Let’s pretend you have an assistant, Joe, who can quickly and accurately determine which individuals are the greatest fits for your open positions, arrange their interviews, and sort through the resumes without showing any prejudice. The uniqueness of this helper lies not in his extraordinary productivity but in the fact that he is not human. He’s AI. But unconscious bias isn’t something you can ever completely remove from the hiring process.

How Hiring Will Evolve With AI

While AI shows promise to reduce workplace discrimination, it’s important to keep in mind that it’s not a panacea. To verify the accuracy of the AI algorithms and make the ultimate hiring choice, humans are still required.

That is to say, AI should not be utilized to replace humans in decision-making roles, but rather to assist them. Even while AI is good at gauging soft skills like communication, cooperation, and problem-solving, a human touch is still necessary for hiring managers to ensure a good cultural fit.

Unconscious bias is a problem in recruiting because it occurs when human beings make decisions about people similar to themselves regarding their history, experiences, or other personal qualities.

Organizations must find a happy medium between the two for the best results when employing AI in recruiting while protecting the accessibility aims of doing so. The first stage of its implementation involves the use of AI for screening and evaluations, while the second stage involves the recruiting manager conducting interviews.

Read 10 AI In Manufacturing Trends To Look Out For In 2024

Deploying AI in recruiting helps to overcome unconscious prejudices which frequently function as obstacles to employment for certain groups of individuals. Algorithms built to be impartial and unbiased are fed massive amounts of data from job postings, applicant profiles, and other sources to learn the patterns and qualities most strongly correlated with a company making good hiring.

By analyzing this information, AI can eliminate biases in the recruiting process and choose the most competent individuals.

After the hiring manager has evaluated the candidates and reached a choice, they may utilize AI to examine their evaluations and detect any biases that may have impacted their decision-making.

How Can AI Transform Your Hiring Process?

The release of generative artificial intelligence (GAI) technologies like Open AI’s ChatGPT, Google Bard, and Microsoft’s new Bing has guaranteed one thing: widespread discussion of the potential effects of GAI on the workplace. It’s too soon to tell how GAI will affect different sectors, but it’s realistic to predict that many aspects of how individuals do their jobs will alter and develop.

This prompts several concerns among talent professionals. What impact will AI developments have on careers in talent acquisition? And how will the automation of some activities affect the skills recruiters need?

You can gain many benefits and opportunities if you integrate AI into the hiring process, including:

• Saving recruiters’ time from repetitive tasks to focus more on the best candidates
• Better quality of hire via standardized job matching
• Improved interaction, communication, and engagement throughout the recruitment lifecycle
• Removal of bias from the recruitment process
• Access to a larger talent pool to find suitable candidates for the job

But AI-powered recruitment is still evolving, and some of the challenges you need to look out for are:

• Higher upfront costs
• Need for a lot of data for training and engagement
• Potential to learn human bias from patterns in the existing recruitment process
• Potentially losing human touch in recruitment
• Scepticism and hesitation in adopting new technology

Read: Top 15 AI Trends In 5G Technology

Top 10 Role of AI To Fight Bias In Hiring

AI and ML may help businesses improve their hiring procedures by making them more systematic, objective, and fruitful. AI can expedite and automate interview scheduling, applicant screening, and measuring particular recruiting KPIs, freeing up human recruiters’ time to focus on higher-value activities like connection development with prospects.

• Identifies problematic language and gender coding in job descriptions, allowing companies to adopt more gender-neutral wording.
• Emphasizes competence rather than demographic information like race, age, or level of education.
• Allows for a wider range of applicants to be considered, some of whom may seem unconventional but are sure to contribute something new.
• Evaluate professional success above what is expected in a certain job to reveal a more complete picture of career potential.
• Enables businesses to focus on a candidate’s future rather than their past achievements.
• Test every candidate’s skills using the same criteria.
• This is AI hiring solutions’ major purpose. To achieve objective and equal recruiting, remove certain human variables and prejudice. Hiring managers may trust facts and smarts.
• Artificial intelligence can find and add top applicants to your talent pool. Intelligent solutions may construct a fake profile of your ideal prospect and search LinkedIn for matches.
• Any human will overlook many age, racial, gender, and background indicators in job applications and CVs. AI solutions use machine learning and powerful keyword trackers to drastically reduce disclosing candidate profiles.
• AI can truly level the playing field when evaluating applicants. talents evaluations can help companies assess work talents beyond a CV. This is also fairer for applicants who may be excluded owing to preconceptions.

