In an HR world where the average organization’s HR tech stack can feature more than 30 systems according to some estimations, a bit of talent orchestration and AI-driven interoperability wouldn’t go amiss. Enter, companies like HiredScore.
UNLEASH was lucky enough to speak to HiredScore CEO and founder Athena Karp at this year’s Las Vegas event back in April, who kicks off our interview with a quick overview of their client base and how they are getting on.
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Most of our clients are Fortune 100, Fortune 500 global organizations, so you can really see with workforces of, on the small end, 25 to 50,000 and on the average, 100,000+, just how big the scale and scope of human capital challenges are and how dire the need and benefits of AI can be.
A few great examples of ways that it’s not just about AI and HR, it’s about how AI can enable new HR operating models and what we’re seeing that it unlocks. One great example is how we turn internal mobility from an ’employee finds their new job’ or ‘manager helps them find the new job’ to the ‘new job finds them’ in their place of work via Microsoft teams. So our orchestration, understanding and connecting the HCM (human capital management) data, the ATS (applicant tracking system) data, and the employee experience layer, and meeting people where they are to recommend them new jobs, new opportunities, new courses that would in the future unlock that.
And then updating back all those systems of record for a holistic end-to-end, connecting recruitment, talent management, learning and training, succession planning, and, a data and system strategy across the company.
Changing the future of work
One of the great things about being best in class and solely focused on being an AI solution, I think there’s a lot of companies that are building systems of record or systems of engagement, which prevents the agility and speed that we have to take our AI, apply it across any system, across any data and any process, to actually solve problems of HR that require explainability, transparency, compliance.
The way I think about it going forward is evermore exciting. I think the world is open and interested to how we can rethink how employees, how managers consume and are enabled with HR services, and I think we’ll see a revolution of rethinking not just processes, but rethinking the benefit that you want to get.
So the purpose of HR is to help me know what are my options? Great. The purpose of HR is to help me as a manager backfill my vacancies and know what’s coming next on my team. Or the purpose is to help plan, re-skill, up-skil,l the org aligned with talent supply and workforce demand needs.
So there’s no constraint to all the types of problems we can solve with a flexible AI orchestration engine as long as we stay true to the compliance, the explainability, and the fairness aspect of that and be very judicious in what do we augment, what do we keep manual? Where do we drop to the human decision versus what do we automate versus just sprint to automate everything or sprint to apply AI everywhere.
