Preparing for the AI Race: Smart Talent Strategies for the Future
Explore how Gen AI transforms work and talent management.
Dwayne Allen, senior vice president and chief technology officer of Unisys, says that to reap the benefits of Gen AI in the ever-evolving digital workplace, companies need to properly support and prepare their current and potential employees.
Generative Artificial Intelligence (Gen AI) is one of the hottest topics in corporate America, and as industries become more intrigued by the potential AI capabilities, interest grows in exploring how it can transform the way we work. However, organizations will struggle to successfully adopt these capabilities if their employees lack the appropriate training, skillsets, and infrastructure needed to keep up with advancements driven by Gen AI and realize the full benefits. Although not every business fully understands AI technology and how it will impact their operations, the demand for AI is increasing, and with it, so is the need to hire, train, and retain top talent to stay competitive.
To meet this demand, the technology industry is making significant AI-related investments in two main areas: automation of project-driven tasks and talent upskilling and recruitment.
Using AI to Drive Employee Productivity and Satisfaction
With the evolution of digital workplaces, it is critical that companies set their employees up for success. Employee engagement and satisfaction are ongoing challenges, and in some cases, they are heightened by changes caused by remote working, such as collaboration and workloads.
Hybrid work’s strain on the employee experience has the potential to negatively impact talent recruitment and retention. However, tools like Gen AI can help mitigate this effect by improving employee productivity and satisfaction—in fact, nearly two-thirds (62%) of employees say having the right technology was highly motivating.
When deployed correctly, Gen AI capabilities can help support current employees and attract strong new hires. Below are a few use cases across the industry that illustrate how companies are taking advantage of this potential.
- Talent management: Many companies are implementing AI software, assistance and support to aid in recruiting and candidate screening processes. This may include algorithms that highlight job matches or remove unconscious bias in job descriptions. This technology can also transform the internal talent management process by identifying qualified current employees for open roles and creating lateral and growth opportunities for those already within the organization.
- Offboarding and onboarding: AI can also minimize the impact of employee departures during the offboarding process. The technology can automate the steps needed to protect against loss of intellectual property, remove access from systems and networks, collect employee feedback, and manage knowledge transfer—protecting the employer and reducing strain on other employees. Then, once a new hire is identified, AI can help accelerate onboarding, training and other preparation—saving time and effort for the rest of the team.
- On-demand assistance: AI can also help employees troubleshoot work issues through virtual assistants and chatbots that can quickly respond to questions or conduct research. According to Unisys report, this can minimize time waste and reduce frustrations, which is a huge potential value-add as nearly half the workforce (49%) loses between one and five hours per week dealing with IT issues.
From leveraging predictive analytics to identify patterns and correlations around an employee’s performance and engagement to providing support to help solve basic IT issues, Gen AI utilized surrounding specific use cases can drive internal outcomes.
The Need for Talent Upskilling and Recruitment
The speed of AI advancements has naturally created a notable challenge: hiring, training, and retaining people who have the appropriate knowledge and expertise. Companies are rightfully cautious as they invest in Gen AI due to the uncertainty around its capabilities, advancements, and risk. Because of this, employees sometimes lack clarity on the new technical skill sets required for a potential role in AI.
To attract and retain AI-ready talent, companies must excel in a few core areas. By understanding the unique needs of AI talent and offering an impressive employee value proposition, companies can build a long-term AI advantage. It’s critical to have a concurrent approach of finding the talent already aware and able to utilize Gen AI in creating solutions while also investing in training for existing employees.
The following are several best practices in terms of helping enterprises optimize their workforce both in the deployment and training surrounding Gen AI.
- Embrace Internal Mobility: Companies can first look to their existing workforce to identify talent well-versed or passionate about AI, then offer to help move them towards AI-focused roles. Plus, identifying this existing talent is even easier when leveraging AI itself in the process. The technology can scan the employee population for potential candidates based on skills, experience, and other criteria that may make them well-positioned for roles in AI.
- Invest in Continuous Learning: According to a recent survey from Unisys, the top challenges organizations face include keeping teams up to date on new skills and technology (40%), knowledge transfer of employees replacing talent, and technical skills changing over time (32% each). Literacy is a mindset, not a one-time training session, and companies can keep talent from fleeing by offering accessible micro-learning modules, online courses, and mentorship programs to keep them up to date on AI trends and applications relevant to their roles. This also enriches the job experience, which helps with retention.
- Foster a Culture of Experimentation: Companies can encourage employees to explore AI’s potential within their specific departments by supporting pilot projects, among other ways to spark creative uses of AI. This will foster innovation, unlock new ideas, and identify hidden talent with a natural aptitude for AI.
- Partner with AI Experts: Although internal development is crucial, there’s no question that some expertise requires external support. While there is an industry-wide push to invest in and develop AI applications, 55% of enterprises still fail to understand the ethical implications surrounding AI. Companies can collaborate with AI consultancies or universities to fill skill gaps and stay ahead of the curve.
- Showcase Your AI Vision: Lastly, businesses can attract top AI talent by highlighting their commitment to AI innovation. By publicly sharing their AI strategy, ongoing projects, and the impact AI is having on their business, they demonstrate a forward-thinking environment that will appeal to those passionate about the field.
The race for AI leadership won’t be won solely by acquiring the latest technology. It will also be critical to build a human workforce that can harness its potential. By prioritizing internal mobility, fostering continuous learning, and embracing experimentation, employers can cultivate an AI-enabled workforce that drives innovation and secures a competitive edge for future generations to come.
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