Read OpenAI Open-Source ASR Model Launched- Whisper 3

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The new platform leverages parent company SEEK’s cutting-edge artificial intelligence (AI) technology to offer better job matches, experiences and insights for Singaporean jobseekers and employers

Jobstreet by SEEK, Singapore’s leading career and talent partner, announced the transformation of its employment platform, redefining the way talent and employers connect with AI. The new platform uses its parent company SEEK’s world-class AI technology to offer better job matches, new experiences and deeper insights for both Singaporean jobseekers and employers.

The transformation of the Jobstreet platform stems from SEEK’s ~S$158 million (AUD$180 million) investment across the last three years to unify its three online employment marketplaces in APAC, namely SEEK (in Australia and New Zealand), Jobstreet (in Singapore, Malaysia, the Philippines and Indonesia), and JobsDB (in Hong Kong and Thailand).

This transformation enables the company to accelerate growth and unlock a larger opportunity across the APAC region. At the program’s completion by early 2024, Singaporean jobseekers and employers will have access to more job opportunities and a larger talent pool across SEEK’s entire APAC region.

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“We are thrilled to announce a transformative update for Jobstreet by SEEK, aimed at enhancing support for the job and talent search process in Singapore. We are excited to facilitate seamless connections between jobseekers and employers, anticipating the opportunity to match them based on specific skills, job roles, and career aspirations effortlessly. This is particularly crucial given the highly dynamic employment landscape. The integration of SEEK’s cutting-edge AI technology is set to improve intuitive matching and elevate the Jobstreet platform, playing a pivotal role in achieving this goal.” says Chew Siew Mee, Managing Director, Jobstreet by SEEK (Singapore).

She added, “As Singapore strives towards becoming a digital nation, Jobstreet by SEEK remains committed to supporting the evolving needs of the workforce. This transformation serves as a testament to our continual efforts to stay at the forefront of industry advancements.”

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New Features and Capabilities for Better Job and Talent Recommendations

The new Jobstreet by SEEK platform employs AI models to assess talent suitability, shortlist applications, and provide personalised recommendations by processing data from various sources, including the talent’s resumes, the job ad descriptions, and the employer’s past behaviours. With that, talent will now see a ‘Top Applicant Badge’ if they are a strong applicant for the position, which increases the chance of them applying for the role, and ultimately creating better matches as their experience and skills align with the job requirements. This also benefits employers who would receive a more qualified and relevant list of applications for the job vacancies that they publish.

To make the talent-hunting process more efficient for employers, they can also choose to include AI-recommended screening questions for their job posts, as part of the job application process. This way, the most suitable talent can be easily identified based on their responses to the questions.

The AI-powered platform also introduces a new feature – the predictive approachability signal – to assist in matching talent with potential employers more effectively. By using state-of-the-art predictive technology, Jobstreet by SEEK is able to anticipate talent that may be approachable to discuss a new job opportunity, even before the vacancy has been advertised. Whether or not a talent is marked as approachable to employers depends on a range of factors, some of which include how active the talent is on Jobstreet by SEEK and what information they have in their profile. This feature is particularly helpful for employers who want to headhunt for the right person to fill their role.

Besides that, Singaporean jobseekers can now decide on their profile visibility on the new platform, signalling to employers that they are open to job opportunities even if they are not actively applying for jobs. This makes it easier for employers to proactively contact talent with opportunities, if applicable.

Jobstreet by SEEK provides Singaporean talent with insightful, data-backed career advice and salary information on the platform. This helps them to navigate conversations around wages by knowing their salary ranges, or make informed decisions around their careers.

Continuous investment in AI technology

The new platform will help link talent with the right job opportunities, increasing the chances of landing the right job. Jobstreet now draws on its parent company SEEK’s over 25 years of APAC-wide data, optimising it for Singapore, based on local insights drawn on over two decades of operation in the market. This is driven by SEEK’s data and AI team of over 200 people, who are completely focused on the APAC region.

“At SEEK, we are committed to leveraging data and technology to provide the most effective, efficient and fair recruitment solutions for talent and employers. We have been investing heavily in data and AI for over a decade with strong results and will continue to do so as we aspire to make our products more effortless, personalised and trusted for our customers,” said Grant Wright, General Manager of Marketplace and AI Products at SEEK.

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Jobstreet is the leading employment platform in Southeast Asia, helping people live more fulfilling and productive working lives and helping organisations succeed. It is a subsidiary of SEEK, a diverse group of companies comprised of a strong portfolio of online employment, educational, commercial and volunteer businesses. SEEK is listed on the Australian Securities Exchange and has a strong presence across the APAC region, including six Asian markets – Hong Kong, Indonesia, Malaysia, the Philippines, Singapore, and Thailand – through the Jobstreet and JobsDB brands. SEEK attracts over 500 million visits a year in Asia.

