For years now, AI – for artificial intelligence – allows to simulate certain traits of human intelligence thanks to a set of theories and techniques. In the world of HR, AI is gradually gaining in power and is used to optimize decision-making processes. Focus on artificial intelligence and its applications in career management.
The evolution of AI in HR
Today, the use of artificial intelligence in HR is no longer reserved for isolated practical cases. Whether through software or specific applications, AI now offers HR players innovative solutions to meet their main challenges (payroll, recruitment, talent management). These tools are crucial to make informed decisions and thus boost company performance.
How does AI support the HR function in steering career management?
Career management consists of supporting employees throughout their professional evolution, from their recruitment within the structure to their training and professional development over time. How can artificial intelligence support HR in this process?
→ Anticipating changes in the job market to encourage the development of tailored career paths
Thanks to AI, companies can access predictive analysis of changes in the job market. By processing a large amount of data from the labor market, it is indeed possible to predict large-scale changes, such as the emergence of new jobs or categories of jobs, and to identify the extent to which certain jobs are bound to evolve, due to technological advances for example.
Armed with these predictions, human resources can then anticipate the future needs of their organization in order to plan appropriate recruitment and training plans. The implementation of these approaches, with a view to expected changes in the job market, not only ensures the long-term viability of the company, but also maintains and reinforces the employability of employees, by guaranteeing them an increase in skills in line with the needs of tomorrow’s world of work.
→ Fill skill gaps and improve training paths
AI can also quickly identify employee skill gaps, i.e., the gap between their skill level to date and the level required to hold a given position, or to meet specific business needs.
Different tools are used to diagnose this skill gap. Traditionally, annual interviews and self-assessments are used to do this by comparing the skills held by employees with those required to occupy their current position or the position they are aiming for in the context of professional development.
Thanks to AI, other tools can be used to quickly measure this gap: the skills repository and the skills map. Based on the analysis of the organization’s jobs and skills data (job titles, job descriptions, etc.), they can be used to establish an overview of the skills available within the organization. This overview can then be compared to standardized jobs and skills databases and to the company’s strategic objectives to identify any skill gaps. Once these gaps have been identified, it is then possible to use technology to match the profiles of the employees concerned with the educational content in order to obtain the most appropriate training recommendations to cover these gaps.
→ Fostering internal mobility
Artificial intelligence is also proving to be strategic in offering career paths that are adapted to the needs and aspirations of employees.
Indeed, whether it is in the context of vertical mobility (promotion) or horizontal mobility (equivalent position), AI allows to identify bridges between the different business lines of the company in order to create relevant career paths for employees.
By analyzing the proximity between the job details (title and description) and the skills needed to perform different professions in the organization, artificial intelligence can uncover tailored career development scenarios for employees. In fact, sometimes the technology can even identify career development options that HR teams would not have thought of at first. This skills-based approach can be used to retain talent by opening up a range of possibilities for employees within the organization.
AI-based tools available to HR to optimize career management
AI has already been making its way into the HR world for several years. The main advantage for HR teams is to be able to free themselves from certain time-consuming tasks by entrusting them to technology in order to focus on the results obtained and the implementation of the resulting actions.
Some of the key career management tasks that can be automated with artificial intelligence include processing job applications, recommending training and creating customized career paths for employees.
The following are AI-based tools that achieve these results:
→ Candidate / job offer matching
This tool makes it easy to find the most relevant candidate profiles for a given position by matching the skills associated with job offers with the skills identified in the candidates’ CVs. This matching allows for an objective pre-selection of profiles for the positions to be filled. The support of technology allows recruiters to save precious time, and candidates and the organization to begin the first stage of career management in good conditions, thanks to an optimized recruitment process, which has every chance of being successful for both parties.
→ Learner / training matching
This tool makes it possible to offer the most relevant training content to employees according to their needs. It is based on a common reading key, the skills, to match the contents of a training catalog with learner profiles, based on the job they hold and the skills they have. This matching allows us to offer them training adapted to the changes affecting their job or their professional development.
→ Skills / job matching
This tool allows HR to associate a job title with a set of skills, and conversely, to match a list of skills with a job. In this way, it allows the jobs and skills of employees to be matched with all the positions in the organization. In this way, the technology can quickly identify the bridges that exist between employee profiles and vacant positions or job openings in order to determine whether they can be filled internally.
These examples of applications show that AI does not replace HR. Rather, it serves as a support, allowing them to optimize the way they respond to the challenges they face, particularly in the context of career management.
Illustration credits: https://www.istockphoto.com/fr/portfolio/OstapenkoOlena