The issue on the exploitation of workers has been in the news quite a fair bit recently and one of the results of which is the introducing of new legislation in certain states to regulate the labour hire industry. What does this mean for businesses utilising labour hire workers and the providers of these resources?…
The signs are clear. A.I.-powered recruitment technologies are rapidly proving themselves to be very effective tools in the Talent Acquisition (TA) space and if you haven’t gotten yourself acquainted with them, you must now. In what is becoming an annual pilgrimage, I was at the HR Tech conference in Las Vegas again this year checking…
The signs are clear. A.I.-powered recruitment technologies are rapidly proving themselves to be very effective tools in the Talent Acquisition (TA) space and if you haven’t gotten yourself acquainted with them, you must now.
In what is becoming an annual pilgrimage, I was at the HR Tech conference in Las Vegas again this year checking out the latest in recruitment and a session involving cosmetics giant L’Oréal and A.I.-powered chat bot Mya really hit home for me about the use of the technology.
It is great to see that A.I. is still attracting huge interest in the US as this vindicates our decision to run our entire ATC conference earlier this year around this theme. However, what interests me more is how the conversations on A.I. are already starting to shift.
It is no longer a question whether A.I. can help recruiters become more efficient, the numbers provided by L’Oréal has shown that it does (the numbers below), but the conversations are now around how we can maximise the ROI from using this technology.
Left: Eyal Grayevsky (Mya) | Right: Niilesh Bhoit (L’Oréal)
Cover image: Shutterstock
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