[To share your insights with us, please write to sghosh@martechseries.com]

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Four myths regarding the role of women at work

Mckinsey has crossed the river and came up with such stunning results of women at work misunderstandings. Below is a snapshot of the four myths which was in their research.

Myth: Women are becoming less ambitious
Reality: Women are more ambitious than before the pandemic—and flexibility is fueling that ambition

A new way of juggling work and life was made available for women by the epidemic. Few would want things to stay the same now. More and more, women are putting their personal lives first, but that doesn’t mean they’re sacrificing their aspirations. They are still as dedicated to their jobs and eager to go up the corporate ladder as women who aren’t making as much progress. These women are fighting the conventional wisdom that says job and personal life can’t coexist and that one must suffer for the other.

Women are just as invested in their professions and eager to advance as males are at any point in the pipeline. Equal interest in senior leadership positions is expressed by both men and women at the director level when the C-suite is more visible. And it’s no secret that young women have lofty goals. Among women under the age of 30, 90% desire a promotion, with 75% aiming for a senior leadership position as shown in the graphics here.

Additionally, women’s aspirations were unabated by the epidemic and enhanced flexibility. Eighty percent of women, up from seventy percent in 2019, desire a promotion. Similarly, guys are not an exception. When compared to White women, women of color are even more driven: 88% of them desire to advance in their careers.

Overall, one in five women say flexibility has helped them stay in their work or avoid lowering their hours, so it’s clear that flexibility is enabling women to follow their objectives. As a major perk, many women who work hybrid or remotely report reduced exhaustion and burnout. Plus, when asked about their experiences working remotely, most women said they were able to concentrate better and get more done.

Myth: The biggest barrier to women’s advancement is the ‘glass ceiling’
Reality: The ‘broken rung’ is the greatest obstacle women face on the path to senior leadership

Equal access to our website is our goal for all persons, including those with impairments. Inquiries on this content are welcome, and we would be pleased to assist you. Black women in their early careers are still lagging behind the others. This year, the promotion rate for Black women dropped to 54 out of 100 males, returning to 2018 levels after climbing to 96 in 2020 and 2021.

The first key step up to manager remains the largest impediment for women for the tenth year in a row. The result shows that this year there were 87 women promoted from entry level to manager for every 100 males. Additionally, the disparity is moving in the other direction for women of color: the percentage of women promoted to manager for every 100 males fell to 73 this year from 82 the year before. Because of this “broken rung,” women lag and are unable to make up lost ground.

Without fixing the faulty rung, corporations’ modest efforts to increase women’s representation at the top are just band-aid solutions. Managerial roles in most companies are filled by males (60%), while women make up 40%, due to the gender gap in advance promotions. There are fewer women to be promoted to senior management, and the number continues to drop at each level beyond that, due to the significant gender gap.

Read Top 20 Uses of Artificial Intelligence In Cloud Computing For 2024

Myth: Microaggressions have a ‘micro’ impact
Reality: Microaggressions have a large and lasting impact on women

Microaggressions, such as being mistaken for a lower-ranking employee or having comments made about their emotional condition, are more common among women than males, according to data collected over many years as shown in the graphics below.

The frequency and severity of these insults are disproportionately high for women who identify with historically oppressed groups. Just one example: White women are seven times less likely to be mistaken for someone of the same race or ethnicity than Asian or Black women. Everyday prejudice, frequently based on bias, is known as microaggressions. Demeaning or dismissive remarks or deeds based on a person’s gender, color, or other characteristics of their identity are included, even if they are not hurtful. They are rude, and stressful, and can hurt women’s health and employment.

Consequently, many women, especially those who identify with historically oppressed groups, find the workplace to be a psychological minefield. It is more difficult for women to take chances, suggest new ideas, or voice concerns when they do not feel psychologically safe, which is significantly reduced after experiencing microaggressions.

Everything seems to be on the line. To add insult to injury, research shows that 78% of women who experience microaggressions at work either hide their identities or alter their behavior to avoid further harassment. Many women, for instance, attempt to blend in and prevent a negative reaction at work by code-switching, or downplaying what they say or do.

Those who experience microaggressions and choose to isolate themselves are four times more likely to suffer from chronic fatigue and three times more likely to contemplate quitting their jobs. Failure to address microaggressions puts firms at risk of losing talented women and prevents them from contributing to the company’s success.

