The explosion of technology has opened the eyes of the HR industry to seemingly limitless possibilities. While the art of the possible is fascinating, it’s time for a pragmatic discussion of available technology.
Cognitive & Analytics
The goal and intent of the recruiting process hasn’t changed in the past 50 years, but everything else has. And the reality is that the traditional model of talent acquisition is a fundamental misfit in the current reality.
One of the biggest challenges facing global talent acquisition leaders is accurately measuring the value that their work contributes to the success of their business.
If you’ve been following my blog series on how cognitive technology is transforming talent acquisition, you are likely seeing the potential it can have on your organization. So far during this blog series, I’ve covered how IBM cognitive capabilities can:
In my last blog, I discussed how cognitive HR technology can quickly provide recruiters with the knowledge they need to find the quality candidates hiring managers are looking for. Now I’d like to focus on the experience of candidates, turned new employees, and how..
If you’re like most talent acquisition (TA) leaders, you want more effective ways to measure your impact on the organization's business outcomes and continue driving significant value. It's common to experience challenges implementing measurement programs.
In my last blog, I discussed how cognitive HR technology is transforming talent acquisition and its ability to streamline the recruiting process for hiring managers—helping them stay focused on their primary role in the organization. Now I’d like to focus on the..
By now, you’ve heard all the buzz about cognitive technology transforming HR including talent acquisition and the employee experience. But is there any data to support this latest trend? What do top HR executives actually think about cognitive in relationship to..