Part 1
Enterprises are going through a major transformation both in terms of how they work and how they build high performance teams. A key driver for this change is the velocity with which they are required to adapt to change internally and in the marketplace. There is an urgency to quickly increase hiring and upgrade the skill set of teams to embrace the new modes and technologies required to deliver business requirements. Constant innovation in the marketplace is also forcing companies to change their recruiting and retention methods.
This need for high velocity hiring and the requirement to scale the talent pool has forced us to embrace Artificial Intelligence (AI) and Machine Learning (ML) based tools. We have to think of talent in the context of both the enterprise and the individual. The right solution would match the enterprise requirements with the right talent by using a model built on multiple variables. Manual recruiting methods do not scale to solve this problem and lead to a mismatch between the candidate circumstances and enterprise requirements. That in turn leads to wasting valuable time that the hiring teams should be using to drive business outcomes.
By automating the decision process to combine the various factors to drive the suggestion for fit, we can assign the right resources in positions that make them and the enterprise successful.
Another key requirement to achieve velocity in this fast moving market is unblocking the barriers that slow down the hiring process and impact the overall experience. Robotic Process Automation (RPA) based on-boarding eliminates the blockers and enables the creation of high performance teams on demand.
The combination of both AI/ML for recruiting and RPA for faster on-boarding are techniques that cannot be ignored. Companies that master these techniques will achieve the velocity required especially in large federal programs that require rapid recruiting and on-boarding to build successful teams.
As a GovCon we are investing in using AI/ML capabilities for driving innovation and continuous improvement in the areas of recruiting, on-boarding and retention. Please watch this space for the next part of our three part innovation series that focuses on transition and delivery.