The prevalence of code-switching among Black women is over double that among all women. There is 2.5 times as much pressure on LGBTQ+ women to alter their looks so they seem more professional. The strain brought on by these dynamics is substantial.

Myth: It’s mostly women who want—and benefit from—flexible work
Reality: Men and women see flexibility as a ‘top 3’ employee benefit and critical to their company’s success

The fact that they continue to do an excessive amount of housework and childcare probably has something to do with it. A third of working moms with small children have said they would have quit or cut back on hours if they had been unable to negotiate a more flexible work schedule. Women still place a higher value on job flexibility, even though it is becoming more of a need for most employees. 

As shown in the graphs, hybrid and remote work is providing significant benefits to the majority of employees, not only women and mothers. One big advantage of hybrid and remote work, according to most women and men, is a better work-life balance. Another important perk is that most people report reduced weariness and burnout. A healthy work-life balance and minimal burnout are critical to an organization’s performance, according to a study. Furthermore, 83% of workers say that working remotely allows them to be more productive and efficient. Companies, too, have a different take on the matter; just 50% of HR managers cite increased productivity as a top advantage of remote work.

There are real advantages for employees who work on-site as well. The majority of employees believe that working on-site improves their well-being and productivity since it makes collaboration simpler and allows them to form better personal connections with coworkers.

Additionally, males get more than women from on-site work: they are seven to nine percentage points more likely to be “in the know,” to acquire the sponsorships and mentorship they need and to have their achievements recognized and compensated.

On the other hand, there can be a problem with the on-site work culture. Only 39% of men and 34% of women who work on-site said that feeling more connected to their organization’s culture is a major benefit, despite 77% of firms believing that a strong organizational culture is a key benefit of on-site employment.

Read OpenAI Open-Source ASR Model Launched- Whisper 3

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Super Profiles offers recruiters comprehensive, enriched, and validatedcandidate information along with an industry-first feature – Smart Insights

foundit (formerly Monster APAC & ME), India’s leading talent platform with over 7000 customers, formally announced the launch of a next-gen recruitment solution that has reimagined hiring for the future. foundit has already previewed the product with close to 100 companies that have seen an 80% increase in recruiter productivity, a 4.5X reduction in recruitment costs and a 2X enhancement in candidate response rates. The early success of the solution reflects foundit’s commitment to building efficiency and agility for recruiters while ensuring a great candidate experience.

The launch comes at a time when HR functions are progressively investing in tech-first talent acquisition tools to refine their hiring processes. foundit’s reimagined hiring solution now includes an expanded talent pool comprising active job seekers as well as passive candidates. In addition, the product’s features include Super Profiles with information beyond the resume, system-generated Smart Insights; AI-powered Magic Search personalised by organisation with more than 35 Smart Filters; an outreach module with AI-generated emails and mass personalisation; and a seamless collaboration tool.

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Speaking about the launch, Sekhar Garisa, CEO, foundit (previously Monster APAC & ME), said, “Recruiters today are grappling with multiple challenges – navigating numerous sourcing platforms, sifting through irrelevant search results and inefficiencies in communication and closing positions. At foundit, the four pillars of our latest tech innovation address these challenges head-on. With access to talent on and off the market, candidate profiles with Smart Insights, and AI-powered Magic Search personalised by organisation, recruiters now have a comprehensive solution to be more agile and efficient. Since rebranding last year, we have been committed to going beyond merely solving problems to anticipating and building for the future.”

Following the brand evolution of foundit from Monster APAC & ME last year, this launch marks a key milestone in the company’s vision to enable and connect the right talent with the right opportunities using tech innovations that will redefine the future of recruitment. Towards fueling its product-led offerings and market expansion, the company in 2021 raised ₹ 137.5 crores in a funding round led by investors Akash Bhanshali of Volrado Venture Partners and Mohandas Pai of Meridian Investments with participation from Quess Corp, its parent company.

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Commenting on foundit’s role in realising its parent Quess Corp’s future-forward strategy, Mr. Ajit Isaac, Chairman, Quess Corp, added, “With India on the path to becoming a $5 trillion economy, there is no doubt that employment will be a key driver across sectors. Increasingly, skills-based jobs have become critical and hence technology will need to assist recruiters in enhancing productivity to find the right fit especially when it comes to white-collar jobs. At Quess, we have always been at the forefront of service-led offerings, and through foundit, we aim to redefine the current traditional recruitment norms and usher in a new era of efficiency and precision.”

