaders recognize the importance of their people more than ever.
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Before the “information age” of today’s contemporary society, we saw the birth of mass production with the Industrial Revolution of the late-19th and early-20th centuries.
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As emerging technologies shape the contours of the economy, HR must respond to evolving business needs with talent strategies to ensure the workforce of the future is equipped to thrive.
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Every profession has a reputation, an instant association and judgment of character, all in line with our personal experiences. Nurse, lobbyist, banker, car salesperson, city council member; each carries a certain set of expectations on their traits, whether they deserve it or not.
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Chatbots have been the latest craze of the modern days. We see a gold rush of companies trying to become the first in their field to successfully deploy a bot. A great proof is a report by Forrester Research revealing that 57% of the companies worldwide are either using chatbots already, or are planning to do so.
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Interviews are incredibly intimate and vulnerable moments in the hiring process. They are stressful for candidates and time-consuming for hiring managers. And with today’s renewed focus on DEI initiatives, companies are looking for ways to reduce biases and make their hiring more inclusive.
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