President & CEO, SHRM, F500 Board Director
Be honest. Do you miss any of these old methods? Candlelight ➡️ electricity Telegraph ➡️ radio Paper maps ➡️ GPS Yeah … me neither 😅 But once upon a time, people feared these changes. And today, many professionals fear AI. It’s true. AI is going to change the world of work as we know it. So, are we going to embrace it … or fear it? As #HRLeaders, we can shift the mindset from panic ➡️ positive. We simply must provide: ⏺️ Training ⏺️ Reskilling ⏺️ Access These three things will give your employees the COMFORT to start experimenting with AI … the CHANCE to stay competitive … and the OPPORTUNITY to take your business to the next level. What are you doing to help your team embrace AI? #SHRM #HumanResources #ArtificialIntelligence #FutureOfWork #HRLeaders #SHRMAIHI
Great point! I remember people saying the internet would take people's jobs. Maybe it did, maybe it didn't...but it created millions of jobs for the people who embraced it!
My concern with AI usage in recruiting is who designs 'machine learning' to evaluate candidates and potentially reject candidate opportunities based on what criteria? Are these decisions being made by quants, who are experts in data analysis, or by PhD Psychologists, who have a deep understanding of human behavior? Understanding the expertise behind AI decisions is not just important, it's crucial. It's the key to ensuring a fair and transparent recruiting process. With all the talk on LinkedIn about DEI, moving to skills-based analysis versus resume analysis, and offering opportunities to people who have been out of the workplace for an extended period or job skippers. We must recognize the potential negative impacts of utilizing an unknown software product that could delete people from the hiring process, possibly every hiring process if the same software platform is utilized at other employers where they apply. The landscape of AI guidelines is becoming increasingly complex, with states and even cities introducing their own regulations. This poses a significant challenge, especially for employers with a presence in multiple legal jurisdictions, each with its unique set of AI guidelines.
Great points! While I think AI is great, I think it’s worth noting that AI can’t replace human interaction. I know many people who fear it because they’re afraid of it replacing humans in the workplace. Personally, I love AI for automation and using it as a tool when I need it. For example, I use Fathom.ai to record my meetings, take notes, summarize info, and create action steps. This has completely changed the efficiency of my meetings and note-taking and has allowed me (and my team) to relax and be present during video conferencing. I'm linking my affiliate link here for anyone who wants to try it out for free. If you upgrade to Premium, you'll get 3 months of Premium for free! :) https://fathom.partnerlinks.io/0lvmsbmowauy
We need to share the WHY and the benefits of AI. It’s not about fear but persuasion skills leaders must have at their disposal. It’s how the first technological devices were sold to the masses. When we learned how computers can help us in our daily lives, we embraced the changes and were open to more advanced technologies.
Embracing AI starts with giving employees the tools and confidence they need. Training and access are crucial for staying competitive!
Reliance on automation is likely what caused this CrowdStrike issue. For some things, I've used AI to generate content, and it was fine, at first. Later on I found content being generated was not what I wanted, and often is already posted all over, which requies a lot of manual fixes and/or adjusting the AI. There are, of course, many other great uses for it, but I think it should come with some oversight. Being relevant in society, especially as a business, means keeping up with the times. So, it's best to embrace the change; you're right!
Providing training and reskilling opportunities is key to helping employees embrace AI. It's all about creating a positive and supportive environment, Johnny.
Thanks for sharing great topic It’s essential that we guide people to embrace AI and its potential benefits. However, as human resource professionals, we must also emphasize the irreplaceable value of human interaction, collaboration, and communication. While AI can enhance efficiency and provide valuable insights, the human elements of empathy, creativity, and emotional intelligence are crucial for building strong workplace relationships and fostering a positive organizational culture. Additionally, AI does not inherently address Diversity and Inclusion (D&I). From my position and experience, D&I requires a nuanced understanding of cultural dynamics, individual experiences, and systemic biases that AI algorithms might not fully capture. Human judgment is essential in recognizing and addressing these subtleties, ensuring that D&I initiatives are genuinely effective and inclusive. It’s about finding the right balance between leveraging technology and maintaining the human touch that defines our professional interactions and collaborative efforts. Don Martinez MCC, ZLC
Tech Data Administrator at City of Chicago
1moAll facts, ready or not here AI come.