As part of its commitment to advancing the recruitment landscape, foundit has strategically invested in developing this solution and taken a giant leap to define the future of recruitment.

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[To share your insights with us, please write to sghosh@martechseries.com]

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Adds capability to CompAnalyst Total Compensation Management Platform

Salary.com, the market leader in total compensation management software and data solutions, announces the acquisition of HCR Software, maker of CompXL’s enterprise incentive compensation planning software. CompXL supports the management of merit raises, bonus, commissions, long term incentive awards, equity, and employee total rewards statements across an entire organization. With this acquisition, Salary.com builds on its core foundation of highly accurate and comprehensive data and software, completing the evolution of CompAnalyst® into the only Total Compensation Management Platform (“TCM”) that pairs Salary.com’s proprietary back-end technologies with a familiar spreadsheet format to make a flexible, scalable, enterprise-ready solution built for the cloud.

Kent Plunkett, CEO and co-founder of Salary.com says, “Most companies struggle to manage decision-making and communications around people’s pay and incentives. Our CompAnalyst Total Compensation Management Platform now offers enterprises everything they need to benchmark, manage, and communicate employee total rewards. Getting pay right is at the heart of the deal between employers and their people. Building trust and engagement are the new imperative for HR, compensation, recruiting and sales leadership teams. With the addition of CompXL’s compensation planning software, and the expertise of their team, Salary.com is creating a way for employers to consistently earn that trust.”

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Yong Zhang, President and co-founder of Salary.com says, “We are profoundly committed to the practice of Total Compensation Management. Accuracy, fairness, and communication are at the core of how you get pay right. The addition of CompXL rounds out our award-winning Suite’s capabilities to offer the most complete and integrated compensation capabilities across the entire enterprise.”

The Benefits of CompAnalyst’s TCM Platform

CompAnalyst’s TCM platform now merges spreadsheet familiarity and flexibility with cloud computing‘s automation, workflow, scalability, and security capabilities. With the ability to create and manage incentive programs that reward and attract the best talent, customers can reduce the administrative burdens often associated with planning and managing compensation.

Other benefits include:

• Ability to create new compensation strategies
• Cycle planning time reduced by up to 75%
• Flexibility to support any incentive plan, including complex incentives like commissions
• Ability to work with both simple and complex plans
• Scalability and support of global plans and multiple currencies across thousands of employees
• Integrations with any HR system (ADP, Ceridian, Oracle, SAP, UKG, Workday, etc.)
• Familiar spreadsheet format offers minimal learning curve

Jamie Davis, CEO of HCR Software says, “I am excited about our future as a part of Salary.com. CompXL has spent the last two decades building the industry’s most configurable enterprise compensation planning application. It is a natural evolution to become part of Salary.com’s CompAnalyst platform. Our people are very excited to join the Salary.com family and continue to care for our hundreds of valued customers.” GlobalLogic, Lantheus, and Natixis Investment Managers are among the many organizations leveraging CompXL for incentive compensation planning.

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[To share your insights with us, please write to sghosh@martechseries.com]

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Cognizant’s new program will aim to improve the lives of workers around the world, training one million individuals for gainful employment by 2026

Cognizant announced the official launch of its groundbreaking training initiative, Synapse, aimed at empowering more than one million individuals with cutting-edge technology skills—like generative artificial intelligence (AI)—for the digital age. Together with governments, academic institutions, businesses, and other strategic partners, Cognizant’s program will leverage evolving AI technology and the company’s premier tech services to up-prepare individuals for the future workforce. Cognizant also intends to build a consortium of partners for training and jobs which then will employ individuals who are upskilled through the Synapse program.

Cognizant’s Synapse initiative will reskill one million people with tech skills to enhance future employability.

The initiative draws on Cognizant’s longstanding expertise on training and educating a global workforce and expansive expertise across global geographies and digital technologies. By reaching underserved communities, marginalized groups, and individuals with limited access to traditional education, the initiative was created with the goal of driving meaningful change and create pathways to success that were previously unreachable for many individuals. Cognizant’s Synapse will provide training ranging from basic digital literacy to generative AI, and will achieve this 1,000,000-person tech training milestone through:

1. Skills Accelerator: The Company anticipates equipping 200,000 jobseekers with in-demand tech skills through innovative, sponsored upskilling programs. Upon completion of online coursework followed by an assessment to gauge how well they have mastered the material, learners will possess the skills needed to pursue a career in technology. High-scoring participants will be shortlisted for a specialized Cognizant “train-to-hire” program or interview with Cognizant or one of its Synapse partners for a job opportunity. 
   
