AI Is Revolutionizing the Way Americans Seek Employment and Advance Their Careers
In Brief
AI-driven software has the potential to help identify top performers, predict employee turnover, and suggest career paths, but it must be used ethically and with transparency to avoid perpetuating bias or discrimination.
AI can be used to support the growth of the organization, and it can also lead to more transparency and fairness in the workplace.
Employees need to master workplace culture, politics and relationships, and take ownership of their career.
Advances in human capital management systems, more strategic and data-driven human resource and talent management practices, and increased attention to bias are changing how people are hired, developed, promoted, and fired. AI-driven software has the potential to advance quickly and change how companies make strategic decisions about their employees. This technology can help identify top performers, predict employee turnover, and even suggest career paths for individual employees. However, it is important to ensure that AI is used ethically and with transparency to avoid perpetuating bias or discrimination in the workplace.
If you apply for a job in the near future, you will upload a carefully written résumé through the company website, noting that the platform looks eerily similar to other platforms you have used to apply for other jobs. After your résumé is saved, you provide demographic information and complete dozens of fields with the same data. You then hit “submit” and hope for a follow-up email from a person.
Your data will live within this company’s human capital management system, which is likely to be ignored if the company is looking at résumés. However, even if your résumés demonstrate that you are the most qualified applicant, it is unlikely to catch the eye of the recruiter because the recruiter’s attention is elsewhere. You need to make sure that your application stands out in other ways, such as through a well-crafted cover letter or networking with employees at the company. Additionally, consider contacting the recruiter directly to express your interest and qualifications for the position.
If you get the job, the company will tie your performance ratings and other data about your employment to your profile, making even more data accessible for the company’s HR. This gives HR insight into how you perform as an employee. The data can be used to identify talented employees, guide decisions about who should be promoted, and identify bias in hiring and promotion. A detailed employment history on your profile can also demonstrate your career progression and highlight your diverse skill set. This can make you a more attractive candidate for future job opportunities within the company or elsewhere.
Data about you and others in the workplace is tracked and analyzed. This data can be used to understand how employees can support the organization’s growth. For example, HR may use data to identify who is likely to quit and evaluate the impact of that loss. Microsoft tools such as Teams, Outlook, and SharePoint can help provide insight to managers via their workplace analytics tools. Another way employees can support the organization’s growth is by actively seeking out opportunities for professional development and skill-building. This not only benefits the individual employee but also enhances the overall capabilities of the organization and helps it stay competitive in a constantly evolving market.
Data and metrics change. Professionals like consultants, doctors, and marketers will be measured quantitatively and objectively in the future. Employees should begin to think about how data is being used, what story it is telling, and how that may impact their futures. This shift towards data-driven performance evaluations may also lead to more transparency and fairness in the workplace.
Company HR officers from companies like PayPal and Rio Tinto are using advanced talent data to make decisions. Some researchers believe AI will promote equity by removing bias from hiring and promoting, but many see a danger that AI built by humans will repackage old issues. Data collection and analysis can leave employees unclear on their status while the organization is clear. It is best to understand how AI is changing the workplace and demand transparency from your employer.
You need to master workplace culture, politics, and relationships, understand how you are being assessed, and take ownership of your career in a data-driven way. By working together to address these concerns, we can harness the power of AI while minimizing its potential negative impacts.
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About The Author
Damir is the team leader, product manager, and editor at Metaverse Post, covering topics such as AI/ML, AGI, LLMs, Metaverse, and Web3-related fields. His articles attract a massive audience of over a million users every month. He appears to be an expert with 10 years of experience in SEO and digital marketing. Damir has been mentioned in Mashable, Wired, Cointelegraph, The New Yorker, Inside.com, Entrepreneur, BeInCrypto, and other publications. He travels between the UAE, Turkey, Russia, and the CIS as a digital nomad. Damir earned a bachelor's degree in physics, which he believes has given him the critical thinking skills needed to be successful in the ever-changing landscape of the internet.
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Damir is the team leader, product manager, and editor at Metaverse Post, covering topics such as AI/ML, AGI, LLMs, Metaverse, and Web3-related fields. His articles attract a massive audience of over a million users every month. He appears to be an expert with 10 years of experience in SEO and digital marketing. Damir has been mentioned in Mashable, Wired, Cointelegraph, The New Yorker, Inside.com, Entrepreneur, BeInCrypto, and other publications. He travels between the UAE, Turkey, Russia, and the CIS as a digital nomad. Damir earned a bachelor's degree in physics, which he believes has given him the critical thinking skills needed to be successful in the ever-changing landscape of the internet.
