Artificial intelligence (AI) is set to transform the workforce, re-shaping how talent is sourced, developed, and utilised. By leveraging AI, organisations can enhance recruitment, personalise employee development and boost productivity. It is key that ethical and social considerations also come into play given the profound impact of AI, as it will inevitably create both opportunities and challenges for employers.
To mark London Tech Week and one of its key themes, Fiona Moignard in our Tech Team shares some of the main ways that AI is playing a role in the future workplace.
Sourcing talent
AI-driven tools have been assisting the recruitment process, enhancing efficiency and streamlining the overall operation. Advanced algorithms are used to sift through large volumes of CVs and applications far more efficiently. The tools can identify the most qualified candidates by analysing patterns in work history, education, and even social media activity. AI has been said to assist with the elimination of bias in hiring, by focusing on qualifications and experience, thereby promoting diversity and inclusion within the workplace. However, AI is not bias-proof, and it has the risk of perpetuating human biases and violating anti-discrimination laws. AI learns from existing data and mimics human behaviour, which inevitably contains inherent biases. It will take a lot of time, and trial and error, to ensure that AI is eliminating discriminatory hiring practices, rather than inadvertently reinforcing them.
Recruiters are also using chatbots to provide candidates with a point of contact and immediate answers throughout the hiring process.
Perhaps the biggest change in the recruitment process is the use of AI to conduct video interviews. AI algorithms analyse candidate responses, both verbal and nonverbal, in real time. This can include measuring response time, speech patterns, and facial expressions. Predictive analytics can be used to match candidates with jobs based on their behaviour and responses during the interview.
A risk with this is the removal of the element of human emotion. AI could misinterpret an interviewee’s facial expressions, body language or vocal inflections. This can remove human sympathy for anxiety, and potentially discriminate against different cultures, or disabilities, leading to unfair judgements. There is also some concern regarding the ability to distinguish different responses that may be displayed due to gender identity, ethnicity, socio-economic and other reactions to certain questions, and/or the interviewer’s impression on the interviewee.
Workplace productivity
AI can significantly contribute to the upskilling of employees, by enhancing their capabilities and improving overall organisational performance.
AI algorithms can analyse individual performance data, which can be used to create personalised learning experiences to identify skill gaps, and recommend tailored training programmes. This ensures that employees can receive the precise training required to advance their careers, fostering a culture of continuous learning and improvement.
AI-driven platforms can also simulate real-world scenarios for training purposes. For instance, virtual reality and augmented reality powered by AI, can create immersive training environments for employees. It can assist in a broad range of sectors, allowing doctors to practise surgeries, and Formula 1 drivers to practise a new course. This hands-on approach can significantly enhance skill acquisition and retention, allowing for practice in a safer environment.
Job evolution
A hot topic of conversation is whether AI will replace humans in their jobs. We are certainly a while away from the total replacement of humans!
It is true that some more repetitive, low-skill jobs may become automated but of course this has been the case with every iteration of new technologies. It isn’t suddenly all doom and gloom with AI, it’s just that we are confronting a pace and volume of change that we haven’t seen before. Firstly, the advent of AI will increase demand for critical thinking, creativity and problem-solving, and will allow the workforce to spend more time practising such skills. It will liberate the workforce from mundane, time-intensive work, and hopefully allow us to focus on more meaningful, sophisticated tasks. While taking some roles, AI is also set to create a huge number of new roles, such as data scientists, big data specialists and business intelligence analysts. Such roles are expected to grow by up to 40% by 2027, according to the World Economic Forum.
Employees will need to adapt by developing uniquely human skills. Lifelong learning and upskilling will become essential as the nature of work changes. Organisations must support their workforce in this transition, by providing opportunities for upskilling and promoting a culture of adaptability.
This should be caveated by the fact that there are warranted concerns that the displacement of jobs due to automation raises potential unemployment and social inequality issues. While it will inevitably have a positive impact on certain employees, those in more routine jobs are more likely to be replaced or be forced to upskill. However, it may be the case that they do not have the means to shift to a different career path. It is crucial for policymakers and business leaders to address these challenges, by creating frameworks that support displaced workers and promote equitable access to new opportunities.
To conclude, AI’s influence on tomorrow’s talent landscape is inevitable. By leveraging AI, companies can enhance certain parts of their employees’ work. However, this transformation also requires a proactive approach to ethical considerations and the continuous development of human-centric skills. As we navigate this new era, the synergy between AI and human talent will define the future of work, creating opportunities for innovation in ways previously unimaginable.
If you have any questions about this blog, or AI generally, please contact our Tech team.
About the author(s)
Fiona Moignard is a trainee in Gowling WLG's London office.