   
2. Technology Partnerships: Enabled by the technology ecosystem in which Cognizant operates—including organizations like India’s NASSCOM and the Cognizant Google Cloud AI University—Cognizant expects to provide training to 200,000 people to help open up the technology market to a new workforce pool for the first time. 
   
   
3. Apprenticeships: Working with universities, community colleges, and workforce development groups, Cognizant expects to support thousands of individuals as apprentices and equip them with the experience and capabilities that incorporate emerging technologies such as generative AI. Aimed at entry-level individuals and mid-career professionals, Cognizant apprenticeships are designed to help people launch their careers in technology. Our apprenticeship program—together with a new employer consortium to be convened by Cognizant and partners—is expected to produce a “Talent Pipeline as a Service,” or TPaaS, aimed to both build the future workforce equipped with the experience and capabilities in emerging technologies; and to drive impact in their communities.  
   
   
4. Community Education: Cognizant’s corporate social responsibility efforts reach hundreds of organizations worldwide, impacting millions of individuals. Through philanthropic grants, volunteerism and mentoring, and education partnerships, this focused effort is expected to reach 300,000 individuals. 
   
   
5. Employee Skilling: Through Cognizant’s award-winning learning and development platform, the company expects to upskill more than 200,000 of its 345,000 own employees over the life of the initiative, pulling on the most relevant technologies including generative AI.

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The balance of the Cognizant Synapse skilling commitment will be met through a combination of apprenticeships, corporate philanthropy grants, and new hire training.

According to the U.S. Chamber of Commerce, U.S. businesses alone have nearly three million positions they are unable to fill with those numbers set to grow in the coming years if the problem remains unaddressed. Cognizant set out to discover why. Repeatedly, Cognizant heard from government officials, educators, community leaders, clients, and fellow tech providers that many of the three million open jobs are not being filled because the workforce lacks specific skills and capabilities. Simply put: There is a wide technical divide between new jobs and workers. And recent research published in Forbes also indicates that U.S. executives and employees believe nearly half of the skills required to succeed in today’s workplace will not be relevant just two years from now, requiring employers to invest in the reskilling of the working population and the future generations of employees.

That’s where Cognizant’s Synapse comes in. The Synapse initiative is designed to revolutionize and rebalance the landscape of tech education and workforce development by redefining opportunities for more than one million individuals around the globe and resulting in a new, employable talent pool for the future digital economy by 2026. The initiative draws upon Cognizant’s heritage as a tech re-skiller, the company’s deep industry and government partnerships, and its expansive expertise across global geographies, industries, and digital technologies. Since 2018, Cognizant has worked closely with global organizations to invest in training opportunities for those in the tech field and has awarded $70 million to support 70 leading global organizations and non-profits committed to skilling. Earlier this year, Cognizant expanded its partnership with Google Cloud to provide robust training resources for tech talent development on Google Cloud and promote the responsible use of AI.

“Our world is changing at an unprecedented pace, and the demand for creative, tech-savvy individuals is skyrocketing,” said Cognizant CEO Ravi Kumar S. “Through this sweeping reskilling endeavor, we are striving to equip one million individuals with the skills and capabilities they need to thrive in the digital economy. Cognizant’s Synapse initiative is not just about education; it’s about empowering people to shape their own destinies and creating employment pathways that meet the needs of tomorrow’s employers.”

Kumar continued, “The traditional skilling model isn’t keeping pace with the evolving workforce —Synapse is designed to chart a new course for employees and employers to succeed. We cannot rely on the status quo to prepare workers for the jobs of the future. Instead, we need to radically transform our path to employee—and employer— success.”

“The millions of people employed in the technology industry today and the new entrants in the talent marketplace will require upskilling and skilling to become job ready for the opportunities of tomorrow,” said Kirti Seth, CEO, Sector Skills Council, nasscom. “Through the FutureSkills Prime program, a joint initiative with the Ministry of Electronics and Information Technology (MeitY), Government of India, we are focused on equipping learners from diverse backgrounds with cutting-edge skills essential in a rapidly evolving digital landscape. By partnering with industry leaders like Cognizant, an expert in this space, and their Synapse, we are contributing to an impactful industry driven skilling program aligned with our collective vision to make India a digital talent hub.”

“We applaud the Cognizant team for launching this ambitious new initiative,” said Dane Linn, Senior Vice President of Corporate Initiatives at Business Roundtable. “Synapse is a great demonstration of Cognizant’s commitment to build and support a global workforce equipped with skills to succeed in high-demand technology sector careers.

