Job interview (Photo: ShutterStock)
Towards the end of 2022, a visible technological revolution of commercial and private use of artificial intelligence began.
The private user and even the professional freelancer were given access to various engines, which in turn ran at superhuman speed on endless databases of text, images and other information from all over the web.
The result is products that aim to improve the right lobe of humans.
Articles, designed images, posters, videos, official letters, legal documents, designed landing pages, websites and digital stores, market research, business plans, and any content for which until the end of 2022 it was acceptable to pay a creator, analyst or developer, is given today, In 2023, to produce in a few seconds based on language models based on the cumulative knowledge of millions of people, trillions of gigabytes of digital information, and countless past successes embedded in information sites on the web.
If someone has done it before us, publish it and make it available online and it works, it's in the crosshairs and at the disposal of some AI engine.
How is this technology going to be used by the B2B market, the companies and the employers, and are these equal-breaking tools in the delicate balance between employer and employee?
We will review three expected trends.
First trend - lists of efficiencies and cuts
Artificial intelligence engines based on optimization models produce redundancy lists in companies and produce layoff lists.
In the local league, we have been reading and experiencing waves of layoffs of dozens and even hundreds of employees in leading companies in the economy in recent months.
This is undoubtedly a trauma on the agenda of the industry, and it does not only happen in the National League.
In the game of the greats, the international league, there are waves of layoffs in the order of 5 digits: 12,000 laid off at Google, 11,000 at Microsoft, 18,000 at Amazon, 10,000 at Apple, and as of now, no one knows what is happening in Elon Musk's empire (Twitter, Tesla, etc.) .
An American corporation cannot produce a layoff list of this magnitude in a few days, because it has processes and procedures, knowledge management, feedback and opinions of direct managers and sectoral managers.
It is true that firing an individual employee in corporate America is a procedure of a few minutes, but producing a horizontal optimization list in the organization, or by its surreal name, "elimination list", is an action that is in itself a project with milestones, goals, resources, dedicated committees, subcontractors and professional consultants.
This is where artificial intelligence enters the picture, rents data, analyzes it, and produces a concise output of insights for application.
The AI engine does not care if the organization has tens or hundreds of thousands of employees and whether it is necessary to streamline thousands or tens of thousands of standards and jobs.
Unlike flesh and blood managers, he also has no sentiments for anyone and relies solely on the good of the company.
This technology has a language model and conditions, access to databases, processing power and a clear query, and it will produce a list with priorities and weights, reasons and justifications, references and performance documentation, on the same day, as well as the correct legal output that the employee will receive by email alongside all the paperwork required by law in the dismissal process .
Second trend - bots for negotiation needs in the HR field
Already today there are dedicated websites for running bots for C2B needs in order to carry out regular and official negotiations or inquiries between the user and the service provider. This can be a government website or a commercial bot. Recently, the donotpay.com company launched a bot for these needs. As early as the end of 2022 we could run it on a dedicated
website A bot that will wrangle for us with the post office or customs in order to release a package we ordered from a retail site and got stuck somewhere in customs or shipping. There is also a bot trained to wrangle for us with the cable companies, streaming and internet providers, with one dedicated language model for a support representative and another language model for a customer retention representative or manager.
Can a bot negotiate and negotiate the terms of employment between a candidate and an employer?
Probably in 2023 this will be possible.
In the end, the standard of a position has threshold conditions and there are compromise conditions.
The employer knows what he wants and what he doesn't want, why he agrees and why he doesn't agree, it's a pretty simple algorithm.
The same goes for the candidate, who strives for certain employment conditions such as salary, social conditions, and the scope of remote work, but is willing to compromise on other things such as eligibility for funds, mobility, vacation days and bonuses. The ping-pong on the subject is quite banal and quite exhausting, and honestly,
also Quite unnecessary, because if we let the bots do the negotiation, we can achieve optimization quite quickly and quite easily, just like in the B2B model that already exists today.
Third trend - sourcing automation
Sourcing is a field in human resources that deals with all the early stages of the recruitment process, from finding suitable candidates to recruiting them for the desired position in the company. So how do you locate suitable employees? In 2022 we did it mainly in an analog way: job
ads, a friend brings a friend, word of mouth, search and a review in relevant media such as LinkedIn and academic networks, advertising in dedicated WhatsApp groups, using communities and the oldest trick in the book - a job tab on the company's website. In 2023, the name of the game
is automation. During the year, it is expected that data tools and dedicated artificial intelligence engines will enter the market for the purpose of mining information from databases Visible information such as social networks and informative websites, performing automatic sorting according to job conditions and dictated requirements, and ranking the candidates (who do not yet know they are candidates) in descending order, along with a reference and link to their email address or their LinkedIn chat box.
All this magic happens in a few seconds by running search engines like the Manatal.com website, a paid software that allows human resource managers in organizations to sort and catalog potential job candidates.
These tools cost quite a bit of money, but save valuable time for the recruiters, whose cost is much higher than the software licenses.
In conclusion
The delicate balance between employer and employee or candidate is undergoing extensive digital transformation.
The key to the revolution starts from the horizontal change that is happening in the labor market in light of the recent slowdown, and is maximized by the automation tools, bots and AI engines that are flooding the industry and the ecosystem.
The year 2023 began with a boom on these two fronts and all that remains is to lean back and predict in real time how it will progress and what will be born of the combination of a transition from a market of workers to a market of employers.
Rotem Mi-Tal is the CEO of Asgard Systems Ltd
Marketing and digital
Recruitment and career
Tags
The labor market
artificial intelligence
Working
Human Resources
Personnel
human capital
Dismissal