Assisted Intelligence in Human Resources

A new era of people management is here

Your playbook is on its way!

Discover the power of assisted intelligence

If you’re experienced traditional assessments, you know the process is broken. A questionnaire is developed and sent to a candidate, and each manager is left to interpret and try to understand how it relates to the role being filled. Some assessments even require certification, only to leave the evaluation of the role completely uncovered.

About this Report

Based on in-depth research and senior executive interviews, this report outlines how technology is facilitating digital transformation of the HR function. It focuses on:

  • The role of assisted intelligence (AI) in the evolution of HR
  • The challenges that assisted intelligence tools for HR can address
  • How to move from data-aggregation to data-powered insights and decisions that drive results

Building a data-driven function across any organization function, including HR, can be challenging. But it doesn’t have to be. This report focuses on one aspect of digital transformation, assisted intelligence, and the ways in which its implementation can offer significant value to the HR function.

Building a data-driven culture across any organization function, including HR, can be challenging. But it doesn’t have to be.

What is Assisted Intelligence?

With the rise of Machine Learning in all fields, let’s start by understanding the difference between Artificial Intelligence and Assisted Intelligence.

According to PwC, there are two types of Machine Learning:

Artificial or Autonomous Intelligence

is 100% machine-driven, with adaptive systems in continuous operation. This is commonly used in B2C settings such auto-detecting objects in videos.

Artificial or Autonomous Intelligence

is 100% machine-driven, with adaptive systems in continuous operation. This is commonly used in B2C settings such auto-detecting objects in videos.

Challenges with the adoption of Artificial Intelligence

With the rise of Machine Learning in all fields, let’s start by understanding the difference between Artificial Intelligence and Assisted Intelligence.

Artificial Intelligence, because it is 100% machine-driven, requires extensive skills, training, and budget dedicated to maintaining and evolve supervised and unsupervised systems.

Many “black box” Artificial Intelligence solutions do not issue recommendations based on explainable and auditable information and are therefore not a good fit for many HR processes.

Some areas where Artificial Intelligence is gaining traction are automated scheduling, email drip or reminder systems, automated spellchecking, and other low-risk, low-skill, and high-volume tasks.

Many companies invest in their people without seeing the results they want.

HR Consulting

$29.7B

Talent Management

$6.1B

Assessments

$2.4B

Employee Engagement

$2B

And yet, the current solutions don’t make a dent in performance. Why is that?

Source: IDC, & Bureau of Labor Statistics, Selling Power

The Rise of Assisted Intelligence

Assisted Intelligence is gaining rapid traction because it:

  • Unlocks new revenue or new operational efficiencies;
  • Offers previously unavailable insights and recommendations;
  • Provides detailed information about what drives insights and recommendations in a way that is easy for humans to understand;
  • Generates consistency, auditability and compliance across an otherwise biased or high variation process;
  • Aligns HR and business unit leaders along common Key Performance Indicators (KPIs);
  • Does not require specialized training, no “HR-IT,” specific teams of data scientists, or a custom implementation

CHROs can leverage assisted intelligence to drive strategic initiatives.

HR leaders can now drive revenue generating insights from the people side without the technical implementation or burden.

The Benefits of Assisted Intelligence in HR

Assisted Intelligence in the HR function

AI helps HR professionals and line managers make informed decisions about sourcing, screening, recruiting, mobility, success planning and pivoting decisions. It also allows them to bring data-based views to discussions with line managers about success in a role and transitions to new roles including promotions.

Assisted Intelligence can capture and analyze data to provide HR management insight into areas such as:

  • Identification of behaviors of top performers
  • Attrition patterns
  • Performance and retention analytics

52%

of CEOs plan to increase headcount in the coming 13 months.

60%

of CEOs are rethinking their HR function.

77%

of CEOs find it difficult to get creativity and innovation skills they need.

From PwC 20th Annual CEO Survey (2017)

Benefits of Assisted Intelligence to the CHRO

At the top strategic level, Assisted Intelligence in HR offers the CHRO:

  • Uniformity in hiring practices across the enterprise;
  • Simplified and consistent processes for both managers and recruiters;
  • Consistency through validated, data-driven decisions;
  • Elimination of bias through use of objective, metric-based evaluation and centering discussions on what fit to success really looks like
  • Process efficiencies resulting from insights into behavior across the company.

Building Assisted Intelligence into the HR Function

Assisted Intelligence-enabled HR Is Easier Than You May Think

Disruptive technology has traditionally been disruptive to organizations as needed skillsets change and new processes require buy-in and adoption by employees. Phased rollouts, strategic communication initiatives, and lots of vendor hand holding have characterized many programs that bring new technology to an organization.

This isn’t true for Assisted Intelligence in HR.

Application of Assisted Intelligence in recruiting, hiring, and developing employees can now take place with a simple process that does not require any specialized knowledge of data analytics or changes to either the staff composition or the HR systems in use.

Assisted Intelligence in HR: A Simple 3-Step Process

With the assistance of AI, HR professionals can now focus on making the decisions that they are more suited to make.

At a high level, the department can now have a 3-step process that ensures the hiring and development of individuals who are best-fit for the organization and the role

An Aptology Case Study

Case Study: A Global Leader in Energy-based Medical Solutions

How a business leveraged assisted intelligence to identify key top performer behaviors

The Challange

Regrettable turnover goal in sales: less than 20% HR Executive found that the key to accelerating revenue and lowering regrettable attrition was to identify the qualities and behaviors of our best sales reps so that we could recruit new hires with similar attributes.

The Solution

The Aptology solution was more than 80% accurate in identifying sales reps that were great matches to our ideal profile and were high performers.

“We were focused on getting our turnover under 20%, which has been the benchmark in the medical device industry that only truly successful companies are able to achieve.”

Case Study: The Business Impact

With Aptology’s help, the company realized these benefits:

Increased quota attainment

Current and new team members who showed up GREEN in the results with a high fit score to the qualities and behaviors of our high performers were successful (85% and higher performance to quota) 80+% of the time.

Impact-driven hiring

We occasionally hired candidates who had RED (low fit-score) results as the process was new, but 80-90% of the people who had a RED failed in their sales results or role.

Consistent hiring practices

All finalists in sales now go through the Aptology process, and we’ve been able to increase revenue through this consistent hiring practice.

Summary and Conclusion

The bottom line about Assisted Intelligence and HR is that it’s far easier to implement than most organizations think it is.

  • Can be incorporated into the organization with minimal disruption.
  • Gives the CHRO and business leaders a full view of all stages of the employee journey across the entire workforce.
  • Eliminates subjectivity or bias along HR processes and throughout the enterprise.
  • Can significantly reduce turnover by ensuring that only best-fit candidates are hired.
  • Offers long term benefits by mapping behaviors that help identify best choices for leadership development.