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“Our society and economy is becoming increasingly reliant on technology and we are committed to working with key partners to help young people adapt and be ready for work, said Tom Keer, Senior Head of Corporate Partnerships at The Prince’s Trust. “The Prince’s Trust is proud to partner with Cognizant to build young people’s confidence and skills, supporting them into a digital-focused career.””

Cognizant’s Synapse has been designed to deliver accessible, comprehensive, and high-quality skilling experiences to participants from all levels of society. The initiative—the first of its kind—is committed to promoting diversity, equity, and inclusion in tech education.

Added Tobi Young, Cognizant’s Senior Vice President for Sustainability, Corporate, and Regulatory Affairs, “Cognizant’s Synapse initiative recognizes and responds to the anxiety created by an increasingly digital economy. Tech skills are a fundamental currency for success and Cognizant is committed to equipping individuals to thrive. Synapse is designed to deliver accessible, comprehensive, and high-quality skilling experiences. Our goal is to build a consortium of industry leaders, educational institutions, and philanthropic organizations to sustain the communities where we live and work by closing the digital skills gap, fostering a culture of continuous learning, and enriching the future pool of technology talent with one million trained-and-ready employees.”

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[To share your insights with us, please write to sghosh@martechseries.com]

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Complementing the Release of a Significant Research Report on Technology Usage and User Experience, isolved Debuts Its Latest AI Capabilities

In its 26th Annual Human Resources (HR) Systems Survey research, Sapient Insights Group reported that 65% of HR teams are not currently realizing the benefits of artificial intelligence (AI) features within their HR management system (HRMS). The biggest barrier to leveraging AI is the lack of knowledge or understanding of how to utilize it. To enable much wider adoption of AI in HR, payroll and benefits administration, isolved is already delivering on its AI roadmap and vision announced in June of this year. isolved customers will be previewing extended AI capabilities this week at its customer and partner conference, Connect. Among the most impactful capabilities for overworked HR teams in small- and medium-sized businesses (SMBs) businesses are:

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• isolved Analytics Everywhere – embedding AI-powered predictive and prescriptive analytics in the day-to-day flow of work to guide and support HR teams.
• AI-powered candidate and job matching – simplifying and accelerating the often time-consuming process of parsing resumes and matching them with open roles based on needed skills, as well as auto-creation of job descriptions.
• Generative AI-based learning experiences – supporting much-needed employee skills development and workforce readiness with adaptive learning, course recommendation, feedback and dynamic assessment.

This AI strategy builds on and improves the exceptional experience of isolved People Cloud. In addition to ranking at the top of the industry for vendor satisfaction in payroll, HRMS, time management and onboarding for SMBs, isolved also ranked number-one in user experience for the second consecutive year across those same categories in the Sapient Insights Group report. Adding to customer satisfaction is their adoption of People Cloud. Across multiple categories in the Annual HR Systems Survey research, isolved customers use the tools they invested in more fully than any other vendor – helping customers realize the full potential of their investment. Now, isolved seeks to have the highest AI adoption for SMBs.

“Since isolved has the highest level of adoption across critical areas of business operation like payroll, time management and employee experience, it puts us in a unique position to enable more organizations to utilize the power of AI through People Cloud,” said Pragya Gupta, Chief Product Officer of isolved. “No one understand SMBs more than isolved, and we are dedicated to reducing complexity and unknowns for People Heroes.”

The power of AI to transform the day-to-day experience of HR, payroll and benefits professionals, as well as every single employee, is only just beginning to be realized by businesses. isolved customers will be at the forefront of accessing not just the operational benefits of this emerging technology but also the power of AI to connect HR leaders more directly and centrally to overall business strategy.

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In addition to demonstrating the extended AI-enhanced capabilities of People Cloud at Connect, isolved is also sharing significant new research into HR technology usage. Stacey Harris, lead author of the aforementioned report and Chief Research Officer and Managing Partner of Sapient Insights Group, is taking the Connect keynote stage today to further share information from the report told from the practitioner’s perspective – representing 2,310 unique organizations.

“There’s no better voice than that of the customer,” said Harris. “With thousands of practitioners completing this year’s report, we can confidently say that HR complexity has increased. Vendors like isolved that can reduce that complexity, increase adoption of the tools they have, and help practitioners realize the power of AI on their way to becoming a strategic voice in their organizations, will continue to see higher rates of customer satisfaction.”

An HRMS Segment Report of the 2023-2024 Annual HR Systems Whitepaper will be available on isolvedhcm.com as the report becomes available for distribution. To continue learning, download new employee-based research with, “Voice of the Workforce: Keys to Better Employee Experience”.

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[To share your insights with us, please write to sghosh@martechseries.com]

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Dataiku, the platform for Everyday AI, announced the appointment of Sandrine Bossard as their new Chief People Officer. This significant appointment underscores Dataiku’s commitment to its employees and values. Bossard will lead innovative HR practices and initiatives, concentrating on enhancing organizational culture, retaining employees, promoting learning and development, and boosting organizational efficiency to support future growth.

Bossard joins Dataiku with extensive experience in the tech and digital industry, including leadership roles at listed international companies like Believe, Ingenico Group, and Experian. At these organizations, she consistently showcased an alignment with culture, market dynamics, and a passion for nurturing talent at times of rapid growth. Her adeptness at executing global HR programs in multicultural settings perfectly complements Dataiku’s global presence.

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Krish Venkataraman, President of Dataiku, shares, “At the heart of Dataiku is the people; they are our primary asset and have made a difference every step of the way. Sandrine’s agile and visionary approach to HR embodies Dataiku’s ethos. As we look forward to the next phase of global growth and development, we are confident in Sandrine’s capability not just to drive this growth but to continue placing employee development at the very core of the Dataiku engine. Her experience will undoubtedly amplify our inclusive culture and champion our shared vision.”

In her role at Dataiku, Bossard will focus on aligning and advancing the company’s collective expertise with its ‘Everyday AI, Extraordinary People’ mission. She will be responsible for advancing human resources, notably including initiatives in Diversity, Equity, Inclusion, and Corporate Social Responsibility initiatives. Based in Paris, Bossard will be an integral part of the company’s Executive Committee and will report directly to Dataiku President, Krish Venkataraman.

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“I’m excited to be joining Dataiku, a company that stands out in its innovative approach to the AI and Generative AI market,” shares Bossard. “As Chief People Officer, my mission goes beyond conventional HR functions; it’s about sculpting Dataiku’s strategy, identifying our people’s intrinsic talents, and cultivating capabilities to keep us ahead of the curve. Ensuring Dataiku has the right individuals, in the right roles, at the perfect moment is essential. I am invigorated by the shared ambition we have to craft a future-ready people organization, and I’m committed to guiding Dataiku through the growth challenges of the upcoming decade.”

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Bossard’s appointment comes as the company experiences significant momentum, including the launch of its Generative AI enterprise solutions, safety, and tools, such as the recently unveiled LLM Mesh. Additionally, recent key executive leadership hires include Krish Venkataraman as President and JY Pook as SVP and GM of Asia Pacific and Japan. Dataiku’s reputation continues to soar, having been recognized by Fortune, Forbes, and Glassdoor as a top workplace, with specific accolades like Fortune’s Best Workplaces for Millennials 2023, Best Workplaces in New York 2023, and Best Medium Workplaces List 2023.

[To share your insights with us, please write to sghosh@martechseries.com]

The post Dataiku Welcomes Sandrine Bossard as Chief People Officer appeared first on AiThority.

SkyHive, a generative AI software company and a Workday Ventures partner helping companies and communities around the world move from jobs-based to skills-based, announced that it has achieved a Workday Certified Integration with Workday Human Capital Management (HCM). Joint Workday and SkyHive customers using Workday HCM and Workday Skills Cloud can manage their job catalogs and job architectures in Workday with labor market benchmarking on skills from SkyHive.

Workday HCM is a unified system that helps enable organizations to make faster decisions, gain operational visibility, prepare for future talent shifts, and build effective teams. Workday Skills Cloud is an open and interconnected artificial intelligence (AI) and machine learning (ML) skills intelligence foundation.

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This integration adds SkyHive’s labor market recommendations for skills on job profiles in Workday. Customers can leverage SkyHive’s AI-powered labor market data for skills to add meaningful skills information for jobs, creating more data to drive ML-based contextualization and more detailed data on jobs. Customers leveraging Workday Skills Cloud, Workday People Analytics, Workday Prism Analytics, and SkyHive can use the combination of these solutions to gain greater visibility into the current skills of their workforce, and use external benchmarking data from SkyHive to inform business decisions.

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“Our integration with Workday Skills Cloud and Workday HCM helps customers gain insights and knowledge about their talent and skills from our comprehensive labor market benchmarking,” said SkyHive Founder and CEO Sean Hinton.

More information on SkyHive’s integration can be found on the Workday Solutions Marketplace, which provides easy access to solutions built by Workday and its software and content partners

[To share your insights with us, please write to sghosh@martechseries.com]

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